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I've had a hybrid role for the past 4 years where I get unlimited sick days (well 14 really until fmla kicked in), 3 weeks of vacation, 3 personal days. I am also given the week after Xmas off. if my toddlers are sick I can work at home with them. Interviewing w fortune 500 that offers 15 pto days that have to use for sick days too.Strictly in office job 9-5 and dress bus.prof. These bad benefits? Outdated culture?I am a seasoned professional. Seems tough.
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Do anyone know about any HR ops vacancy?
^ You are a fuddu banda
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$76k salary A1. Fair?
CAIA vs CFA?
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It often does have to do with how the firm is doing. The quality bar doesn’t change, but when the firm is busy people get plenty of at-bats and learning experiences. It’s tougher during slow times.
This is one of the issues we need to fix in Strategy&. We use a strategy development model (Eg up or out) but then we use PwC’s separation model (no six month “performance improvement pulse check”, no placement time/resources, same-day/same-week departure, and no time for internal transfers to other lines of service with different skillsets). It’s a very broken model and in my opinion one of the top issues where we are getting the worst of both worlds (strategy consulting and non-strategy practice management). Most strategy firms are aggressive on the counsel ons but give plenty of support before, during, and after. Most non strategy firms let the individual’s personal drive dictate their career progression, but cut ties quickly without warning because at that point the performance issues have been going on for longer/proven durations
Experiencing this is full force now. Little-no apprenticeship or development...and the firm and seniors do not care about talent development. At the same time, we work strategy hours/compete with MBB on projects....
Sorry to hear it. Good luck!
Sent a message to your burner, OP
Thank you S1
Very odd; we have a lot of people who stay senior associates if that’s what they want to do, like 5+ years
Does someone at the firm know they they’ll be counseled out (like they know Management has been trying to support the person but it has been unsuccessful)? My friends at mbb tell me it’s pretty much a given to go Entry level to post mba. Maybe it’s much harder to go post mba to manager?
Op - Former S& myself. My firm is currently looking to hire strategy consultants. Sent a note to your burner.
@KPMG1. PwC has a similar career model to what you describe. Ours is slightly different, closer to up or out.
Let me know if you want a referral to EY
SA3 we are also in a crunch for staffing, but nevertheless, some are being counseled out per up or out model... we also had a wave of promotions and the new interns/hires are starting to trickle in... #theCircleOfLife
Come to KPMG Strat. No bench time and more work being sold than availability. Team is very strong
C2 Could you please share a burner. Mine is ad.9@yahoo.com
EY2, could you please share a burner. Mine is ad.9@yahoo.com
BA 1 it also means better comp, steady leverage and a shorter path to partner when the system works. McKinsey, Bain and BCG all do the same thing. S& needs to fix their notice period but other than that it’s not a unique system.
FB1 I would love a referral to Facebook. My burner is ad.9@yahoo.com.
Yo Fb, can we get your burner too? 🙏
Appreciate the support guys!
Those of us here from S& need to own improving this process. It won’t help OP, but it needs to change.
S3, not disputing that. Improving the staff transition process is a huge gap That’s hopefully addressed in the next round of CTF improvements next year
^ Well said. I’m glad I’m out too.
Op - let’s connect soon. And don’t switch visa yet.
And this thread is the top post when you search for s&...