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So I’m in the last steps of the process for a Transformation Design & Execution Senior Consultant position at EY. Finished my super day on Sep 10 and spoke with the recruiter today: I was informed that the team liked me and I will be moving forward, but no confirmation for an official offer. Apparently they’re waiting for the thumbs up from leadership. It all seems a bit nebulous and I feel like I’m being stringed along. Can anyone in this practice offer any help or insight? EY
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My wife works for one of WITCH, she is getting long term onsite for Germnay.
I also work in one of the MNC, how can I go with my wife.
Can my ask my organization to transfer me to Germany payroll.
I want to support my wife. She doesnt want to go alone.
And I can not leave my job to got to Germany with her. Tata Consultancy
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It is only now in my early thirty's and after a couple of really tough years at work, do I recognize the benefit and need for a mentor. I do not think I have ever had one really, only 'okay' male bosses. As the only woman in my company (for 5+ years now) I'm not even sure how I can find a 'mentor' outside of my company or if that is even a thing? I see that my more 'successful' friends have had female bosses they rave about or appointed mentors at each level of their career. Any advice?
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It helps to know what are “must haves” vs “nice to haves”. We also have candidates go through a panel interview. Usually the panel will reinforce my gut instinct, but sometimes they will see a red flag that I didn’t.
Sorry, just re-read the question and realized that I didn’t answer it fully! We usually only make one offer. Our applicant pools are usually very small (niche, technical skills), so we’re pretty limited to begin with.
Typically aim for one offer per position (sometimes offers are rejected which would change that). I don’t think of a candidate being “the one” so much as being someone who I believe can thrive and grow into the role.
We work to submit at least 5 candidates who "for the bill" like that any one of them would be a good choice. Final rounds narrow to top 2-3 and at that point it's less about experience and more about the skills on your existing team and which candidate, if any, would fill in a gap while also fitting the bill and that this is a job that serves them too.
After all that if they pass or drop off on an offer in some instances we go to our runner up but most of the time we start over. The past year and a half it's been like 2-3 offers per position to get a candidate closed.
Lol fit not for
One offer