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Honestly has more to do with demonstrating you operate at that level. Even that honestly will not always get you in. Most consulting firms like to bring you in one level below your experience even. If the consulting firm needs people and you fit a need, this will help, but I wouldn’t assume you are going to get promoted outside your original firm before inside the firm where you presumably have champions and sponsors to make the case for you.
I have noticed that experienced hires tend to get de-leveled. How do you demonstrate that you operate at the next level to someone outside of your own firm?
Mentor
You’re thinking about this fundamentally wrong. The error you’re making is that you’ve put yourself at the center of the question (“if I’m...”). Think about it from the other end.
If you’re a consulting firm hiring for a role, why would you hire someone who hasn’t yet proven themselves in a role but are currently one role down? There are reasons, to be sure — perhaps the person comes with specific expertise that you need, or comes from a more demanding firm where being successful one role down likely means they can perform at level in your firm. But there aren’t many reasons, and there are lots of reasons to NOT hire people into roles a level up — like ensuring you have enough room to promote your homegrown staff.
Firms that are really growing quickly, or which face talent challenges in certain skill sets, might be willing to. But many won’t, and most won’t in this environment. There are hundreds of laid off Deloitte folks who are looking for jobs that would likely take a level down, why would they offer you a level up? You need an answer to this question before you can answer the question you asked.