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Hi fishes
Can anyone give me a referral?
Thanks!
Mentor
Bain & Company To consultants at MBB’s, Roland Berger, OW, Kearney, Arthur D.Little. When does the openings starts for Junior position.
As I’m checking out for vacancies, I can’t see any at the moment. Usually there’s a timing for when do they open. Any idea? Bain & Company McKinsey & Company Boston Consulting Group Kearney Roland Berger Oliver Wyman Arthur D. Little Limited
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Do it, I dare you. 😑
DM for referral at CGI
Hi,
I'm currently having an offer from BlueOptima and Cohesity and am conflicted between the two.
I have offers in the SDET profile.
Cohesity Inc is providing me MTS and @BlueOptima is providing SDET-1.
Glassdoor reviews more of less place the two companies almost equally, and the package being offered by the two is almost in the same range.
My preferences include:
Learning opportunities in the role.
Company's work environment.
Company's growth prospects, are also a consideration.
YOE: 2 years
Tempted to buy 1 BTC ..
Additional Posts in Accounting
What are some good personal finance books?
why is everyone moving to Seattle?
For PwC fishes who left recently, how did you consolidate wealth builder into 401k within benefits express to avoid the 20% federal tax withholding that was described in the benefits package? I tried to do this online but it didn’t show as an option except to rollover to an existing IRA or take a final distribution. Do I need to call benefits express?
I think Canvas took the holiday today
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“Thanks for pointing this out, can you help prioritize (list tasks).”
Sometimes they just don’t realize everything that’s on your plate, so put it on them to make a decision on what gets done today vs tomorrow.
PwC 4 So accurate it’s ridiculous.
Why do you assume this senior person doesn’t do anything?
But see new reply—person in question is a senior manager and pushing down to a manager. I’m sure the senior manager is well aware that they’re still responsible for things. And besides it’s not like they’re pushing to a staff they’re pushing to another manager who should also be technically competent and also responsible. Maybe it’s likely the senior manager also has a lot going on., And expecting the manager to take things to the next level.
This entire thread explains why seniors are leaving big 4. Seniors don’t know the level of contribution at each rank, and higher-ups don’t bother to explain. I notice “you have no idea if…” a few times in this thread, so questions to higher-ups, why don’t you explain your responsibility? Isn’t that part of coaching process?
OP I work on many IP planning projects under tax. My seniors and staffs help me gather business facts (black-and-white matters, numbers), I process them to formalize talk tracks and valuation methods, and my partner identifies loopholes in the methodology we develop as a team and answers tough questions from VPs, IRS and partners from other big 4. Sometimes I rewrite the entire stuff that my seniors provide with me, and in certain cases, my partner rewrite my entire stuff. This is not because our junior team members do anything wrong (and I often find this process extremely helpful). Having a critical mind is imperative to developing objective and logical views so we have easier conversations with financial auditors and tax authorities to defend clients and us. You see, we have very different functions and play very different roles, and we rely on each other.
Promote to partner?
Chief
Telling someone you too much on your plate doesn’t mean much here. You’re gaining invaluable learning opportunities to improve your time management skills.
What makes you think the senior is doing nothing? Having said that, I’m in tax and it’s easier to tell when someone isn’t doing much. One of my seniors has been around 40% utilization for the past 1.5 years. She doesn’t even bother answering the emails if the manager asks for a task to be done and it’s to both of us lol
Chief
“Learning opportunities”
Honestly for those who don’t explain i think it’s a mix of being overwhelmed themselves with volume or just not caring because their particular work culture puts little emphasis towards training up teams and it’s all about the short term metrics without context and thought about long term development of the practice.
Did this person work at Pwc before joining EY? Because I know a guy… 😂
What made you conclude that he does nothing?
wow- this person has literally no clue if they really said they are not responsible to oversee. what a moron
They usually promote them?
He/she is smart. Try to get there
Start delegating.
If you are having trouble catching up with them, set up a standing recurring meeting. Even if they can’t make it, it forces them to think about rescheduling for a time that works for them and then you can get your questions answered and talk through priority.
What level are you amd what level is he?
I’m in a similar position where the senior manager put me on a job without discussing with my availability in Nov which I’m super busy with my two clients since we are behind our schedule and has two week training to work on. Unfortunately this is related to the review of planning and more complexed area which can’t be delegated to senior/staff. I would say talk to your SM about your current hours and break it down by engagement or training and let them know it’s too much. If they still show they don’t care. Talk to anyone cares. I’m lucky to have other SM and partners back me up. The best advice is keeping saying no if you know it’s too much by showing them the hours and numbers. Though hours can appear to be good by simply doing the math but they actually does not work out because we typically eat hours. Good luck!
Just prioritize the best you can (or ask them to help prioritize, if need-be) and then communicate status and what the plan is for remaining items. “I’m planning to do A and B today, and I’ll get you C tomorrow. XYZ will be my priorities for next week.” If this SM wants things sooner, perhaps they’ll step in to help. Or if the partner questions status/plan, you can forward along the plan you communicated. In general people will ask more and more of you as long as you’re willing to keep giving.
List out everything currently on your plate, and ask them to help you prioritize.
You have no idea if the senior person is really doing nothing, he/she may have a lot going on that you don’t know. Part of it is also managing expectations and make sure your work is visible to others (above and peer group) and so you get credit for your work.
I haven’t read any responses, my advice, own your piece get organized and go above and beyond. In parallel diligently document your superior’s short comings where they aren’t supporting you. Talk to your peers, be smart about how you do this, if the issue is your superior you won’t be the only one experiencing these issues. If you’re the only one then issue is most likely in the mirror. If it’s them go to your coach say in a well thought out and professional manner ultimately this in plain English “I did my part, it was hell, I never want to work this person again here is evidence to back up why now help me avoid them like the plague”. Usually these individuals end up getting the boot sooner or later so avoidance is the best tactic.
Sounds like a partner in training. :)