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Hi everyone! I am working in Tata Consultancy Services Limited and getting released from my project by 31st Jan and I'm looking for project with onsite opportunities. Please do let me know if any openings available. I have 1.5 yoe. Skills - Network Automation, RPA(Automation Anywhere), Python, Power Automate, Cisco meraki, Zscaler. Willing to learn new technologies as well.
My email id - mishrashruti98@gmail.com
Received an offer as Engagement Director from Salesforce (CSG, pre sales, L9). Great benefits package, 40% increase in total comp and better WLB.
I do love the people in my practice and current client, but career trajectory has stalled after taking parental leave earlier this year and (yet another) change in leadership.
Realistically, making to Director is 2-3 years away and will require sacrificing time with my family that I am not prepared to give up.
Should I stay or should I go?
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Dang, sorry I meant to comment on the post!
Rising Star
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Your leadership needs to sack up and bill the client or show them the door. The hours are the hours, as long as you're actually doing the work.
If you like auditing, but not the firm, i'd recommend moving to a different firm. If you know someone at the target firm, share what your frustrations have been and what you'd like to see/have at the new firm, and ask how the firm aligns with that.
GTFO of there. I was at a place like that and no one wants to have that awkward client conversation but are more than happy to blame you for it. Even when work is outsourced, the time it takes to explain and fix things meant that you were again, just eating time.
And this is why I left PA. After about five years of doing this, I had had enough - an absolutely terrible way to work.
SM2 is totally right. Same sh!t, different pile. It would be easier to go to another firm, but I would look at any industry opportunities.
I have a senior that makes this argument but it takes him two to three times the hours it took the last senior that did the project and nothing changes with “suck” clients. They do get things wrong but they are consistently wrong. The roadmap is in the documentation and it’s also not real easy to go to a client and say hey nothing has really changed with you or audit requirements other than who is assigned to do it and it’s just taking us twice as long to do the work so we have to bill you more. That’s a great image. This guy thought he was a high performer too.
I did run into this situation last year. The senior who was on the job before me had worked for the firm for 10+ years. I uncovered so many things where they just “fixed” things. There was documentation in the file when I approached the client about it they were confused and said we’ve never done that. I don’t know where you’re getting that information. So I do believe there was some funny business going on and her work was never thoroughly reviewed because she had the managements trust. & I do think what we have is a billing issue. I’m working the hours that I’m scheduled but they’re budgeting less hours than I’m scheduled. Last year as a first year senior I went over budget by 45 hours (total engagement not just mine) but I worked 4 hours less than what my scheduled hours were. Also I do consider myself to be a high performer. I am going into my 3rd busy season. I was promoted to senior after 1 busy season as a staff and am on the fast track to manager. My career advisor said that if I maintain my pace & progress & pass the CPA this year he sees me going up for promotion by the end of 23.
Coach
There’s ways to come in at budget:
- raise fees (to match with/headcount needed)
- scope out work (don’t do work by risk assessment)
- automate work (replace headcount with tech, do not develop it yourself)
- outsource work (cheaper headcount)
- reduce headcount (more work per person)
If that last lever is getting pulled on too hard, move a full headcount of work to another lever above. If outsourcing, review goes directly to manager (not through staff—offshore needs to be responsible, manager accountable).
Jobs are always under-budgeted. Put the problem back on the engagement leadership with these options. “Get it done faster” is fake news and translates to: “Do lower quality work”. If you can, get an early feel for the partner owning the work and what they prefer
My engagement is so understaffed that we are asked to work as many hours possible to meet filling deadlines. The budget does not come into play. 💀
In this boat currently
Every office is different, not just firm; comes down to the local culture
I left my previous work because of poor WLB and too much workload. I can't say that my present employer is great. But at least it's much better than the previous ones.