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Hats off to all the night shift people!

I joined in Accenture as level 8. Prior to joining, I was apporached by a project, and they seemed to not convince with my lack of knowledge about the role hence they dropped me even after contacting couple of times. Now I have got call from another one and they also seem to be not fully sure because my last role was very different. My question is how difficult is it to get a project in Accenture? Will this interviews continue? Also, what are the chances of me getting a suitable role?
Anyone gone from PA to CBRE ? Do you like it ?
Anyone have peak frameworks referral code
Additional Posts in Career Advice for Students
As an ADC applying this summer for 2022 start, I haven’t gotten a chance to connect with any L.E.K. Consulting members and I really want to get to know the company better before moving on with my application. Any L.E.K. Consulting fish out there willing to spare a few minutes to chat about their work, the company, the culture etc? Thanks!
I am a graduating student who just got offered 65k for a solution analyst role at Deloitte USDC (Data Engineering Focus). From reading previous posts it seems to be a lot of negative thoughts surrounding the USDC, but straight out of college is this a good opportunity?
I'm looking to gain as much experience as possible out of college in an IT role and wondering what exit opportunities may be in place a year or two down the road if there is little/slow progression.
Any Advice?
Just had my back to back to back interviews with Deloitte USDC, I felt like my scenario based went extremely well and my behavioral just average. If anyone could provide some insight on how long it took for them to get back to you as well as who makes the hiring decision to ease my mind a bit that would be awesome!
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My goals are performance driven:
New Households: 5
AUM New Households: $25M
AUM Net Asset Flow (Existing HH): $30M
12 Month Forward T-12: ~$2.2M
—
New Advisor Onboarded: 4
Total AUM Onboarded: $750M
Total T-12 Onboarded: ~$4.5M
Teaming Growth: 10%
Subject Expert
Wow that's clear !
Performance specific goals are the best in my opinion. If your role is not of that nature, go with broad goals that map to overall company goals. Let creative writing skill take over come review time.
Subject Expert
Good suggestion
Performance reviews are a tool for motivation by fear and for protecting the company's legal rear end. It is also used as a ranking tool for the secret layoff list. And, at the same time, the company desires to psycho-manipulate you into believing it loves you and has a wonderful plan for your life.
Having said that, negotiate with your manager on what those goals should be. You should also account for Murphy's Law, which states that "anything that can go wrong will go wrong, and at the most inopportune time."
Therefore, estimate how long it will take you to achieve those goals, then double that time requirement (without telling your manager). If the manager agrees with the goals, achieve them ahead of time, which makes you look like an above-average performer.
Remember that a performance review ranks you against your colleagues for whatever perks exist -- promotions or otherwise. Therefore, you are in implicit competition, even though the company does not want you to view your teammates as competitors.
Subject Expert
Everytime when we put up something as our annual goal, my management will pump that number or expectation by another 50%, making it become unrealistic.