I don't get it. EY would have new hires starting next month or so in the same office that experienced staffs are getting laid off within the same service line. What's the catch here?

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@EY 1 There are layoffs. I don't call people with high ratings and a full spring schedule get tired fire "idiots." You can stand to lose the pretentious attitude.

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There's no layoffs, just idiots getting fired.

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Appearances. If you don't take first years, first years won't take your offers next year.

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@PwC 2 This is beyond weeding one or two people out.

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They cost less money

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@EY OP I have a theory that they keep the new people to save face and keep up appearances. Staff 2s only cost marginally more. However, it make sense to me for staff 2s to remain because EY has sent us to three trainings (vs. just one training for a new staff 1) and we know the tax software already.

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Weeding people out

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Yeah I also think it's not a matter of cost.

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The people that are getting laid off are not John performers...at least in NE.

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Hmmm...high. Not John.

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People lie about their performance reviews. No one has ever told me "I'm a low performer" but I hear about people being high performers all the time, and average/on level as well. So maybe the people who got fired lied to EY 2...

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We have snapshots at D. Everyone is on the higher end of the snapshots. If you get 1 lousy eval ✌🏻️. It puts you all the way towards the bottom. Proves to me that most people are lenient when doing Evals, but you might get "dat guy" that takes it too serious and totally screws you.

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I was just responding to OPs question of "what's the point"

Staff 2s have to be seniors in a year. Drop the new hires but don't promote, and suddenly you have no staff and on a year/two no seniors. Best alternative is to keep some staff to be seniors, but burn the rest so you have a fresh crop of staff for 2 yrs

Missed a part: if you don't promote, your staff 2s go to another firm where they can be seniors

Exactly

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