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Does anyone have experience interviewing with Deloitte Internal Services? I had my final interview a week and a half ago, and received positive feedback throughout. The hiring manager had positive things to say and mentioned they hoped to make a decision by the end of last week. It’s now Friday the week after. The role still shows as “Interviews in Process.” We did discuss potential start dates, but no salary. Any experience with receiving offers for an internal services role? Is this common?
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McKinsey & Company I am joining the McKinsey & Company Boston office in late July and searching for housing in the meantime. If I could get some insight on the ratio of days in the office vs work from home that would be super helpful!
If I need to come into the office regularly I will try to find a place close by.
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Beyond questions about work and the agency, I try to do a little background research on the people I'm talking to and figure out something personal I can ask about. For my last job, the CCO worked on a famous campaign with some CDs I used to work for - so I asked him how he liked working with those guys. Another CD went to a college with a famously good football team, as did I, so I asked him about sports. If you can't find a point of connection, find a point of admiration. - 'oh you worked in London, that's so cool, how'd you like living over seas?' You're interviewing for the agency, but you're working with the people.
A good question right now is asking about communication styles. How often do they want the person in your role to be checking in on Slack? Do they prefer email? Some people work better with constant communication, some don’t.
Definitely a good one to ask about giving the “office” dynamic right now. Good call.
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a good one is:
What does success look like for this position 6 months out? 1 year out?
Establish early on what it means to be promotion-worthy. Or at least to give you a North Star.
I use this as well. That said, a lot can change in year. I would ask what does success look like in the first 90 days, 6 months or a year out? The first “90 day” question allows the hiring manager to set expectations with on-boarding and gives you insight into that and the culture, which is crucial for 6 month mark.
What kind of energy/skill do you want the person you hire to bring to this role? Answers I’ve gotten in the past: the team is very analytical, so we need someone with a high EQ to balance them out, not everyone we hire comes from a traditional advertising background, so we need a manager who can provide more formal training... It’s a good way to learn more about the team culture, and bonus points if you can connect what they need to your strengths.
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What kind of leadership programs do you have? And if you don’t have any yet, would it be possible for me to help launch one?
What are your short and long term goals for this team
if i know who the client is, i also like to ask something smart about the landscape/ industry. how the agency team tackles xyz challenges in the landscape, innovates with x competition, challenges or approaches x trend
Thank you everyone these are so helpful. Much appreciated ☺️
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