I seriously doubt some of the recruiters and hiring managers in the big4s now a days, their decisions w.r.t. designation and pay depends on their mood and willingness to work on a particular day..

They will interview for X designation and then will ghost you and then will come back with a lower level and pay saying would you be interested?🤣

Why would somebody be interested to join at a lesser pay, when he/she is currently well in his/her job and just found the opportunity more interesting...

likefunny
Posting as :
works at
You are currently posting as works at

If these are the communication skills you're reflecting during an interview, I would question your level too.

likefunny

My take is that pricing pressures are (almost always) driven by clients rather than competitors.

The sky isn’t falling but I imagine that blended rates are.

likesmart

Maybe it's because in the interview you are not coming across as ready for x level.

like

But if they does not see a fit for a particular role won't it make sense to just say no and proceed. Rather than offering lesser pay and designation. Waste of effort!

That too during the follow up call they see and realize that what they are offering is lesser than the current pay of the employee.

1) If it's Deloitte, downleveling is the de facto name of the recruiting game there
2) There are many valid reasons for downleveling a candidate after the interview process--e.g. their resume was on the bubble and the interview didn't push them over, their background isn't a great fit for the role at that level but is a match for the next level down, there's a disconnect between the interviewee and their resume, and so on.
3) Just because a candidate is doing well in their current job doesn't mean they'll do well in another job, especially if it's got a different scope and authority

smart

Makes sense. 👍

Think about the candidate...

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