{ "media_type": "text", "post_content": "I was an MBA intern and FT hire at Deloitte. Been here 3 years, been at M for the last year. I have seen others leave at this point in their careers and go direct to SM/director roles in industry, but as I start applying for jobs and have convos with recruiters, I have had more than one say that I’m light on YOE and that for that reason alone I am either not considered for a SM role or unlikely to have my salary expectations met.\n\nHow can I combat/preempt this? Others clearly have.", "post_id": "6102971ebb8ff900243015f7", "reply_count": 3, "vote_count": 4, "bowl_id": "5ae4a4f739e7cb001391ec8b", "bowl_name": "Consulting Exit Opportunities" }

I was an MBA intern and FT hire at Deloitte. Been here 3 years, been at M for the last year. I have seen others leave at this point in their careers and go direct to SM/director roles in industry, but as I start applying for jobs and have convos with recruiters, I have had more than one say that I’m light on YOE and that for that reason alone I am either not considered for a SM role or unlikely to have my salary expectations met. How can I combat/preempt this? Others clearly have.

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Yeah kinda in d same boat What is ur yoe though

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Perks of consulting, perils of industry (who value YOE way more than titles) Get to know a client and get them to hire you in order to circumvent the traditional HR process.

Perks of consulting, perils of industry (who value YOE way more than titles) Get to know a client and get them to hire you in order to circumvent the traditional HR process.

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