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Wanted to highlight Prudential Financial’s hiring practices. They rescinded my offer once I attempted to negotiate the salary. The official reason given was that I didn’t “sound excited enough”.
They then admittedly gave the offer to someone who was less qualified. There were other red flags throughout the job offer process that the HR team should overall be ashamed of.
Best practices to avoid burning out in FDD?
Please help with 11 likes. Thank you
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Hi fishies. I have a ton of interviews coming up soon including a case interview at EY within their Innovation and Experience Design practice for Digital Strategy Manager. I am super comfortable with CX, design thinking, etc which are the types of projects I would be working on BUT I am absolutely terrible in case interviews. I was hoping it would be based on CX or design but my understanding is there is some revenue component idk. Anyone have any insight? I would greatly greatly appreciate it!
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What he/she said. MDs have utilization targets, if they don't staff enough do their Consulting / Strategy etc employees, it looks like they didn't sell enough work.
That being said, right time right place still applies. If you find the right leadership and have the right skill set, some make an exception, but it's a pain of a process
So the best way to do non strat projects is to transfer groups?
If you're sure about leaving Strategy then yes. Otherwise you can get lucky (persuasive) and get on one or two. But overall they'll keep trying to put you on Strat until you're no longer aligned to it
If you're an analyst tfs sent can email several weeks ago saying strat analysts can be staffed on short term MC or digital projects.
A1 is not in Strat so I apologize for the misinformation^ my knowledge comes as a MC Analyst trying to get staffed on a Strat project
Yes, absolutely. The MC/TC partner will make a case for you and then you can code it as a mixed project. Probably can't do too many of these in a row, however for the right project- with the right people - it can make sense.