{ "media_type": "text", "post_content": "Interviewing with a small internal strat team (currently 3 FTEs) led by the CSO. One VP was awesome, Ex MBB really energetic/excited is with 1.5 yrs in tenure. Then interviewed with the other VP and Manager. They weren’t great, overall not quite at the same level as the VP in terms of professionalism and pedigree. They were very tactical and felt more like middle managers without vision. The latter two seem to have grown up in the company (3-4 years)", "post_id": "5f230b30614c4a0028f9c2a1", "reply_count": 2, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Interviewing with a small internal strat team (currently 3 FTEs) led by the CSO. One VP was awesome, Ex MBB really energetic/excited is with 1.5 yrs in tenure. Then interviewed with the other VP and Manager. They weren’t great, overall not quite at the same level as the VP in terms of professionalism and pedigree. They were very tactical and felt more like middle managers without vision. The latter two seem to have grown up in the company (3-4 years)

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The VP was very adamant that they want to grow this group to be a legitimate strategic leader for the broader org (medium sized company). Last interview is with the overall team head, but can’t help but be bothered a bit by the second interview. Do I just trust in what leadership is selling?

Is there a way to bring this up tactfully in my final interview?

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