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I did. I can confidently say I was better than most everyone in my start class but I don’t care how naturally good you are: another year of experience is invaluable.
Leading walkthrough meetings and doing entire processes while never even having done controls in the past was about the end of me. I basically had to work about 20% more than the other seniors on my job to keep pace since everything was new.
The biggest way I did it was essentially taking over sections in busy season and in-charging another job that lost a senior. We were slammed on my first job and two areas I finally just had a “trust me, I got this” moment with the seniors. They trusted me, I didn’t do SALY, even kept a spreadsheet for future improvements in the areas, and got to be known as the tech/Excel guy.
Also, in my self reviews I basically forced my managers in the reviews to directly say I was ready for senior or not. For example I would say “took the senior role in a control and substantive section of a large public job. By doing so, showing I can handle senior responsibilities as a first year” - so my manager would basically have to say I could handle them or couldn’t. Documented when performance/promotion time came.
It was a risky move so I wouldn’t recommend that to most though.
Edit: started in Oct the year before and promoted the next July (so effectively 9 months)
They still wouldn’t understand the root cause of people leaving.
I made it in a year and a half exactly. Your work product needs to be excellent and free of error, you need ridiculous utilization on clients/projects that are important and highly profitable, and you need to mentor/utilize interns or new joiners. You also need a strong and well respected partner or two to be behind you. Also, talk about your expectations early and make people tell you what it would take. Demonstrate all of those qualities and exceed the expectations and it MIGHT happen.
why would you want to? take advantage while you can
I haven’t seen it and honestly wouldn’t want to work with someone who was promoted to senior after a year.
Nah. Doesn’t matter how good you are. With only 1 year under your belt you lack the experience that’s truly needed.
Personally I’d just never be up for that idea in audit. It’s less about technical skills more about leadership. One year out of college (and already stressed about his or her own performance as a new senior) being a leader of a field team sounds like setting everyone up for a year in hell. People who’s not cut out for leaders being promoted to those roles is a root cause of many of our team culture issues already. Of course this is not limited to senior promotion, but don’t want to add fuel to that fire.
I work with someone that was basically in-charging all her jobs after one year in as a staff, primarily due to most of the seniors in our group quitting. She purportedly received all good ratings/feedback but didn’t get promoted until after two years. Still quite disturbed by the fact that the firm took blatant advantage of her like that and that this is a real thing that happens in our industry. 👎🏻
This happened to a friend of mine as well. She even had partners, a managing director, and a few senior managers all put her up for early promotion but the BUPIC denied it.
Lost a lot of respect for the firm, the BUPIC, and the business unit as a whole from that.
Have seen many “accelerated” promotions in my career and watched the vast majority of these folks stall later in their career. There are so many more facets to the job that need to be learned and skipping steps makes that extremely difficult. This is especially true of those that were promoted for being superstars in one aspect (technical, business development, client relations, etc.) invariably these people weren’t as well developed in the other areas and by the time this was found out it was too late or hard for the person to address the shortcoming. This career already comes with incredibly accelerated leadership opportunities with people 3/4 years out of school managing teams, speaking to executives, etc. that trying to take that even faster seems unnecessary at the lower level. Think of it as a 35 year career and weigh one year differences against that vs one year out of x you’ve worked so far.
Agree 100%.
Out of school? Unlikely.
Maybe if you have extra internship experience at the firm you are at
Some firms have seasonal workers*
I know one, I think she was dating a manager and another manager had a huge cringy crush on her. She didn’t know much but she knew how to push work down.
I dk about you guys but I raked in the benefit of being in the shield of ignorance for the first couple of years.
Sure it is. But do you really want to ruin your childhood which will turn you into a toxic adult Bc you didn’t have enough time to learn and grow?
Don’t focus on climbing up ranks too soon. Focus on your technical skills.
Be a high performing staff 2 than underperforming senior 1 who will burnout.
I did - but I had some pretty extreme circumstances on my team that threw me in to leadership roles, and serious buy-in from management.
I did. Was working in a specialized group in B4 for a year. The partner who recruited me really need someone in the team (nonB4). I agree with some comments above that being a senior in one year can easily put a target on your back and people are jealous. I have to do so much to make up the year I missed. I basically like a sponge that tried to absorb everything as fast as I can. And one thing really hurts was when the partner said “I think I set my expectations too high (on you)”. Although I don’t think she meant it but I was very overwhelmed and felt the stress. So yes you can make it, but are you ready for the challenges and doubt from people around you?
Seems fitting.
What about just making senior in general (not accelerated)? What skills should a staff have if they want to make senior? I saw some good responses above but if anyone has some direct tips that would be very much appreciated
D1 makes some great points - I would just add the ability to show that you understand the project lifecycle and are able to move things forward with a lower level of oversight than you had as a new staff. Another thing to add is knowing how and when to ask good questions to avoid wasting time.
Do multiple internships and really excel I did it in 1.5 years, a friend did it in a year.
JD’s start as Staff 2 at EY, making them seniors in a year
I have seen it happen but only under exceptional circumstances like extreme need for seniors and a very high performing associate I with prior work experience.