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Hello Mastercard employees. I have been trying to break into MC for long now.
I have 2 yrs workex post MBA. I have experience in data analysis and consulting. But I don't want to get into consulting anymore. I am looking for analytics roles. Anyone here would be able to DM and guide me on the available options at Mastercard?
Location: Gurgaon
How much does EY pay to ISB graduates?
Salary range of Associate Consultant in KPMG?
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Hi , how the value momentum company would be??
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If my recon doesn't add up, can I blame Russia?
Not working this weekend... Fuck yeah
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You've had shitty reviews and Have possibly been put in a performance improvement plan. What was your rating at the most recent round tables?
#1 You are a resource to the firm and mean nothing, so understand that. If you stick it out until senior above your opinion may actually matter.
#2 Once you start on the road diverging from audit projects, youre headed downhill. You were hired as an audit associate, not a risk assurance associate. Don't waste a busy season.
#3 Kissing a** in audit is the way to get booked on jobs unfortunately in this practice so if you're not an a** kisser youre in the wrong industry cause youll get thrown on any project.
No
Oh my fuck. How did this thread devolve into the point where going to HR is the answer? That is never the answer. Talk to your coach or counselor about your concerns. In my experience the people who worry the most are conscientious and will be fine because their conscientiousness flows through to their audit work too. So you're not going to get fired. As for the part where you aren't on audit clients, that's shitty. Talk to your coach or partner who you may have a relationship with and raise a (polite) stink. HR can't do shit.
We are having difficulty staffing projects lately in RA and instead of hiring more staff, we're borrowing from audit. For my sake I hope you're good, haha.
The Your fine. No need to worry.
Generally it shouldn't come as a surprise. The poor performers will be let go and they will likely know they're poor based on reviews. Also another sign is staff that are unassigned for long periods of time. There's often talks about lay offs but most of the time it's just trimming the fat. The last time major cities had layoffs was 2009.
I've seen this happen a million times. The firm places employees who don't speak up on these shitty jobs and absolutely fucks them. Then when it comes time for evals, everyone says they haven't worked with the employee and they get passed over. You're still fresh enough to remedy, but you've got to speak up. It's the squeaky wheel that gets the grease.
I think speaking up to HR will remedy the issue. Once they see you're not a pushover they will probably work to get you staffed. However, if I were you, id start reaching out to EY and Deloitte now just as a backup. If HR doesn't budge, floating a competing offer in front of them usually gets them moving.
No. Just means they needed someone and your department had slack. They probably over hired and don't have enough clients to staff all the hires so they assign them to the odd job requests that come through. Also if HR can't assign you in insurance, try asking for a transfer to another business unit. Tech has a good practice, although most clients are outside the city. Retail is good too and they have clients in the city for the most part.
I'm not in big 4, but nice try. Funny that as a senior , people still do these meaningless comparisons. Big 4 is big 4 is big 4. You will have the exact same exit opps as a kpmg-er. Audit failures as caught by pcaob are all shitty for the firms. All the firms are involved in scandals. All the firms recruit the best accounting graduates. All the firms invest in their people. All the firms have a huge intl presence and big-name clients. This kpmg-bashing is so incredibly immature.
On the earlier topic.... PwC op- I would reach out to your coach or relationship partner before going to HR. Also- reaching out to the portfolio manager might be a good idea. I wouldn't be too concerned about it- this scheduling is likely just based on availability. Hang in there! I would also try to network with others in your group to see if they have availability on jobs. If not- risk assurance work is very applicable to audit and the good work you do will be taken into account in CRT.
I don't think you should freak out about doing some internal firm project. Work hard. Learn. Be a good employee.
Senior 1 - re your comment that HR does the staffing, have to give props to them for convincing you of their importance. In the two different Big 4 audit practices I've been in, HR has involvement in the sense that they manage the scheduling tool but in reality the business drives the decisions not HR. I've lost count of the number of times that HR has tried to give me someone unqualified for what I need. Any audit Manager or Senior Manager who tells you otherwise is kidding themselves.
One of my colleagues was the one who told me and if was so hard to believe that
Poor performers get fired. I don't think they are going through layoffs because business is bad.
What do u mean by business is bad ?
Layoffs mean that it's not performance based. The firm is having a down tick in business (I.e. Losing clients, lower audit fees, etc...), so they need to let staff go in order to remain at their target profit level. That's different than letting the low performers go and trimming the fat on the bottom of the roster. That happens every year.
Is there a way of knowing if your in risk of getting fired ?
This my first year I got a 3 and I have gotten great snapshots