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Hi All,
After ED round of interview I got a mail from HR asking to submit few documents. In the mail HR has mentioned that I'm one of the shortlisted candidate and final selection is yet to be made. So how are my chances of getting an offer.
Is it something common that happens in JPMC.
JPMorgan Chase
Received an offer as Engagement Director from Salesforce (CSG, pre sales, L9). Great benefits package, 40% increase in total comp and better WLB.
I do love the people in my practice and current client, but career trajectory has stalled after taking parental leave earlier this year and (yet another) change in leadership.
Realistically, making to Director is 2-3 years away and will require sacrificing time with my family that I am not prepared to give up.
Should I stay or should I go?
I recently interviewed for L7 EM at Google and had 4 great interviews and one not so great system design. I submitted external referrals all of which gave great feedback. The recruiter said the next step is team match/interviews and then the HC. Anyone in a similar situation? What was the result? Google
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Introspectively evaluate what you are seeking regarding the preferred work life balance. Assess if the change can be achieved staying in your current firm. If you choose to leave ensure to be upfront in interviews regarding the type of environment you are seeking.
As an experienced senior, it’s been one hell of a yeaR for all of us Tax with Tax reform. Especially for the international folk, so I completely understand you. I’m thinking of leaving as well. I want to leave Tax all together.
OP. - we are finding our Seniors struggle. They are truly stuck in the middle of our staff and Managers. They need to do work directly so they learn, but also delegate work to our staff and then review what they get back. Yet we don’t teach about how to delegate, etc. I am working ro try and change how some of this works and better equip, prepare and train our Seniors for these years before making Manager. I would really like to understand and hear directly from you. Would you mind messaging me so we could find a time to Talk? Thanks
Update your resume, network and determine your interests maybe your life will improve if you work with a different group or people. Apply externally and talk to your existing network and peers to see if they know of any opportunities.
If you have to stay you need to learn how to set up a system that works for you and your team, build protective boundaries, manage expectations, learn to say no, learn to delegate and expedite processes. If you cave to working weekends and or vacations if it’s not a one off client deadline there will be expectations that you’ll work every time and that will run you into the ground.
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The thing is that it’s not just telling seniors they have to delegate. Granted they have to and should learn to but it’s hard when there is a time crunch depending on the Senior usually they’ll just take care of it which limits learning opportunities for associates. In addition, Seniors are often overextended because they have to train and retrain associates, interns, or third parties with how work should be done and then spend even more time revising the work (which is difficult and time consuming especially if people are leaving or switching teams, etc). This is usually apx. 3x the amount of time while doing the work is just viewed easier and more efficient especially when budget is a constraint. Also they have to manage upwards and keep managers up to date and communicate with clients, keep on top of project management in some ways especially if the manager is not necessarily performing their job, and explain delays. I’ve noticed that better seniors will take on the work and then explain to associates or do the work and then explain the changes they made, while others will take care of the work but may throw others under the bus for not performing up to expectations which may or may not be fair especially if things are not communicated. Ideally it should be a collaborative effort with frequent short meetings (30min or less) every week or 3 days or even daily depending on urgency and expectations focused on status, issues, and solutions so there’s a better understanding as a team. However most people don’t want to be bothered and some managers or upper levels really don’t want to be bothered either focusing on the hierarchy and level of reviews and claiming open door policy when it’s not necessarily true. The people that are open minded and not set in their ways of doing things and are open to more efficient ways can benefit greatly. To sum up there’s tax reform and time required to learn to adjust, understanding tax technical, learning new technology and various programs and processes to stay relevant or competitive, required training of individuals or rework due to issues with technology or inaccurate assessment and identification of problems, client delays, unrealistic expectations set forth by upper management to appease demanding clients, budget or time constraints, and sometimes lack of support due to teams being sleep deprived, not knowing, or not helping because it’s not their problem if they’re not assigned on the client or they simply just want to go home because less than 7 hours of sleep on a consistent basis can really f- up your physiology.
Deloitte 1: Maybe switch to consulting
Can tax people switch to consulting? I wanna get out too!
Senior tax Consultant 1 - want to throw a recommendation for me, I’m highly rated lol. In all honestly that’s on my list of other options to pursue.
Deloitte 1: currently I am not in tax, but have an accounting background. you can try switching within your firm to a consulting role. transitioning to a financial risk consultant positions can be a seamless transition with an accounting background.
I realized that I never finished my question. I’m trying not to burn any bridges as I do care and value the senior managers and partners’ time. When would it be too late to leave prior to busy season?