{ "media_type": "text", "post_content": "Not trying to be provocative, but are the US Entities of each firm generally considered to be the strongest talent wise? At least of the B4 I’ve been at, it felt like the US folks were operating at a higher level. Not even American so not trying to be “ohh omg USA numba onnee”", "post_id": "5f4fcafab5dd9a00284d2b37", "reply_count": 17, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Not trying to be provocative, but are the US Entities of each firm generally considered to be the strongest talent wise? At least of the B4 I’ve been at, it felt like the US folks were operating at a higher level. Not even American so not trying to be “ohh omg USA numba onnee”

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Yes but only because US has the highest supply of international talent pool to pull from, both international grads and folks that come to study in the states. So that pulls up the average talent in the US But my guess is that it has very little difference based on your nationality

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This is a great point. I never meant to suggest talent is tied to nationality, was just questioning how it concentrates / is attracted to consulting firms in other geographies.

I genuinely don’t think so, from an American perspective. I’ve been nothing but amazed by the colleagues I’ve worked with from the UK, Mexico, Canada, etc.

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That’s awesome, might be different for MBB.

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We just have less vacation and holidays 😅

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Yes. I have heard that for international transfers to the US we level down people 1-2 levels and we are extremely hesitant about cooperating with other member firms since we are worried about work quality.

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Sorry OP but your response is extremely anecdotal, biased, and (frankly) ignorant. I worked in London and New York for about 5 years apiece. In the UK specifically I was at D working with NY colleagues, and the joke was always that their work was mediocre. I didn’t then use this one example to suggest that the New York consulting industry as a whole was subpar...

Not necessarily. UK and German arms of firms are also pretty strong because of the mature, competitive markets. Alternatively some were started from other markets so there's home market advantage/deeper expertise and stronger talent pull. Arthur D Little - Europe BearingPoint - Netherlands? Roland Berger - Germany/DACH Simon Kucher - Germany/DACH KPMG - China OC&C - UK, China

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Many of my coworkers in the US are international and fantastic. I think the pay is generally higher here so it attracts a lot of folks out of other international offices (esp people outside of Western Europe/ Japan / Korea). I think it’s a certain type of person that emigrates from their home country to the us. But I don’t think only the top talent comes and all the rest stay. I think it’s a mix

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The US is unique in its volume of high skilled immigration. The best tier of Indian, German, Australian maybe even CCP talent will probably be melting in the US pot. Very few countries have this attraction for cultural diversity and at this scale. This combined with higher salaries often increases talent volume and diversity in the US

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Based on some anecdotal evidence, D has been promoting people a level when moving from US to other member firms and USI.

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Harder to fire people in a lot of countries outside the US, so a lot of under performers stick around a lot longer.

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I don’t know if that necessarily holds true across the board. My feeling is that when operating at such scale, it’s difficult to have the level of quality everywhere. Especially in learning how informal some of the recruitment processes at undergrad level were vs Deloitte in the UK (where I joined), I was pretty shocked.

The talent pool in US member firms tends to be deeper based solely on size in my experience. With that said, there are spaces where our collective European member firms clearly have an advantage (here I’m really talking about UK and Germany). Those advantages tend to be market driven and a function of the regulatory environment in each market. Just my 2 cents.

Auto would be a good example.

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