Partner told me today year end review prep that promotion to next level depends on all the people “in line in front of” me who “have been waiting longer”. I was asked if it’s fair that someone who has been in the role longer is passed over for a junior person who is younger and less tenure. Do big firms even pretend that performance and progression matters? Why work hard if all one has to do is sit and wait until the next one up?

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Posting as :
works at
You are currently posting as works at

Probably meant waiting longer with all the same credentials and performance.

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I’ve had identical conversations

Well we all know PwC doesn’t hire older people. That court case already sailed past.

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Places that reward tenure over ability will see that culture reflected in their talent pool. Young talent will leave while older folks (competent or not) will stay and be promoted. It becomes a problem when there are no younger people to make heavy margins off of. Deloitte for example is realizing this now and shifting to offshore and delivery center resources because they can no longer attract young talent with their promotion model, which is similar to what OP described.

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Not at all how it works at MBB - but you know ... it’s up or out my friends

That’s what I thought B4 would be going in. I thrive off that environment.

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