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D25 - I'd consider myself a leader in the firm, but I'm not HR or even a Principal. For all the complaints on here, I decided to try to add some balance and transparency. I'll be the first to admit that I'm a fan of the firm. The people I work with have done well by me and supported me through the more challenging times. If there's a little that I can do to support others - even anonymously on social media - I consider it giving back.
Appreciate D14 and the transparency. He or she is one of the good guys.
I understand all those metrics are hard. I did see a number of decent performers let go. People with 3s at worst and on target for promotion with utilization within the norm. Were there factors outside of the standard YE metrics that were considered when making cuts?
I'm saying the process is broken if it is not communicated well. Seems that expectations are very poorly laid out
D9 - Well, to start with, a Manager that is threatened by one of their employees is not a good leader. That usually comes out over time, but doesn't really help in the moment. In my experience, this is where your network within the firm becomes really important. Reach out to Partners and SMs you know for support. If possible, find a way to move on from the project without burning too many bridges. The nuance here is that some people have more influence than others (at year end and in general). You need to know who those people are and be proactive about managing their opinion of your performance.
D14, advising that he/she needs to know who the influential people at a particular year end meeting are, which is not public, is an admission of a broken process. Someone who does not or cannot play into that will get screwed even with good performance
D14- I just had someone from Talent cancel another one of my calls. I'm not kidding when I say that it is so hard to get on the phone, let alone in-person, with someone. I wish you could be my Talent Sherpa and just explain the basics to me. I love my counselors, but they are often unsure of the answers to my questions and haven't been able to get answers from Talent either. I really don't want to say bad stuff about Talent because I really love Deloitte's Talent in theory and in practice (F&P, D&I), but when it comes to the nuts and bolts of how stuff works and will impact me on a daily basis, I feel like I am left out to sea with hours of searching in DNet on the weekends as my only resource.
OP - sorry to hear about the personal issues. I've been there and it's a challenge to manage expectations. I was fortunate to work with partners who were supportive and worked with me - but I know that's not always the case.
D9 - what other talent questions do you have? I'll do my best to answer but I certainly don't know everything either.
I have heard it's been especially hard for SCs in SnO... Is it the same in tech? I have my heard a lot of noise about tech layoffs strangely
D17. S&O missed plan as I mentioned above but Consulting as a whole made plan - which tells you Tech likely made up the gap. I'm not in Tech so can't speak to it directly but the relative results would lead me to believe they haven't had to make the same cuts as S&O.
D8, I am interested
Too many posts here to read all but I heard that folks were being forced ranked down to save on bonus payouts and salary increases
This thread is just god damn depressing.
There is no way leadership is not aware of what is said on FB and what is floating around the rumor mill.
@d14 I don't think you're being completely honest about what's going on here. I was recently pulled off a project and let go (S&O) for a 4 I got a year ago at YE in 2015.. In 2016 I had pulled all 2s on PEs, and got repeated reassurances from counselor and others I was "in the clear". If you're so desperate to fire people you need to pull someone with a year's worth of good performance off of a billable project to hit your numbers, clearly something is amiss.
You get the email saying meet w/ partner on Monday, occurs on Wednesday, 8 wks severance
Check with your Hyatt Legal insurance! I'm pretty sure that D has their contracts strongly written in their favor though
If you haven't been fired yet then it won't happen . Otherwise it would have been communicated to you at the same time. This year was harsh and unfair. Above all it showed that you should always take care of yourself and your career and not care about the firm
Also it's obvious that d leadership has responded to this post. You could at least mask it a little better, and maybe spend a little bit more time on due diligence and less on social media
EY4 - All were positive feedbacks. In fact the ones with 2 ratings were really good. The one with a 3 rating was satisfactory, but never did I receive any negative feedback anywhere. Like D1 said, a 4 rating is a fucked up rating which people usually get if one of their project ratings is a 4.
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