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I've worked at the same engineering firm for 4 years. I'm currently making $161k with only a $750 bonus, but excellent vacation (4 weeks, cash out anytime, rolls over indefinitely), 45 hours a week. I have an interview with a recruiter at Guidehouse this week for a Technical Project Manager role. It seems to be focused in the government space and requires a security clearance. What sort of salary and benefits could I expect for this sort of role at Guidehouse?
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M2: As a Wharton alumnus, let me start by saying I do understand why our school and other top b schools have this policy.
Playing devil’s advocate here though - why should we allow for such harsh penalties? We’re all at will employees - Deloitte (or any firm on this app) could fire us today, tomorrow, the next day for almost any reason (barring racial / sexual discrimination, etc.). If an undergrad or MBA get a consulting offer (best available option at the time) and then learns ~4 or 6 months later an opportunity with tech / VC / startup exists, why punish for renege? You could always start a job and quit 4-6 months in for another industry too ...
Again, just devil’s advocate. want to make sure everyone realizes that loyalty in corporate America is not a given by any means.
In B school, that makes you a giant douche. Jobs are super competitive and taking networking and interviewing time away from your peers is beyond obnoxious. If I found out someone was doing this, I’d go out of my way to screw them over.
The only legitimate reason I could see is to build a network for 2nd year recruiting, but that just assumes failure from your internship.
At Wharton, there was a massive (5 figure) fee for reneging after you signed an offer. How much time is there between when the two industries recruit? You may be able to remain undecided on your first offer for a while.
Not just douchey, but has negative consequences for B school. Best case, you're blacklisted from career services & campus recruitment. Worst case, the firm whose offer you've reneged on stops recruiting from your school entirely.
I'd say it's because campus recruitment is more time/resource intensive than traditional recruitment. As a hiring organization I'm expecting the school to provide me with strong candidates who will meet my needs, which is why I bother going to them. If students from your school are prone to operating in bad faith, it's not worth my time to recruit from your candidate pool.
A candidate can always start & quit or be fired... signing bonuses and severance payouts address that concern.
A candidate can alsi avoid the penalties altogether by recruiting independently and not relying on campus resources if being able to renege is that important to them.
Exactly, M2. Students don’t have to use campus recruiting. But if they do, they need to play by the rules - which are by and large designed to benefit the students as a whole.
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