{ "media_type": "text", "post_content": "What are people's thoughts on hiring freezes in the M&A/ M&A Tax space? There are salary freezes and layoffs (especially at EY Deloitte), but will a hiring freeze be put in place? No matter how (cont)", "post_id": "5edea8c4e1430d002ef5520f", "reply_count": 8, "vote_count": 2, "bowl_id": "5bc69fa51498b20012903b07", "bowl_name": "Transaction Services, M&A, Deal Advisory" }

What are people's thoughts on hiring freezes in the M&A/ M&A Tax space? There are salary freezes and layoffs (especially at EY Deloitte), but will a hiring freeze be put in place? No matter how (cont)

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(cont) bad things are if they don't hire or get transfers into the groups now, they will have a shortage of seniors/managers after a couple of years right? Can anyone chime in what their group's response is to this, in regards to the pipeline of new hires?

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There might be a desire to create a “shortage.” While we don’t know the strategy, if you bank on +X% growth and hire under that plan, but that becomes less than that, you have excess capacity. Either the market needs to meet capacity or you need to meet the market, as a staff member, why just bleed out? I think freezing, level setting, etc. makes great sense. Plus, take care of who is here. You can always hire when opportunities present themselves.

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If more capacity is needed then okay, if not then 🤷🏻‍♂️ we are all petrified

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EY started layoffs...?

funny

Hopefully they and their phone didn’t get axed...

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