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Opening for Change Management _ Bangalore (Perm with Netconect Global)
Experience required for the Job: 4 - 6 years
Annual Salary of the Job: 0.00 - 6.00 Lacs
Job Location: Bangalore/Bengaluru
Skill - Change Management
Band – B5
Location – Bangalore
NP: Immediate to 30 days
arya.m@netconnectglobal.com
A *multi national bank* is hiring for the role of customer service representatives
Requisites:
Any graduation.
Must be able to speak English fluently.
Flexible with shifts.
Experience: Even fresher may apply.
Salary best in the class.
If you possess the required skills & experience please forward your resume to:
m2thimmaiah@gmail.com
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Found this hilarious!!!

What’s up RipCity! Who’s drinking tonight?
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VP: unlikely.
Director: if you have 8+ yoe, but still not guaranteed.
SM: they’ll roll out the red carpet for you.
Exceptions abound, of course.
Mentor
Mostly SM/Director on the good/great scale. Variations of with/without team. VP uncommon but happens. My large start class had 3 PL2s exit to CEO -1 or CEO -2 VP/Head of/CoS roles at $450-600k TC. I’d consider those 2nd std dev exits.
2nd std dev to the left amirite?
There are plenty of F500 firms that look for relevant YOE in D+ roles, regardless of your pedigree. In quite a few brand name (and plenty of non-brand name) companies, being an EM/PL/etc with 6 YOE doesn't even come close to qualifying you for a D+ role.
F500 is a very wide array of companies. I'm at a F500 healthcare firm and my firm is 100% focused on relevant YOE--to get a director level role here as an outside here, you gotta have 15+ relevant YOE, regardless of your background. Big Tech is *generally* known for going by relevant YOE vs pedigree, and so on.
Sure, there are plenty of firms out there that will throw a director level position at you if you have a pulse and a top tier brand name consulting firm on your resume, but that's not *always* the case.
Mentor
B2 - your observations are not inconsistent with those of the previous poster. You are measuring based on observed MBB exits, a sample which, by definition, includes mostly firms who value the MBB experience. The previous poster’s observation may include a bunch of other companies that don’t give two rips about MBB. Both flavors exist.
Euphemistically, you are both right.
TM1 - “regardless of pedigree” is probably a reach. I certainly believe that many companies value experience over Pedigree. I have a harder time believing that an MBB candidate wouldn’t get the nod over someone from another firm, all else equal… Which it rarely is.
It also varies a lot by companies. In most cases the exit will be 3-4 levels removed from the CEO
Mentor
Agree. A common path is Strat SM/Dir reporting to a CSO or to an SVP Strat, in turn reporting to CEO or BU head. That’s -3 or -4.
At G, at best L7.
Coach
OP - L7 comp is closer to 500k than it is to 400k. If it is PM might be a bit higher. Levels.FYI is more reliable for Engeenering roles imo.