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Hello All,
I hope all are safe. I am looking for a job change for the role of QA Automation Engineer / SDET role. I have good experience in Java(including 1.8) ,UI Automation + API automation. Experience in writing the Automation Framework.
Experience : 4.5 Years
Notice : 60 Days
Tata Consultancy Amazon PwC EY UST Goldman Sachs Accenture Deloitte Capgemini Optum UnitedHealth Group VMware Abbott Anthem Inc Legato Health Technologies Cognizant
Bain & Company To consultants at MBB’s, Roland Berger, OW, Kearney, Arthur D.Little. When does the openings starts for Junior position.
As I’m checking out for vacancies, I can’t see any at the moment. Usually there’s a timing for when do they open. Any idea? Bain & Company McKinsey & Company Boston Consulting Group Kearney Roland Berger Oliver Wyman Arthur D. Little Limited
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Sniff out the politics/power dynamics from more junior people, *tactfully.* Nepotism; favoritism; morale in that office; cross-office work (or lack thereof); how the partnership in that office fits in with the total partnership, or is it a lateral group that sticks to itself, etc.
Source: someone who didn’t ask these questions and is in a hellhole piece of shit office where rank violations of federal and state discrimination laws are wantonly being practiced in front of all of us.
And before anyone asks or assumes otherwise, no, it’s not stRAigHt whITe MEn doing the discrimination.
I wanna know what turn over is like, or how long people have been there. That'll tell me everything I need to know.
This. Figure out how long people stay and why they leave/where they go. This will tell you way more than a fifteenth conversation about “growing talent.”
I always ask about how they distribute work and track workload. Sometimes they have fluff in place acting like they are tracking things, others actually do (I’ve worked at 3 firms). But it’s good to know what you’re getting yourself into and if they have a response to that at all.
Agreed! Ideally, talk to someone closer to the level you will be at because they will be able to give you a more accurate sense of the workload distribution. I took two attorneys from my new job out for coffee before I applied and they were pretty candid with me but ultimately they really wanted help and may have oversold the accessibility of their boss.
Ask if they'll help connect you with other associates you can reach out to if you have any other questions. If yes use that opportunity to suss out the work opportunities and general morale of the mid and senior associates in your group
If you're a woman and/or non-white, also suss out how many people at your class year or higher from the same demographic(s) are laterals versus homegrown, and how many partners from the same demographic(s) in your group or at the firm as a whole lateralled in as partners versus were homegrown
I also recommend talking to people on the inside on your level. However, if you are working with a knowledgeable recruiter, they should be able to give you hiring/attrition reports, breakdowns in each office and department of partners vs associates, even the top law schools and other firms they recruit firm, etc. They have access to a lot of information on firms, especially big law or national firms, which they should be willing to send you. Best of luck to you.
Thanks all, I’ve already talked to associates about this, but now wondering what else to get from HR/partners