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Deloitte isn’t up or out, excluding a couple scenarios.
Honestly, I doubt coming here is worth it unless your goal is to make Partner
Mostly because projects are poorly managed tbh.
Typically there are time windows for each rank that vary by organization. Like when I was in the military. 2nd LT and 1st LT are two years when we are not at war, so you should be Captain by your 4th year. And 95%+ hit both of those gates. Promotes from captain to major have “below the zone” early promotion at 5 years (maybe 10-15%) , “in the zone” on track promotion at 6 years as a captain (maybe 50%), and “above the zone” last chance to save your career promotion at 7 years (maybe 5%). If you miss that one you are out. Major to LTC happens latter with even lower percentages, LTC to COL several years after that, still even lower percentage passing. And all along the way there are gates to check, like attending specific leadership courses, holding specific type of leadership roles, you really need to only have all 5, or exceeds reviews, no legal entanglements etc.
And most up or out corporate culture is based on that model.
But even the military looks like it might be abandoning that:
https://www.militarytimes.com/news/your-military/2018/07/25/how-officers-are-promoted-will-get-its-biggest-overhaul-in-decades-heres-what-that-means-for-the-military/
The simplified version for us is that promotion windows are roughly every two years from when you start through partner election. At any level, 80 -90% of promotees fall in a window that is +\- 3 months from that target date. And at the 12 and 18 month mark, for a given role, you get a very clear guidance about expected promotion timing: on track/needs development/unlikely/no path forward.
For a lot of reasons, up or out bolsters the culture, rather than attracting from it. People are competing with an absolute standard for promotion, not each other. And whether you decide to leave, or BCG decides it is time for you to leave, you become a BCG alumni... And in either scenario, we pay you several months salary to job hunt, with no case obligations.
Thank you
My work life balance at Slalom is amazing and they have a lot of emphasis on being able to contribute in other ways if the pipeline is slow or if you’re on the bench... I’m currently making 140k and am pretty cozy, but my big dream is to retire early (currently 30).
I believe I could get a solid salary bump if I went to Deloitte, but I’ve heard mixed stories about work life balance and the up or out culture.
Anyone have any anecdotes or experience they can share to provide better insight on timelines with the up or out deal?
You don't want to go to Deloitte OP, I just came from there. The money isn't that much different and the quality of life is complete shit compared to Slalom.
If you're already thinking of leaving, there's probably not much that'll change your mind, but I love the work life balance and stability Slalom gives me, and I don't see a moderate bump in salary enticing me to leave. I've never felt it was an up or out culture, either, so I'm curious which market and why you feel that way.
The grass is always greener....
I actually agree with your perspective and enjoy Slalom. I’m not actually thinking of leaving, more so creating scenarios to consider. The team, work lofe balance and joy I have working here has a priceless figure on it which has really made me fond of the organization. For all the reasons you stated is why I’m weighing possible salary increases against the stability and quality of life I experience at Slalom (for me to work 50+ hour weeks would take a significant salary increase... sounds too stressful and life consuming)
Just slightly longer than the amount of time you have to go up.