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9/30 Art show
The clients love saying “ladder up.” Hate it
Props to whoever held on to those PCG puts
Subject Expert
Making my to-do list for the week:
When you ask the intern to take meeting notes
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Try not to be too jelly 😎
Additional Posts in Consulting Exit Opportunities
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Sometimes it's from learned experience. The bigger the company, the more they need to rely on policy to drive the best overall outcome.
Other times it's is important to maintain a sense of fairness and avoid discrimination claims.
But I find that most companies are willing to figure out a way to "bend" the rules for the right candidate. But sometimes the bend is too much. 5 months may be too much in this case for them. Maybe 2 months could have been negotiated. But I imagine at the M level, they are particularly concerned with the maturity and skill sets that come with time (and that's not to say that someone with less time can't be the better manager).
It's just very unprofessional that they didn't address this upfront.
If time in role is so important to them, can you maybe push your start date out 3 months to split the difference and start at the manager role. Because 5 months does not equal 1 year. The only way I would even consider that trade-off is if there is a written contract AND the firm has a track record of following through. But even then O would be weary with the presumably lower pay.
In that case, make sure you understand what their concern is. Make them very clearly articulate it. Otherwise you have no way to address it or negotiate around it.
For example, are they concerned that you don't have enough experience managing a team? Are they concerned that you don't have experience as other managers they have hired or promoted? That wasn't to see more demonstrated project management success? Something else?
Mentor
Senior associate with a “fast promo”, means absolutely nothing.
Coach
Yeah p1 - I like this approach. Maybe this why you’re a partner haha thanks
Mentor
My industry firm is very strict with YOE requirements and generally doesn't have any flexibility on YOE until you hit SM+ levels, and even then it's just to the tune of allowing someone with, say, 14 YOE go through the process for a role that requires 15 YOE.
We're very up front about that, though, and won't interview people for stretch roles so we are never intentionally downleveling someone through the interview process--if you made it to the interview point for XYZ position, we're 100% considering you for XYZ unless you bomb the interviews or something.
Are you anchoring on title? Are they going to compensate you appropriately? Have you been a manager-level at another comparable consulting firm?
Honestly as long as you’re compensated the year at SA can help you get your footing at the new firm.
Ok but talk to the recruiter — if they’re going to bump you down then maybe they’ll meet with comp.
If you haven’t been a manager before they may be hedging.