Why do firms not use vested stock options as incentive in earlier stages of career?

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Because individuals early in their career have very little control over the stock price.
The point of large executive comp packages filled with restricted stock options (think the multi-million dollar packages C-suite gets at F500) is to align incentives so that executives have personal skin in the game tied to the stock price, since they as individuals have a disproportionate impact on the stock price through their individual job performance.
Low level consultants don’t have such influence, so it makes sense for neither the firm nor the consultant to compensate them disproportionately on firm performance over 3-5yrs.

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I 100 percent agree with your perspective, this is how stock options have and continue to be used in f500. With that said I believe that this comp/benefit tool could be used very effectively in consulting where largely our only assets are our people.. I think that vested options would help incentivize our working level folks from jumping from firm to firm.. it would also help align our working level align with corporate leaders / direction.

vesting stock options for non-executives are definitely used in industry, and the vesting schedule is often designed precisely to make people think twice about leaving for a competitor.

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