The vast majority of employees at this place can be broken down into three categories:
- . New overpriced MDs or equivalent. These people are coming at a high level, have a very high paygrade, but generally don’t last more than a few years before jumping ship. They spend their first year learning about the processes in teams that they oversee, but aren’t actually accomplishing much, but they do get a lot of publicity via town halls, and LinkedIn posts. They have potential to really change the culture, but more often than not they wreck the place by bloating their departments (prompting more layoffs later) and other people have to pick up the pieces later on.
- . Young, emerging leaders. They come in at a higher grade than entry-level, and maybe they have interned here before …But they will be making a lot more than the vast majority of the people that they’re working with at similar grade levels or slightly below. They will be gone in a couple years for greener pastures once they find out that their intern equivalents are actually making more than them.
- . Legacy employees who rose through the ranks. These are people who started off very entry-level, but rose through the ranks every 2 to 3 years via new grades, new promotions, maybe even some managerial responsibilities. Unfortunately, they don’t really see much of a raise because they’re always upgraded to the lowest band of each grade which doesn’t equate to much. Even worse, they are prone to layoffs or their position being relocated somewhere else whether it’s Pittsburgh or India. If they do find a better job somewhere else, it is likely going to be a huge pay increase though
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