We have the conversation about level before we give an offer. It’s genuinely because we don’t want to put someone in a role they’re going to struggle with and be unhappy or burn out. I would much rather underlevel someone starting out and promote them 6 months later than hire them at a higher level and then needing to have the conversation about performance early in their tenure or cut their bonus.
I work in consulting so high turnover is just expected. We’re actually a lot lower than the industry average. The job isn’t for everyone, but there are people who thrive in this environment. For everyone else who isn’t a good fit, we get a year or so worth of billable hours, they get exposed to a lot of different scenarios, and we give folks a lot of runway to find something they do like.
It’s just the nature of the beast though. If I get a candidate who is legitimately at level, I bring them in at level. There’s no need to be shady about it, but job search sites are what they are and that’s the game you play.
I work in consulting so high turnover is just expected. We’re actually a lot lower than the industry average. The job isn’t for everyone, but there are people who thrive in this environment. For everyone else who isn’t a good fit, we get a year or so worth of billable hours, they get exposed to a lot of different scenarios, and we give folks a lot of runway to find something they do like.
It’s just the nature of the beast though. If I get a candidate who is legitimately at level, I bring them in at level. There’s no need to be shady about it, but job search sites are what they are and that’s the game you play.