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Busy to Interview? | Strategy Brisbane Recruiters

Busy to Interview? | Strategy Brisbane Recruiters

If you think you are too busy to interview for a new job, this one is for you. We get it! It can be hard enough just trying to keep up with the demands of work, family, and life in these strange times. As Strategy Brisbane Recruiters, we are aware of these sorts of demands. However, we are observing a worrying trend currently that could negatively impact many overworked consultants.

We have seen a lot of movement in the world of strategy management consulting. The pandemic has made many rethink their lives and careers and we have observed an increase in candidate movement in the strategy sector since the lockdowns began.

Yes, we would know these sort of things as we are Strategy Brisbane Recruiters.

But for the ones left behind in under resourced teams, and with ever-increasing requests for new project work, we are hearing they are the ones picking up the slack, working insane hours, and burning themselves out. Often, they too are also keen to explore other options to address their own work/life balance but feel they are literally too slammed to add in a job search.

When you’re super tired from all that’s weighing you down, a job search feels like an impossible task.

Strategy Brisbane Recruiters

It is important to stop and remind yourself exactly what is important to you. The answer starts with understanding yourself and values, and then figuring out how much is enough. Try to visualise what life could be like 6 months from now. 6 months from now in a role that feels like utopia, how will that feel? And then 6 months from now if nothing changes. How does that feel?

The market tends to be crazy busy between now and Christmas, and then you can expect hiring managers to take extended leave. So, as Strategy Brisbane Recruiters, we advise you that now is the time to act, especially if you think 6 months from now nothing changing does not feel good at your core.

At the bare minimum:

✔ Identify the types of roles that would interest you and tailor a resume to suit this (resume template link in the comments)

✔ Update your Linked In profile to ensure it demonstrates your skills and capabilities akin to your ideal role. Then turn on “Open to work”. Hiring managers can find you this way.

✔ Reach out to your network for a meet & greet conversation. You will gain more perspective of what is possible.

✔ Enlist the help of one highly specialised strategy Brisbane recruiters to have your back and make introductions for you. Do not over egg the custard.

✔Find time to prep for each conversation, a good recruiter will be able to advise you of the minimum prep required and the fastest way to do it.

Make 2022 your year and be the best version of yourself.

If you want to learn more about our jobs, head on to our jobs page.

Strategy Recruiters Melbourne Tips for “Meet & Greet”

Strategy Recruiters Melbourne Tips for “Meet & Greet”

Many clients are offering ‘meet & greet” 1st meetings with potential candidates as the war for talent increases. As Strategy Recruiters in Melbourne, we would want you to know that usually Meet & Greets are considered Interview, so don’t be complacent.

It seems to be a candidates market at the moment, however, candidates can lose their dream job before the formal interview process has even begun by being too complacent.

A meet & greet with a potential hiring manager should still be considered an interview, and it is a really important part of the recruitment process. It can often determine whether or not you get offered a formal interview, so it’s important to take your preparation seriously.

As Strategy Recruiters in Melbourne, we are finding that so many management consultants are flat out with their projects currently they are not finding time to prepare for interviews. This can be a big mistake.

As we always say, you want to get offered the job, or even the next interview whether you later decide you want it or not. You want to be the one to make the decision and you want to leave a positive impression. After all, the market is small and you may, one day, encounter the hiring manager in another capacity.

As Strategy Recruiters in Melbourne, we can not tell you the number of times a candidate kicks themselves when being rejected for a role they didn’t know they wanted until it was too late.

strategy recruiters melbourne

Here are some simple tips for fast meet & greet interview preparation as Strategy Recruiters Melbourne.

1. Write down keywords you want to mention during the interview. The buzz words that your employer uses are often in the Job Description. This way, if your mind goes blank during the interview, you know what to fall back on.

2. As Strategy Recruiters Melbourne, Prepare examples of your past work that relate to this job role. This way you can talk about how you have used your skills in a practical setting and how you can use these skills with them. Think about what impact you personally made.

3. Be prepared to talk about your strengths as well as weaknesses, don’t be afraid of this question. Focus on being self-aware, honest, and dedicated to improvement. Authenticity and positive rapport wins the day.

4. Prepare questions you want to ask the interviewer and write them down. This shows you are engaged and interested and don’t just expect to be sold to.

5. Do your homework. Dig out company results, news articles, and press releases. Just as you would if you were pitching to a new client.

6. Dress the part, always dress for success even on Zoom. Clients do not expect a full suit and tie most of the time however your PJ’s are not acceptable attire. (Yes this has actually happened recently!)

We also have other interview tips which you can find here: https://oaktreetalent.com/interview-prep-tips/

You may be extremely busy in your working day however, spreading the time preparing for the meet & greet interview will pay off. You will show up relaxed and confident, and even if you decide the role is not for you, you will have left a good impression and had a more enjoyable conversation.

Practice makes perfect so the more interviews you ace the more likely it is for you to nail the job interview that could be life-changing.

The Secret to Building Resilience | Strategy Jobs Melbourne

The Secret to Building Resilience | Strategy Jobs Melbourne

Strategy jobs Melbourne is critical in today’s business environment. The ability to overcome obstacles is often described as the gap between success and failure.

Resilience has been demonstrated to improve work satisfaction, engagement, and overall health and reduce depression. But resilience isn’t merely a matter of inner “grit” that helps us to recover.

A new study indicates that strong relationships and networks can build resilience. We can develop our resilience by interacting with individuals in our personal and professional life. These interactions can help us reduce the size of the problem. Strategy jobs Melbourne can help us clarify our goals or find a way forward after a setback – these are the kinds of relationships that keep us going.

Are your links and deep enough to assist you through adversity? Below is a cognitive exercise?

1.   Before starting strategy jobs in Melbourne, evaluate your top resilience needs.

Eight common sources of relational resilience are listed below. Some of these sources aren’t as significant to everyone as others.  For example, Laughter is valued by some people, while empathy is valued by others.

Finally, our resilience demands are individual and influenced by our history, personality, and professional/personal circumstances. When we come together as a group, though, our relationships provide us with a toolbox that we can use to assist us in getting through the worst periods in our lives.

Recognize your top three sources of resiliency based on the framework provided below. Decide which of them you want to work on most.

8 Top Relational sources of resilience

A well-developed network of relationships can help you rebound from setbacks. Identify the spheres that are most important to you. Are you falling short in some categories?

  1. Empathic connections help us release bad feelings.
  2. Work surge connections enable us to shift tasks or handle increases in workload.
  3. Politics helps us understand people and politics in circumstance.
  4. Pushbacks give us the confidence to push back and advocate for ourselves.
  5. Vision connections help us see the way forward.
  6. Perspective connections in our lives help us retain perspective in the face of challenges.
  7. Purpose relationships remind us of the greater meaning of our work.
  8. The humor networks can help us giggle at ourselves and our circumstances.

2.   Plan a network strategy for Melbourne Jobs

Reflecting on your top three resilience requirements, list people or groups you may invest in to further foster resilience. Resilient connections can be actively cultivated in two ways.

  1. Expand current relationships by exploring non-work interests with a colleague or strengthening mutually beneficial relationships with influential colleagues who support us.
  2. We can join new groups or people to build resilience – spiritual groups that remind us of our mission or affinity groups that let us laugh.
  3. Melbourne’s diverse network strategy jobs (contacts and connections) help us grow, get perspective on our challenges, and find a stronger sense of purpose in our lives.

Final thought:

COVID-19 has led to significant changes for all of us. The significance of developing and maintaining relationships has never been more obvious. The challenges and setbacks we’ve faced at strategy jobs Melbourne and in life due to the pandemic have been relentless for the majority of us.

But you are not alone in this fight. You can improve your resilience. Begin by realizing the critical importance of developing, maintaining, and pushing a diverse network in Melbourne to help you weather the storm.

Salary Guide 2021

Salary Guide 2021

We often find that recruitment in our space (Strategy & Transformation) follows the trends of the consulting firms. If the consulting firms are busy, we are busy. If the consulting firms are being pulled into digital transformations, we see an increase in demand for said talent.

This year the consulting firms have been flat out, and so have we. This has caused some interesting knock-on effects when we look at the salary trends over the last year.

Typically, year on year, salaries have not changed that much both in the consulting firms and that of the salaries being paid to consultants when joining corporates.

Big corporates have stuck to their guns on salary bandings more often than not and when they cannot afford the top tier talent they require to upskill their internal teams, they have looked offshore.  

In the same stroke, we have previously observed management consultants that have transferred and joined the Australian practices from overseas being paid a lower base salary to their Australian counterparts. 

Obviously, this is not happening currently with the global pandemic still hindering international travel, and as such this has driven up salaries, quite substantially in some cases, for the first time in years. 

The pandemic and lockdowns have seen management consultants take pause and reflect on life choices and there has certainly been increased activity in consultants pursing roles in industry, start-up, and corporate roles.  

Because of this we understand some of the top tier consulting firms have increased their base salaries for the more junior management consultants, adjusted levels and titles, and committed to substantial or additional bonuses and early promotions, to retain their talent.  

On the flip side of this, some of the tier 2 and big 4 consulting firms, who made some bold decisions last year on redundancies, and bonus or/and promotion freezes, are really struggling to retain and attract new consulting talent, especially as the corporates are growing their internal strategy capability and there is increased interest in roles in the start-up space.  

One thing for sure is our clients do not want to lower their standards when hiring, meaning they have to often battle internally to increase salaries to go above bandings.  

All this information is only relevant up to a certain pay grade, however. At the senior GM, EGM level and above levels, we have seen some very good, but high-cost talent be let go from the big corporates.

This has created an abundance of exceptional senior talent in the market. We are noticing these candidates opting for contract opportunities, or opportunities back in management consulting, whilst they look for the right role to present itself as opposed to taking a hit on level or salary. 

As mentioned, we are observing an increased amount of activity from the local market in terms of exploring opportunities outside of consulting. However, many seem unaware of market pay rates in corporates or start-ups. Some consultants are waiting for promotions in consulting before moving, under the expectation their new salaries will be matched or increased.  

Typically, this is not the case. Especially with candidates from the top-tier consulting firms. Corporates are working towards increasing salary bandings in order to try to attract the best talent, but it is very rare they are able to match total packages, especially at the more senior end.  

If consultants are coming from the Big 4, this is more doable as we have seen bonuses held back and typically salaries are lower than that of McKinsey, Bain, or BCG (Boston Consulting Group) but in the top tier, where the MBB have recently increased salaries at certain levels, it is becoming harder and harder for corporates to offer commensurate salaries. 

Yet, it seems this is not widely known in the community. Clients are often disappointed when they go to market with the salaries they are initially told they have to work within by HR departments and candidates are often disappointed with the salary banding corporates are trying to work within.

This is why using an expert recruiter from the start bypasses this sometimes-lengthy learning process as we are educated on how to manage expectations from the beginning and also how to navigate offers to get a positive result for both client and candidate. 

We did a recent survey which highlighted some interesting perceptions. 

 

When stepping out of management consulting, do you expect to receive the same salary in corporate? 

 

No, I would expect an increase
49%
Parity on total package
19%
Parity on base, not bonuses
13%
The role comes 1st, salary 2nd
19% 

Essentially, what we advise candidates who are looking at roles in this space, is to think about a few things when they think about salaries. 
Cost per hour of work and cost per hour away from home with your loved ones. The latter being hard to quantify in Covid times.
We also encourage individuals to think about a range of other things when determining if a role is right for them.  

  • Who they are working with and will that individual sponsor promotions for them, develop them and inspire them? 
  • What is the culture of the team and the leaders, are they high performing and have the same values?
  • Where could this role lead me? Will it give me opportunities to grow my skill set? Is there a history of promotions to more senior roles? 
  • What will I be doing day to day? Is the role clearly defined and if not, can I deal with the ambiguity? 

There are so many things to think about that are as important, if not more important as salary. 

One of the things a recruiter is taught very early on is never work with a candidate who only cares about the salary and in my experience, this has proven to be great advice.        

Top Tier Consulting Salaries  

 

The top tier management consulting firms pay well and up to a certain level, consultants can expect a commensurate level of base salary compensation if moving to industry at best. This changes at the Executive Manager/Senior Manager level. Above this level companies will rarely offer parity. Decent bonuses can be achieved in the top tier consulting firms and vary at each level. Bonuses have remained strong in 2021. 

        Partner $380k +  

        Associate Partner $280k-$380k  

        Principal $230k-$320k  

        Executive Manager $190k-$260k  

        Project Leader/Manager $150k-$210k  

        Senior Associate /Consultant $130k-$160k  

        Business Analyst /Associate $100k-$140k  

 

Big 4 Consulting Salaries  

 

Salaries in the Tier 2 or Big 4 consulting firms usually can be matched when candidates take a role in industry. We find some consulting firms underpay their consultants in the market for the title they hold, but sometimes the titles do not reflect the level of experience. Bonuses are generally minimal and in a lot of cases, in 2020/2021, they have been non-existent. 

        Partner from $280k  

        Director $180k -$250k  

        Associate Director/Senior Manager $140k- $180k  

        Manager $110- $150k  

        Associate/Consultant $75k- $120k  

 

In-house consulting roles in Financial Services  

 

With most of the Financial Institutions fighting for the same talent, this has pushed up salaries a little in the last 12 months. They generally pay better bonuses than non-Financial Services players in general. An Executive Manager/ Junior Director can expect circa 30-50% bonus in normal years. Senior Director/ EGM levels, again in normal years, can expect up to 100% of base salary in bonus.

        Executive General Manager/Senior Director $350k +  

        General Manager/Director $250k-$340k  

        Executive Manager/ Junior Director $180k -$250k  

        Senior Manager $140k-$170k  

        Senior Consultant/Manager $110k-$150k  

        Associate/Consultant $90k- $130k  

 

In-house Consulting Roles in non-Financial Services  

 

The major players in this space are the telco’s, retailers, healthcare, airlines and to some extent the energy/infrastructure organisations. We find bonuses generally lower in these organisations ranging from 7% at the more junior levels to 30% typically until you get to the “Head of” levels. Bonuses in 2020/2021 have been hit & miss but many companies have not paid full bonuses. 

        Executive General Manager/ CSO – $350k +  

        General Manager/ Principal/ Head Of $250k-$350K  

        Senior Manager $160k-$220k  

        Manager $140k-$165k  

        Senior Consultant $100k- $140k  

        Associate Consultant $80k-$110k  

For further specific information please contact us directly.   

Salary Guide 2021

Salary Guide 2020

Salary Guide 2020 

Well hasn’t it been a funny year all around the globe?!

In the past few years we have seen strict salary bandings in most major ASX listed businesses, however this year we are finding, those hiring managers who are really serious about attracting the best strategy talent in the market, have put cases through to go above the current salary bands citing the need to raise the bar to hire the best consulting talent into their business units. Often these hiring managers went offshore previously to hire top talent but within their businesses salary bandings, but this has not been a possibility in 2020.

We have seen some top tier candidates obtain offers above market rates, mostly at the more senior levels, when moving into industry but usually with the larger more established organisations.

On the flip side, other ASX companies have been more focused on cost reduction and have looked to hire directly, also adhering to strict salary bandings which are often underwhelming for strategy consultants, resulting in some great candidates being overlooked or turning down offers.

Many consultants are interested in tech or start-up like businesses who tend to pay a lot less than competing roles in the ASX 50 businesses. It is a trade off some are willing to make, usually at the more junior level where they feel they can afford to take a risk.

Bonus’ this year have been greatly reduced due to COVID-19, as have any pay increases in industry businesses, meaning many are putting a higher emphasis on what their base salaries are going into 2021.

We are often asked for salary information by our clients who are looking to benchmark their own teams against the market. We feel this is a good idea, especially this year, as you want to ensure you retain your top performers who have been loyal. We have seen an increase in passive candidate activity and your team may be more inclined to have those external conversations to understand what else is out there.

Having this information to hand at performance review time is also very useful for both the manager and the consultant.

These salaries are base salaries only and do not include superannuation or bonus

 

Top Tier Consulting Salaries 

The top tier management consulting firms pay well and up to a certain levelconsultants can expect a commensurate level of base salary compensation if moving to industry at best. This changes at the Executive Manager level. Above this level companies will rarely offer parity. Decent bonuses can be achieved in the top tier consulting firms and vary at each level. Bonuses have remained strong in 2020.

Partner $380k + 

Associate Partner $280k-$380k 

Principal $230k-$320k 

Executive Manager $190k-$260k 

Project Leader/Manager $150k-$200k 

Senior Associate /Consultant $130k-$160k 

Business Analyst /Associate $100k-$140k 

 

Big 4 Consulting Salaries 

Salaries in the Tier 2 or Big 4 consulting firms usually can be matched when candidates take a role in industry. We find some consulting firms, we deem, underpay their consultants in the market for the title they hold, but sometimes the titles do not reflect the level of experience. Bonuses are generally minimal and in a lot of cases, in 2020, they have been non-existent.

Partner $280k plus 

Director $180k -$250k 

Associate Director/Senior Manager $140k- $180k 

Manager $110- $150k 

Associate/Consultant $75k- $120k 

 

In-house consulting roles in Financial Services 

With most of the Financial Institutions fighting for the same talent, this has pushed up salaries a little in recent years. They generally pay better bonuses than non-Financial Services players in general. An Executive Manager/ Junior Director can expect circa 30-50% bonus in normal years. 

Executive General Manager/Senior Director $300k + 

General Manager/Director $250k-$340k 

Executive Manager/ Junior Director $180k -$250k 

Senior Manager $140k-$170k 

Senior Consultant/Manager $110k-$150k 

Associate/Consultant $90k- $130k 

  

In-house Consulting Roles in non-Financial Services 

The major players in this space are the telco’s, retailers, healthcare, airlines and to some extent the energy/infrastructure organisations. We find bonuses generally lower in these organisations ranging from 7% at the more junior levels to 30% typically until you get to the GM levels. Bonuses in 2020 have been hit & miss but many companies have not paid full bonuses.

Executive General Manager/ CSO – $330k + 

General Manager/ Principal/ Head Of $250k-$340K 

Senior Manager $160k-$220k 

Manager $140k-$165k 

Senior Consultant $100k- $140k 

Associate Consultant $80k-$110k 

 

For further specific information please contact us directly.  

 

 

Our Professional CV Template

Our Professional CV Template

The busy executive has his/her attention on multiple things at the same time. As a result they can suffer from a lack of attentional focus on any one of their most important priorities. So when it comes to reading resumes, we need to use the latest techniques in Neuro-Science to assist them in a more immediate and meaningful way when they stop to review a candidates’ resume. The human brain can only absorb small bits of information at a time and attention can only be held for up to 45 seconds, so it makes sense to create a resume that provides all the relevant information on the front page that captures their attention quickly. This suggested resume format does exactly that, leveraging the latest research to facilitate the first meeting.

Download our CV template here:

Oaktree Talent Group CV Template