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Roles in accenture singapore

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  #7641 (permalink)  
Old 22-04-2024, 01:42 AM
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Anyone worked with Christine low? What is she like

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  #7642 (permalink)  
Old 22-04-2024, 01:55 AM
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Will you date or chase someone from the same project?
It’s quite normal if you see the person everyday to develop feelings but make sure it is not one-sided. Else, it might get messy.

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  #7643 (permalink)  
Old 22-04-2024, 02:12 AM
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Anyone worked with Christine low? What is she like
she looks q hot

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  #7644 (permalink)  
Old 22-04-2024, 08:12 AM
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Just noticed she got off-cycle promotion in year 2022 June lol like wtf?
Who? Got linkedin?
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Old 22-04-2024, 08:15 AM
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Not sure IF u're the same M3 person, I'm guessing you're. Also not sure what rank is M3 but I suppose it's a very high rank in ACN

Chanced upon this profile (s://ibb.co/vhm5vTt) mentioned on page 715 of this forum with much commotion about fast track promotion of this person (I suppose it's a lady) on-going till page 725. Please enlighten how she got fast track promotion from CL11 to CL9 given that 2022/2023 was actually a bad financial year??
M3 = Year 3 Manager. It’s really not a very high rank, fyi we still take meeting minutes during BD work like our intern days (since we are still the lowest rank lol).

If we are speaking about the same person (likely so), I was in her TD. Yes while her PL fought hard for her (as many PLs do), what stood out were (based on my foggy memory):

1. Her top few achievements in both Projects (with concrete examples) - things you would not expect A/SA to do
2. Strong CAI from both Projects and Project Managers (both were in the TD)
3. Shown huge potential to be performing as a L9 (eg, created tools to help the project, led teams of As, SAs and Cs, led triages from both Projects with little supervision, able to manage the client well, picked up new knowledge very quickly, etc.)

Do note in TDs, it’s really only “5 minutes of fame” for 6/12 months worth of work (tbh still not a huge fan of this process) - but just imagine how the PL and other PLs managed to convince her Pod Lead to give her that promotion slot in such a short time despite a hard year. Many of us could tell that she was definitely a high potential even without working directly with her. It was unfortunate for the firm that she left even after getting the promotion but from the timeline of events, it did not seem preventable. It’s really very difficult to know when someone will resign (and they could even be your “work bff”). you will learn/see this more often as you climb the corporate ladder since there are definitely great opportunities (but not necessarily great bosses) outside of ACN.
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Old 22-04-2024, 08:28 AM
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Not sure IF u're the same M3 person, I'm guessing you're. Also not sure what rank is M3 but I suppose it's a very high rank in ACN

Chanced upon this profile (s://ibb.co/vhm5vTt) mentioned on page 715 of this forum with much commotion about fast track promotion of this person (I suppose it's a lady) on-going till page 725. Please enlighten how she got fast track promotion from CL11 to CL9 given that 2022/2023 was actually a bad financial year??
Yes, my intention is to dismiss myths since from most comments here, most of you are still in the early stages of your careers. M3 = Year 3 Manager. It is not a very high rank, we still take meeting minutes (like interns) during BD work or Management meetings since we are the lowest ranked personnel.

I presume we are talking about the same person since she already left ACN, I was in her TD. 3 key outstanding things I rmbed:

1. Strong recommendation from both Projects (despite her a short stint in the 2nd)
2. Strong recommendation from her PL (as usual for most PLs) and other PLs who worked with her on either Projects (very rare for this to happen)
3. Concrete examples of her achievements which were not typical of As/SAs (eg led teams with interns, As, SAs and even Cs, created excel macro tools for Project to mass create test data, led triages with little support from leads, picked up new knowledge like WD very quickly, etc.)

While I am not a huge fan of the entire TD process, it does have some merits despite having “5 minutes of Fame” for 6-12 months of work. Just know that there is always “fairness” if one starts to view decisions from a higher perspective (eg business operator) while there always seem to be unfairness if one just views from an individual perspective. In other words, it is “fair” that we are all “playing” with the same “unfair” rules (as most comments seem to insinuate).
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Old 22-04-2024, 08:53 AM
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Yes, my intention is to dismiss myths since from most comments here, most of you are still in the early stages of your careers. M3 = Year 3 Manager. It is not a very high rank, we still take meeting minutes (like interns) during BD work or Management meetings since we are the lowest ranked personnel.

I presume we are talking about the same person since she already left ACN, I was in her TD. 3 key outstanding things I rmbed:

1. Strong recommendation from both Projects (despite her a short stint in the 2nd)
2. Strong recommendation from her PL (as usual for most PLs) and other PLs who worked with her on either Projects (very rare for this to happen)
3. Concrete examples of her achievements which were not typical of As/SAs (eg led teams with interns, As, SAs and even Cs, created excel macro tools for Project to mass create test data, led triages with little support from leads, picked up new knowledge like WD very quickly, etc.)

While I am not a huge fan of the entire TD process, it does have some merits despite having “5 minutes of Fame” for 6-12 months of work. Just know that there is always “fairness” if one starts to view decisions from a higher perspective (eg business operator) while there always seem to be unfairness if one just views from an individual perspective. In other words, it is “fair” that we are all “playing” with the same “unfair” rules (as most comments seem to insinuate).

She changed multi PL and all vouched for her?
For point 3, I'm sure some analyst have done that and beyond and still not get promoted, perhaps lacking in recognition from point 1, or lousy representation from point 2. If you are unlucky to get people who don't see your work, or willing to vouch, you are doubly screwed in this TD system
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Old 22-04-2024, 09:55 AM
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Yes, my intention is to dismiss myths since from most comments here, most of you are still in the early stages of your careers. M3 = Year 3 Manager. It is not a very high rank, we still take meeting minutes (like interns) during BD work or Management meetings since we are the lowest ranked personnel.

I presume we are talking about the same person since she already left ACN, I was in her TD. 3 key outstanding things I rmbed:

1. Strong recommendation from both Projects (despite her a short stint in the 2nd)
2. Strong recommendation from her PL (as usual for most PLs) and other PLs who worked with her on either Projects (very rare for this to happen)
3. Concrete examples of her achievements which were not typical of As/SAs (eg led teams with interns, As, SAs and even Cs, created excel macro tools for Project to mass create test data, led triages with little support from leads, picked up new knowledge like WD very quickly, etc.)

While I am not a huge fan of the entire TD process, it does have some merits despite having “5 minutes of Fame” for 6-12 months of work. Just know that there is always “fairness” if one starts to view decisions from a higher perspective (eg business operator) while there always seem to be unfairness if one just views from an individual perspective. In other words, it is “fair” that we are all “playing” with the same “unfair” rules (as most comments seem to insinuate).
Thought she left the firm right after taking 2023 bonus?

Probably got a fat increment on top of L9 salary, she probably drawing ~ 5 digit monthly salary now already!
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  #7650 (permalink)  
Old 22-04-2024, 10:10 AM
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Originally Posted by JustATiredManager View Post
Yes, my intention is to dismiss myths since from most comments here, most of you are still in the early stages of your careers. M3 = Year 3 Manager. It is not a very high rank, we still take meeting minutes (like interns) during BD work or Management meetings since we are the lowest ranked personnel.

I presume we are talking about the same person since she already left ACN, I was in her TD. 3 key outstanding things I rmbed:

1. Strong recommendation from both Projects (despite her a short stint in the 2nd)
2. Strong recommendation from her PL (as usual for most PLs) and other PLs who worked with her on either Projects (very rare for this to happen)
3. Concrete examples of her achievements which were not typical of As/SAs (eg led teams with interns, As, SAs and even Cs, created excel macro tools for Project to mass create test data, led triages with little support from leads, picked up new knowledge like WD very quickly, etc.)

While I am not a huge fan of the entire TD process, it does have some merits despite having “5 minutes of Fame” for 6-12 months of work. Just know that there is always “fairness” if one starts to view decisions from a higher perspective (eg business operator) while there always seem to be unfairness if one just views from an individual perspective. In other words, it is “fair” that we are all “playing” with the same “unfair” rules (as most comments seem to insinuate).

Hi Sir, while there may be some truth in what you’re saying it’s not entirely true that she’s that great to attain fast track for both ranks especially the part on SA to CL9 in a bad Financial year. To justify, I was part of the project and what I know is that her PL is her direct team manager who recommended her to WD bank project. She has been wanting to get out of the project FYI. Her PL who are friends with the manager in the other project probably put in good words for her & recommended her for promotion (which is why she got early promotion from A to SA and at the same time from SA to CL9). Friends will help one another to achieve the same objective.

Furthermore, triage/ UAT session there was a lot of help received from the technical manager (this is the legend that had helped out with any technical issues and has been in the project from the start but left ACN aldy, different person from her PL) and other Solution Architects. While it is true that she stayed back very often at work during her time with BT, the modules she was placed in-charged with have issues. And FYI she didn’t lead Consultant level, she only led interns & analyst/SAs (new joiner to the project thus no project knowledge). The macro she created did not test for all the use cases and failed at some of the use case but its fine as long as those use cases was omitted when using. Her modules that she were “in-charged” in has issues even when some of the PHIs has gone live. Poor souls in the project have to clean up part of the mess that was left by her now that she’s gone too after she took the promotion. Her stay in WD project is estimated to be around 6 months before promotion and 2 months later she left the company (total 8 mths) for whatever reason. Btw did I mention that her PL who recommended her for promotion will be getting out of BT to another project?

Promotions happened, left the project/ACN and other people have to clean up their mess. Things are not always as they seem. End of day want promotion just por management & if u female confirm got advantage


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