Hmm

...

the candidates need to speak up, but the bosses need to also create an environment where they feel comfortable doing that.

Um, I wanna approach it from the, from the view of the candidates at first, and the biggest thing is that's another thing with this generation.

I think they, they are very afraid of, um, not appearing perfect, of not appearing like they've got it all together, you know, they're crushing it.

Um, the impostor syndrome is a term that's getting thrown around a lot, especially with, you know, with their first job.

They wanna prove that they deserve the job, they deserve to be here.

Hmm.

Yeah

... manager within another two to three.

'Cause a lot of industry you can only get promoted if a spot in front of you opens up.

Um, but then in, in accounting you can be often more just like if you're ready for it, they'll, they'll find a spot for it.

Um, but I kind of had heard just like through conversations with people that the oppor- the exit opportunities that you would have as a manager, um, would be better than as a senior associate.

And also just like thinking to like in the grand scheme of your career- Um, two to three more years, like, isn't that, like, isn't that much time, um, to stay a little bit longer? And I also, I mean, I, I enjoyed, I enjoyed the work.

Like, I was working in, um, corporate tax, um, for PwC, just kind of like the, like a lot of like, typically what, if you think of tax client service in a public accounting firm, like tax compliance, tax provision, that type of thing, um, busy seasons.

How were you able to market the skills you developed as a tax professional to fit those roles and be able to work there? And, um, maybe include too, you know, were you able to build any relationships at PwC that helped you land those roles as well?