Been grinding as an analyst for almost two years now, and I’m still lost on what actually moves the needle for promotions. My MD keeps praising my models, but the associate who got promoted last cycle had weaker technicals. What are the unwritten criteria veterans wish they’d known earlier? Bonus points for concrete examples of ‘above and beyond’ moments that actually mattered.
lol @ ‘above and beyond’. Real talk: promotions are 20% work, 80% politics. You want that bump? Start schmoozing with the MD’s golf buddies. Last promo cycle went to the kid who ‘accidentally’ booked overlapping vacations with the VP’s family in aspen. But sure, keep polishing those models champ.
Three tangible markers: 1) Consistently being staffed on live deals vs. pitch work, 2) Receiving client-facing responsibilities without supervision, and 3) Mentoring incoming analysts. A VP once told me the real threshold is when your absence creates noticeable operational friction - that’s when they can’t afford not to promote you.
wait so like do i need to track how many all nighters i pull? my senior said something about ‘deal cholesterol’ metrics but won’t explain??