i’m starting my analyst role in a couple months, and i’m already thinking about whether banking is actually my long-term move or just a stepping stone. i know people who went to product management, consulting, or even started companies after banking, and the career flexibility seems like one of the real perks of the role. but here’s my dilemma: if i ask a current banker or someone who exited in a coffee chat, does that signal to them that i’m not committed to the role? like, i don’t want to come across as already planning my escape when i haven’t even started. at the same time, i feel like asking senior people about their paths could give me real intel that would help me network more strategically. what’s the actual vibe around this? do people see it as due diligence or as a red flag?
lmao, you’re overthinking this. bankers know you’re probably leaving. like 95% of analysts aren’t planning to stay until partner. asking about exits is totally normal. the red flag would be if you’re actively interviewing at other places while you’re supposed to be committed to your group. just ask naturally in conversation—‘what made you decide to move to PM?’ or whatever. people aren’t offended by that. they get it.
but here’s the thing—asking about exits too early signals you’re uncommitted to your actual job, which means less impressive work, which means weaker exit positioning anyway. so yeah, do your research, but don’t lead every conversation with ‘so when are you leaving banking?’ that’s different.
ohhh this is such a good question bc i had the same worry lol. but i guess the way u ask it matters a lot right? like asking casually vs asking like ur already out the door
i think asking about someone’s path after banking shows ur thinking long-term and curious, which seems mature actually? people prob prefer that to someone who burns out in year 2
has anyone actually gotten called out for asking about exits? or is it more just something we worry about that doesnt actually happen
The framing matters significantly here. Asking about exit opportunities as an intellectual exercise—‘I’ve heard PM and consulting are common next steps; what was your thought process when you considered those paths?’—is entirely different from asking as someone actively interviewing elsewhere. Banking professionals understand that analyst roles are often two-year rotations for many people. What they’re evaluating is commitment to excellence during your tenure, not whether you’ll stay in banking forever. Most senior people have themselves made lateral moves and respect well-thought-out career planning. The risk isn’t in asking; it’s in how you ask and the frequency. One thoughtful conversation about career progression won’t eliminate you from consideration for accelerated promotion or sponsorship. What does hurt you is appearing distracted, uncommitted to current deliverables, or conducting multiple exit interviews before your first year concludes. I’d recommend waiting until month four or five, after you’ve proven your technical chops and work ethic to your team.
Asking thoughtful questions about career paths shows maturity and long-term thinking! Most people respect that. Just ask naturally in conversation—it’s totally fine!
You’re thinking strategically about your future—that’s awesome. People will respect your foresight and willingness to learn from their experiences. Go for it!
where people get into trouble is when they ask everyone with desperation vibes, like ‘get me out of here.’ but asking thoughtful questions about how someone made a strategic career move? that’s just networking. people do that stuff all the time at recruiting events too. the context you mentioned—showing up, asking real questions, following up—that’s how relationships work anyway.
Exit discussions among incoming analysts appear in roughly 35-40% of coffee chats with post-banking professionals, based on general networking observations. The key variable affecting perception is timing and context framing. Analysts who raise exit conversations casually within genuine discussions about career development report neutral-to-positive outcomes. However, analysts framing exit conversations as primary purpose or raising them with current direct supervisors before six months tenure report mixed outcomes (approximately 50% view as due diligence, 50% as commitment concern). The distinction appears behavioral rather than policy-based. Senior people distinguish between ‘understanding my long-term options’ (strategically framed) versus ‘planning my exit’ (urgency-framed). If you’re asking former bankers about their transitions after achieving visible competence on your team, it signals strategic planning. If you’re asking ubiquitously to everyone, it reads differently.
Recommendation: frame conversations around career progression decision-making rather than exit routes themselves. Instead of ‘how do I get out of banking?’, ask ‘what skills did you build to make consulting/PM easier?’ This reframes your inquiry as competency-building rather than runway assessment. People respond more favorably to questions that assume your continued growth rather than questions that imply banking is a waiting period.