Securing a position at a Big Four accounting firm is a significant accomplishment, but what if the dream job is located in the wrong city? The desire to transfer within the same company, particularly moving to a different office, is a common predicament. However, the process of transferring offices in a Big Four firm is often more challenging than anticipated. Drawing from personal experience, this guide provides a comprehensive list of steps to navigate the complexities and successfully initiate a job transfer.
Understanding the Firm's Policies
Upon receiving a full-time offer from a Big Four firm, it is crucial to familiarize oneself with the company's policies regarding internal job transfers. Personal circumstances and career aspirations may prompt the need for relocation. However, many firms have specific rules governing when and how internal transfers can be initiated.
For instance, based on the author's experience with Deloitte, a requirement of at least one year of service with the firm before being eligible for a location change was in place. Therefore, prospective transferees should thoroughly investigate and understand these policies before embarking on the transfer journey.
Open Communication with the Team
Initiating a conversation with the existing team about the intention to transfer is a critical step. Transparency and open communication are key elements in ensuring a smooth transition and maintaining positive relationships. Managers and team members should be made aware of the desire to explore opportunities in a different city.
Despite the natural apprehension associated with such discussions, it is essential to convey one's aspirations honestly. The manager's support can play a pivotal role in facilitating the transfer process. Fear of letting down the current team should be addressed, emphasizing that the move is driven by personal growth and does not diminish the value of the current role.
Official Transfer Request
After obtaining the team's support, the next step is to initiate the official transfer request through the company's internal systems. However, challenges may arise during this phase. The author recounts an instance where, upon clicking the "initiate transfer" button, a response indicated that the transfer could not be approved due to a company-wide "transfer freeze."
Transfer freezes, where certain offices are adequately staffed and not accepting employees from other locations, are a common occurrence. Unfortunately, the duration of these freezes is often uncertain, adding an element of unpredictability to the transfer process.
Once the transfer request is officially submitted, patience becomes a virtue. Transferees may encounter prolonged periods of uncertainty, with limited updates on the progress of their request. In some cases, it may take months before any developments occur.
During this waiting period, it is crucial to remain focused on current responsibilities and commitments. The author's experience reflects a six-month period of silence before receiving news of the transfer approval. Therefore, maintaining patience and a dedicated work ethic is imperative.
Reflecting on the transfer journey, two essential lessons emerged:
- Initiate Conversations Early: If given the opportunity to revisit the past, the author would advise a younger self to express relocation interests during the recruiting process. Negotiating office or practice changes before officially accepting an offer is often more feasible than attempting a transfer after starting at the firm.
- Consider Alternative Options: In cases where internal transfers face significant challenges, exploring opportunities at other firms in the desired city may be a viable alternative. Hopping to a different firm could sometimes prove to be more straightforward than navigating a complex internal transfer process.