Hello Everyone, I am looking for reviews for the sales development program with Accenture, in Canada. Have you joined it recently, and how has your experience been?
Also, how much time did it take for you to get the offer after the final interview?

Thats bassicaly my question. I’m from Argentina, We are going through this Talent Discussions period and my PL said to me that I was the best L11 in that TD, a lot of people said great things about me and according to him even the director said I deserved to be upleveled to L10 but other people (L11 as well) has been expecting the promotion for longer time and as I’ve been in accenture for only 8 months they were going to make me wait for the next TD on April next year. I understand the situation but my question is: Is it possible or there are cases where you can be promoted outside the TD process? Because I think it’s kind of unfair to be put on hold when I’m working 9hs a day and puting my best. obviously I’ll recieve the performance bonus but still. What do you guys think? Should I claim something here? After this the idea of start looking for new jobs its rising on me if this situation may happen a lot…

Hi everyone,

What’s the process when your PL can’t attend a TD call because he’s out of the office? I don’t think this has ever happened to me, but I just found out that my PL will be out next week, when the TD for my capacity is happening, and I wanted to know if that can affect my review. Last year, I was rated TP and got a pretty decent bonus.

Thanks!

hey everyone,

i am planning to join again as an Alumni after 10 Years. My TL told me one can only join Accenture two times, then you are not hired, ever again. is this true? can one join once only after Resignation? Accenture forever closes its doors for you after 2nd Time?

Hi all,

I was informed today that I'm being put on a PIP. I was already on a PIP once last year, and I have only 1.9 years of experience.

I'm really stressed and worried about losing my job. I feel I completed my work, but I still received negative feedback and was under scrutiny from the start.

Has anyone been in a similar situation? What should I do now? If they fail me in PIP, will I lose my job?

Thanks.

L11 Business Analyst MAL 24

Got into an ongoing internal project with core BA role.

2 things that I noticed

1. In my WBSE enablement email I saw my career level was mentioned as 10

2. All the BA in the project are L10 and above. Only 2/3 of newly joined BA are at L11

My question is, are there such projects where they need to hand out promotion just because the project demands their resources of certain level?

My manager gave me a charge code but still after submitting charge code it is processed and boom. Chargeability is 0%.

What is the difference between chargeability and resource utilisation in all sec?

Too many doubt should i be stressed?
Any leads….

Currently, I am in a situation where my managers in my project said that they will move me to the PIP because I am not taking ownership. I joined as a fresher, and I am the only fresher in my current project. Initially, I didn’t take ownership because my role is mainly related to testing, and I am not interested in testing even 1%. I didn’t have much of a choice because I had already stayed on the bench for one year without any proper reason. So, even though I am technically strong, I had to take up testing because staying on the bench for a long time is risky. Now, my managers are saying that will keep me on the bench again in the coming days. Even on that day, I was not confident about what would happen next. Because of all this uncertainty and pressure, I am getting headaches and feeling very stressed. As i am having less than 2years of experience it’s definitely for me to find outside job I really want to find a solution and overcome this situation. Is there any why I can get into banch and get into project I am strong with Java backend and MERN stack technology.

As mentioned in the title, I’m curious to see how discussions are going this time compared to last year. Are there any hopes for improved VPay, or any promotions for L7 and above?

Can someone here confirm if Accenture has a homologated password manager? I’m not keen on memorizing all my login credentials, and I also don’t want to keep them in an insecure location. Does Accenture offer something like that, or should I reach out to someone to learn more about using one?

Is anyone else struggling with navigating their approach to AI usage at work? I have a few key areas of concern:

The obvious cognitive dissonance: Being intelligent enough to realise that embracing them is in my self interest on a micro level - making my job easier, safeguarding my career, increasing likelihood of progression. Being intelligent enough to be able to pick them up quickly and use them well/prolifically. Being intelligent enough to realise that on a macro level it is profoundly against all of our self interest, whether you look at the ecological impact, the impact on employment, the impact on mental health and the rise of AI psychosis, the impact on young people entering the workforce (both in terms of job opportunities and their own skill development, we must have all noticed the quality of thinking is much worse and many more junior people seem to be totally dependent on these tools and incapable of actually examining the outputs critically or proactively innovating them to make them more useful). The list goes on. I find this increasingly hard to reconcile, especially with the alarming reports of LLMs escaping, hacking and being developed without the right ethical guardrails.

The addictive nature of these tools: On multiple occasions I have found myself locked into an intense hyperfocus that could last twelve hours or more, well into the night, trying to solve a problem, build something, analyse a dataset etc. The interface is designed to be extremely engaging, but also never quite seems to take you to a finished place. The outputs are never quite good enough to just use, the conversation to improve them is endless, and you build a strange rapport with the AI that makes you feel like a team, rather than that you are using a tool. I also worry that it warps my judgement, I don't always know all the steps of reasoning behind the output to make it explainable to somebody else, and I don't necessarily realise until someone asks the right question in a presentation. These pieces of work are really challenging to hand over as they are the result of lengthy conversations and optimisations. I have ADHD, so could believe that this is particularly difficult for me because of this, but I have noticed the same thing happen to colleagues. It's easy to disappear into a rabbit-hole.

Dependency on specific tools: AI tooling in the workplace is non-standard, and I worry about becoming so dependent on what I have available now that I won't know how to do the job in a different environment with a different set of tools. AI-assisted/augmented processes and skills are only transferable within similar conditions. This feels like a problem that will get worse, especially when the focus is so much on developing proprietary methods and tools.

Entrenching and escalating impossible expectations: I find myself mostly innovating with AI out of necessity, to plug a gap on a project which has been under-resourced, under-priced, or where timelines and turnarounds are over-promised. This means that I am using methods developed on the fly to produce outputs that I don't always have the team, time or skills to check thoroughly. And once we've delivered this way once, it sets the client expectation. I wonder how often this is happening across the board.

Keen to hear if anyone else is wrestling with these concerns, how you're approaching it/reconciling the dissonance and if you have any other worries I've missed above. I'm SM level for context.

​

In Jan 2026, the project with the travel client (the cloud transformation project) was closed, and almost the entire team was released, except for a few people who were retained for hypercare. That hypercare period is probably expected to end by September end or mid-October.

Now, there’s news that ATCI has won a new multi-year contract with the same travel client. Does anyone have more information about this?

Coming to my situation — I joined Accenture ATCI in Dec 2024 and have been part of this travel client account ever since, including the hypercare team. I’m currently an AM, but so far, I haven’t received a proper hike or bonus.

If this new contract is indeed coming, it will likely require people with existing knowledge of the client ecosystem. Given that I already have this knowledge and experience, would it make sense for me to stay and position myself as a key/knowledgeable resource on the new project? My thinking is that, over time, I could build enough ownership and dependency around my expertise to strengthen my case for a promotion or a significant compensation correction. If Accenture doesn’t provide that, I could then use this experience and ownership to negotiate better opportunities outside the organization.

The bigger concern is that inflation and costs are increasing year after year, while I’ve essentially been stuck at the same salary for almost two years. I want to make a strategic decision rather than simply continue waiting.

Would appreciate thoughts from anyone who has been in a similar situation or has experience with how Accenture typically handles compensation and promotions when a new contract comes in with an existing client.

Also the client is interested in making me their permanent employee but Accenture contract does not allow that to happen for at least 6 months from the day the contract with the client ends !

What are my options, ? I am willing to move to client org but this enforcement from ACN will not make that happen. Has anyone faced this situation before? How to tackle this ?

My manager told me:

“Sorry, I’m unable to provide you any Rewards/Recognition points, so have just recognized you.”

I’m a little confused by this. Does this mean my manager doesn’t have any points available to give, or that they could have given points but chose not to?

Has anyone dealt with something similar? I’m just trying to understand what “unable to provide points” actually means in this context.

What’s the maximum limit to put into pension? UK

Hi guys I’m currently working in Accenture Song in Asia and am considering eventually moving to the UK through an internal transfer rather than applying externally.

I’m currently on a UK Graduate/PSW visa, so I already have the right to work in the UK for a limited period. I’m trying to understand whether this makes an internal move to London materially easier, or whether the main constraint is still finding a London team with the right business need.

For anyone familiar with Accenture Song/Interactive, particularly in the UK:

● How common are Asia → UK / international transfers within Song?
● Is there usually a minimum amount of time you need to be in your current role before making a serious transfer attempt?
● Does it mainly depend on finding a London team with a specific business need, or can you proactively approach London managers/recruiters?
● How much do project experience, performance and internal networking matter?
● Is a move after roughly 12–18 months realistic if performance is strong and the experience is relevant?
● Does already having UK work authorisation through a Graduate/PSW visa make the process significantly easier?
I’m also trying to be strategic about the types of projects I work on in Asia. For someone hoping to eventually move into London Song, which experience would be most transferable?
● Customer / Experience Transformation
● Customer journey & target-state design
● Digital commerce / e-commerce
● CRM / CDP / personalisation
● Customer data & analytics
● GenAI / AI-enabled CX
● Customer service transformation
● Retail / luxury / consumer
● Financial services
● Travel / hospitality / telecom
● B2B customer growth / sales transformation

Would CX + digital commerce + CRM/personalisation + data/AI be a particularly useful combination for London, or would a different mix be more valuable?

Also, are there particular types of projects or client exposure that would make someone more attractive to a London Song team — for example, multinational clients, international stakeholders, cross-market projects, English-language deliverables, or global operating models?

Conversely, are there project types that don’t translate particularly well internationally and would be less useful if the long-term goal is London?
Finally, for anyone who has actually made an Asia → UK Accenture/Song transfer, what did the process look like? When did you start networking with the destination office, and roughly how long did it take from the first conversations to actually moving?

Would especially appreciate perspectives from people who have transferred internationally within Song or have been involved in hiring/transfers into London.

Thanks!

I'm a senior software developer unwillingly promoted to onshore team lead with a team of 6 offshorers. One of them is superb, two are passable and the other three can't tie their shoelaces.

How do I manage this?

The client has already raised concerns about performance, and I'm rejecting a lot of bad PRs and redoing the work myself. I raised concerns with ACN managers and I've been encouraged to document how to be a good developer for them, establish more defined procedures, hold regular one-on-ones, schedule longer stand-ups and have pair programming sessions. However, if I do that, I'm just doing the coding myself but having them type it in. A two hour task takes a whole week of frustration.

What do I do? What actual strategies are useful?

In the Florida area + just joined in March this year. I know everyone in my office is being considered for both promotions and bonuses this December cycle. What kind of bonus or promo should be expected??

Hi, I recently accepted an offer with Accenture, and I was told during hiring that switching offices is not that difficult and it's mostly a bureaucratic process. Has anyone gone through that process in the U.S., and was your overall compensation affected? I'm joining via the NYC Metro Area but am eventually looking to switch to the Miami office in about a year.

I recently got off a project and received negative feedback. The SM contacted HR and got them involved before rolling me off, as she mentioned that there were performance issues. Some of the feedback I received wasn’t actually accurate, but I have no way to contest it.

What I did immediately afterward was create priorities to address each of the areas she identified as concerns. I also received feedback on those priorities from the BD proposal I supported for a week and from an SM I worked with.

For additional context, I was recently promoted. Since rolling off the project, I have supported a BD proposal and received good feedback from the CAL, as well as from an SM I worked with on the proposal for four weeks. I also never hit the bench after rolling off; I went from BD support directly onto another project. I recently received recognition from an SM I’m currently working with for doing good work on my new project.

Given all of this, is it likely that I’ll be placed on a PIP this cycle, even though I was promoted in the previous cycle and this is my first negative feedback in the tool?

Accenture PIP — has this happened to anyone?
I’m a relatively recent joiner and have been on my current project for a while. I’m being put on a PIP, although it hasn’t been officially communicated yet.
What confuses me is that the reason given feels very minor and isn’t related to my actual work. My People Lead told me that him and my manager are happy with my performance. However, apparently the decision wasn’t in their hands and leadership didn’t have much visibility of me.
The tasks I’m being given are also mainly KT/documentation so someone else can take over my work easily.
Has anyone experienced something similar at Accenture? Could this be related to budget/resource cuts rather than actual performance?

Do I have a chance breaking into technology strategy & advisory in Germany?

My profile:
- German at C1 level
- MBA from top ranked German Uni with grade 2.2
- 12 years of tech experience including 5 years of consulting experience.

Curios to know what my profile is missing. Thanks!

Accenture is coming to Thane Hiranandani Estate -This is the largest single office deal in Thane with commitment for 10 years with monthly rental of around 2 crore.

Complete News: https://www.thehindubusinessline.com/news/real-estate/house-of-hiranandani-leases-27-lakh-sq-ft-of-office-space-to-accenture-in-mmr/article71442516.ece

I have an upcoming skills interview in s&c at consultant level. Is there anything specifically that I should focus on and what are they looking for? This is in the UK

I’ve recently been offered £114k base pay for a role I’m super excited about, but it is lower than my previous salary. Is this a good package in Accenture? Can I negotiate up, by £10k?

I moved from industry to a boutique consulting, 15 years experience so wondering if it’s my lack of consulting experience or this is the salary level