BE A CONSULTANT AT SQUARE
Known and recognized for its conviviality and pleasant atmosphere, square supports you to succeed in all your projects and develop your talents.
Throughout your career at Square, you will be supported by a unique mentorship mechanism, the “Référent(e)/Référe(e)” System.
- As a “Référe(e)”, you’ll benefit from a kind, close, non-hierarchical point of contact called the “Référent(e)”.
- Acting as a mentor, the “Référent(e)” will support his/her “Référe(e)” in his/her assignments and work life, follow his/her development in terms of behavior, expertise, objectives and projection. He/She will make him/herself available and be a listener through various formal and informal check-in sessions. As a facilitator, he/she will ensure correct onboarding of his/her “Référe(e)” and guide the relationship with upper Management and other consultants.
In the future, you will yourself become the “Référent(e)” of one or more consultants.
You will be able to choose a community to which you want to belong, as soon as you join Square. This choice will be guided by your experience, your competencies, as well as your projection ambitions.
Within each consultancy of the Square group, one or more communities have the objective to gather consultants who share their expertise, knowledge, and an interest for a specific field. Each community contributes to at least one Area of Excellence.
At dedicated events, the members of a community meet to discuss, share, provide advice, and collaborate on internal projects or assignments. These communities allow each employee to enter spaces promoting the closeness between consultants, the development of our organization’s culture and collective work.
Communities allow to ease the onboarding of new hires and facilitate the communication and bottom-up and top-down information transfers.
FREQUENT MANAGEMENT CHECK-INS
You benefit from frequent management check-ins, allowing you to reach the objectives you have set.
The Appreciation and Continuous Development (Appréciation et Développement Continu, ADC) is based on 4 meetings per year with your manager and your “référent(e)”.
The four steps allow, in a favorable context, to discuss the client assignments and internal projects you have conducted, to reflect on them and set individual objectives anchored in time.
This process, built on discussion and transparency, allow to have a fair assessment of the commitment and fulfilment of the employee across the entire year.
OUR 8 POSITION LEVELS DETAILED
We have formalized a framework of consultant position levels detailing the expectations in terms of responsibilities and attitude for each step of his career path and based on his moments of life during assignments or internally to the firm. Fully aligned with the positioning of the Group, this framework provides the Consultants with a reference listing all the necessary guidelines for their current level as well as for those they intend to reach.
Understanding: the main early career expectation lies in the capability of the consultant to understand what is expected from him in terms of deliverables and communication, with his clients and within his consultancy.
Attitude: the main expectation expands to a capability to develop a proactive attitude and take initiatives to help the promotion of the firm’s expertise.
Senior consultant, level 1
Autonomy: the main expectation is supplemented by a capability to deliver high-level materials, building on business, methodology and communication skills.
Senior consultant, level 2
Initiative: the main expectation integrates the capacity to be the driver of pragmatic and operational ideas to support the development of his clients and his consultancy.
Support: a real link between upper management and consultants, the main expectation set upon the project manager consists in his capacity to unite teams around a common objective, with his clients and internally.
Influence: the main expectation becomes the capability to accelerate the standing of the consultancy, through the level of his interventions or his capabilities to promote the productions of the firm.
Group Vision: the main expectation lies in the capability to create value for the Group.
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