Advice - Bad start in a new role (overthinking or genuine red flag)

Based on the most helpful WSO content, here’s how you can approach your situation:

1. Is this a normal rough start or a genuine red flag?

• Red flags to consider:
  • The team shrinking from 27-30 to 8 is a significant indicator of instability. This suggests broader structural or business issues beyond your control.
  • Thin deal flow and under-utilization are concerning, especially if you’re not being given opportunities to prove yourself.
  • The culture being highly political and face-time driven, combined with the lack of ownership, is a mismatch for someone who thrives in structured, output-focused environments.
• While rough starts are common, the combination of these factors leans more toward genuine red flags. The lack of deal flow and the team’s hiring decisions (despite shrinking) suggest mismanagement or unclear strategy.

2. How long does it take to reset trust after a bad first impression?

• Resetting trust depends on the culture and leadership style of the firm. In political environments, optics often outweigh actual performance, making it harder to rebuild trust quickly.
• You’ve already corrected the basics (punctuality, responsiveness), which is a good start. However, without meaningful work or ownership, it’s challenging to change the narrative.
• In structured environments, trust can often be rebuilt within 6-12 months through consistent performance. In political environments, it may take longer and require navigating internal dynamics carefully.

3. How to differentiate between temporary sidelining and being managed out?

• Temporary sidelining:
  • You’re still being staffed on meaningful tasks or deals, even if peripheral.
  • Feedback is constructive, and there’s a clear path to improvement.
• Being managed out:
  • You’re excluded from key projects or pitches without explanation.
  • Feedback is vague, overly critical, or non-existent.
  • The team’s actions (e.g., hiring more people despite low deal flow) suggest they’re not invested in your success.
• From your description, the lack of ownership and the team’s hiring decisions could indicate you’re being sidelined or deprioritized.

4. Should you grit it out or move sooner?

• Grit it out if:
  • You see a realistic path to getting staffed on deals and rebuilding trust.
  • The firm’s broader instability (e.g., shrinking team, low deal flow) doesn’t pose a long-term risk to your career.
  • You believe staying will enhance your resume or open better exit opportunities.
• Move sooner if:
  • The culture and environment are taking a significant mental toll.
  • You’re not being given opportunities to prove yourself, and the situation feels stagnant.
  • You have strong inbound interest for roles that align better with your skills and preferences.
• Given the instability and cultural mismatch, moving to a better-fit platform may be the wiser choice. While another short stint isn’t ideal, it’s better than staying in a role that could damage your confidence and career trajectory further.

5. Actionable steps:

• Short-term:
  • Focus on delivering high-quality work, even if it’s peripheral.
  • Build relationships with key stakeholders to improve your internal standing.
  • Document your contributions to demonstrate value if questioned.
• Mid-term:
  • Explore the inbound corp dev opportunities discreetly. These roles may offer better stability and alignment with your strengths.
  • Assess whether staying another 6-12 months will significantly improve your resume or exit options.
• Long-term:
  • Reflect on what you want from your career (e.g., culture, work-life balance, ownership) and prioritize roles that align with those values.

Final Thoughts:

You’re not alone—many professionals face similar challenges when transitioning to new roles or cultures. As highlighted in WSO threads, it’s crucial to protect your mental health and career trajectory. If the environment feels toxic or unsalvageable, don’t hesitate to prioritize a move to a better-fit role. Your prior track record and skills will speak for themselves.

Sources: How to deal with a recession career-wise? A few lessons learned during the previous GFC, From PE >> Startup >> Back to PE, Handling Stress / Burnout in Private Equity, Joined New Firm; Complete Non-Cultural Fit > Let Go in 6 Months, Is my start to new job normal? Paid to do nothing