Incandescent is a strategy consulting and venture development firm; we advise leaders conduct research and work with founders to build companies. In our advisory practice we partner with top leadership of large corporate enterprises across a range of industries on strategy strategy organizational performance and innovation. A significant part of Incandescents practice also focuses on systems change working in partnership with philanthropy and leading nonprofit organizations. In our venture practice we are partners to founders growing ideas into businesses that scale and endure taking equity positions in these ventures. Across these different types of engagements our focus is often on collaborating with leaders to drive solutions at the intersection of strategy and organization. Founded in 2013 we are building a small team slowly and carefully. Each team member plays an integral part in developing Incandescent as a firm that discovers better ways to create build and run organizations. We orient ourselves as generalist thought partners and catalysts rather than specialized experts; focused on our clients larger journey more than the discrete project; and work in smaller teams with team members at all levels engaged directly with senior clients
ROLE:
Incandescent is seeking an engagement leader. Engagement leaders are the daytoday owners of work on the highstakes questions that range from developing the corporate strategic plan for a Fortune 500 to helping a company transform its culture. Incandescent is much flatter than a traditional consulting hierarchy and we think about team structures in a flexible bespoke way. Inside a principled unwavering commitment to the long term we encourage team members at all levels to contribute to developing lasting relationships with clients and creating new opportunities for the firm. We think about our objectives as broader than simply maximizing the performance of the firm as a business. We hold four fundamental commitmentsDiscovery Impact Community and Economic Valueand at different times we make tradeoffs to give these distinct commitments the weight they need.
EXPERIENCE:
Incandescent is looking for candidates who will take ownership of important client relationships and firm objectives and at the same time who will be active citizens of the firm contributing beyond areas of direct responsibility. Successful candidates at the engagement leader level could come from a range of backgrounds with experiences that demonstrate their ability to drive strategic thinking in the white space of difficult ambiguous problems; bring together multiple disciplines reaching beyond their own areas of specialized expertise; lead teams; and navigate complex stakeholder environments building organizational support for important decisions and driving change. A demonstrated track record of applied business acumen entrepreneurial drive and a commercial growth orientation is essential.
Most hires into this role will have had prior strategy consulting experience; those who have not worked in a strategy consulting firm will have engaged in similar kinds of work in a different environment for instance inside a large enterprise or in rapidlygrowing startups. While Incandescent does not privilege any specific academic background an engagement leader should have mastered a range of MBAlike skills and mental models although not necessarily with particular focus on financial analysis.
Senior members of the firm lead by example and take the time to teach in a way that embodies nurtures and develops the attributes we look for in all of our team members:
Conceptual thinking: the capacity to see highlevel patterns and principles and the ability to translate concepts into concrete decisions and action
Empathy: the capacity to imagine how the world looks to others and to build bonds of trust even in difficult circumstances
Discipline: consistent followthrough and the capacity to translate intentions and decisions into sustained actions and results
Drive to learn: intense curiosity a commitment to honest selfexamination and open feedback a willingness to take risks
Intentionality: thoughtful and deliberate about each aspect of ones work; commitment to make each detail express the broader vision
Incandescent is a demanding environment wonderful for people who are built in this specific way and not for anyone who isnt ready to be stretched to his or her limits on these dimensions
When we notice something isnt working as well as it ought to we work to understand root causes and to push through to implications
Incandescent doesnt have a defined title system and career ladder like traditional consulting firms. Similarly our business model is not parallel to the large consulting firms and we are not attempting to create a parallel compensation model
A role with Incandescent is likely to feel particularly compelling to an individual with one or more of five profiles:
A person who loves the work of being an advisor and is drawn to an environment that will provide a supportive context for this development without a formal uporout model or the purely commercial focus that comes with the path to partner in the big firms
A deep thinker who values the opportunity to develop themselves as a thought leader. We invest dramatically more time than traditional consulting firms in drawing conceptual insights from our work with clients offering an intellectual home akin to that of a business school faculty
An entrepreneurial individual who values the ability to work across stages combining work with large enterprises with the ability to play a role in developing and building businesses from the ground up
An individual who is attracted by the ability to work both in the private sector and the social sector and to draw connections between the two
An individual who is excited over time to develop a practice in a particular industry domain. Incandescent engages with large enterprises and earlystage ventures and with forprofit and nonprofit organizations. While Incandescent does not organize by practice area we could imagine somebody with entrepreneurial vision and excitement about specific domains majoring in deepening their work in one of these spaces
$145000 $500000 a year
COMPENSATION:
Engagement leaders encompass a wide band in terms of experience sets professional backgrounds and expectations regarding commercial leadership. Someone just moving into this level of responsibility could have a base salary of $and a total compensation package with an expected value of $. At the experienced end of the spectrum compensation is more variable with base salaries that could reach $250000 $275000 and total compensation packages that could have an expected value of $500000 or in exceptional cases even more. Payouts above or below a target baseline bonus are based on firm performance and holistic assessment of individual performance not formulas tied to specific economic targets at the individual level.
Disclaimer: Drjobpro.com is only a platform that connects job seekers and employers. Applicants are advised to conduct their own independent research into the credentials of the prospective employer.We always make certain that our clients do not endorse any request for money payments, thus we advise against sharing any personal or bank-related information with any third party. If you suspect fraud or malpractice, please contact us via contact us page.