A Difficult Exit, a Better Beginning – Sharing My Experience Post-Accenture

I was relieved from Accenture on 12th May — asked by HR to resign immediately, or else face termination the next day. Today is 30th May, and here I am with two offers in hand — one at ₹12 LPA and another at ₹19.5 LPA (fixed).

In the last couple of weeks, 16 companies reached out to me — all through LinkedIn and Naukri, where I had updated my status as an immediate joiner.

It was frustrating and disappointing how Accenture handled my exit. Being my first company, this forceful resignation lowered my respect for the organization.

I was on the bench for four months. The HR reasoned, “We don’t have a suitable opportunity for you in our organization.” Really? You’re Accenture — a company with global reach — and you don’t have a single relevant opportunity? All this while, I was applying to every role that matched my skills from the internal demand sheet. I reached out to the listed POCs, only to be ghosted repeatedly.

If anyone from Accenture leadership is reading this, I have a sincere request: please evaluate internal talent based on knowledge, just like you assess external candidates — not based on irrelevant MCQ-based probability tests that determine outcomes unfairly.

One absurd example — my skill set was mismatched in the system, and apparently, while on the bench, I couldn't update it to reflect my actual work experience. What logic does this rule even follow? What purpose does it serve?

During my time at Accenture, I was earning a 6.5 LPA CTC with minimal hikes and toxic team dynamics. If you’re reading this — please don’t settle for less. If you're being told to resign, remember — the market has a strong demand for immediate joiners.

To those in similar situations: keep faith, upgrade your skills, and don’t let one setback define your worth.