Are you sure you don't have fears "imposter syndrome"? A few things: "Senior" as a term has been pushed down in the actual experience required (eg: I've seen d

Are you sure you don't have fears "imposter syndrome"? A few things: "Senior" as a term has been pushed down in the actual experience required (eg: I've seen director postings with 5-7 years experience... when truthfully it is at least 10). Additionally, if anything, companies generally "push down" an applicant to the lower rung, especially in consulting. So the fact that they are suggesting "Senior" I'd say is probably right. Also, think about it as a way to "up your game". The moment you onboard, take every Senior, Junior, and Principal out to lunch/coffee, etc and say "what is expected of this role - genuinely"? Then ask each of those whom is the best person to watch in your role - and try to gauge where they are. Edit: Why do firms "push down"? Each is different; some may be needed a very particular role filled at a client, some believe in "give candy quickly" and promote 1-2 years after hiring (when possibly that person was already operating at the promoted level).