Trying to understand how this really works at the firm. we spend a lot of time on 360 reviews, but i keep hearing that the confidential talent ranking is what really drives comp, promotion and how management views you. i've also heard of managers asking to see your proposed 360 reviewers first or even telling people who they should use. if that's happening, it makes the whole 360 process feel a little circular. for anyone who has been through a few cycles, especially VPs or EDs: does a strong 360 actually move the needle, or is the real decision already made during talent ranking/TDP?