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30+ days ago

Senior Associate, Technology - Commodities (Openlink Developer)

Sapient London, England

Provide leadership and Subject Matter expertise for projects using energy trading and risk management products; build competencies and mana… Sapient


Sapient Reviews

804 Reviews
3.3
804 Reviews
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Sapient President & CEO Alan J. Herrick
Alan J. Herrick
478 Ratings
  1. 3 people found this helpful  

    Mixed

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Consultant in New York, NY
    Current Employee - Consultant in New York, NY

    I have been working at Sapient full-time (more than an year)

    Pros

    - Met a lot of interesting and smart people over the years, but also a few oddballs
    - A few strategic projects that have been very interesting (but these are not common)
    - Work hours are not as bad as other firms (largely dependent on the team and project)

    Cons

    - Leadership seems unapproachable, especially to junior level people. Never really seemed like they cared; quite the opposite reaction to more senior level hires.
    - Bench/beach environment in the home office reflects the overall stale relationships and structure of the firm. Most people feel uncomfortable talking to each other.
    - Pay is sub-par if trying to work your way up. You will only get paid if you are coming from a higher salary. This promotes turnover and exits.
    - Lots of account managers will refuse to eat travel costs just to boost their margins. You then have localized benches instead of a regional pool. (which means missed opportunities for people sitting on the bench and a lot of mismatches) It feels like different companies instead of different offices.

    Advice to ManagementAdvice

    - There are too many expensive senior level people who aren't selling and don't actually deliver the work. You have an upside down triangle (with too many guys at the top) and it presents a stale working environment.
    - Increase the incentive structure for junior/mid level employees to actually stay with the firm. (bonuses are a farce and aren't even given to associates) They are the ones delivering and it's a lot cheaper to grow talent than to buy it. Hire younger people to bring energy into the office.
    - Fix those margin structures. Employees should not be sitting on the bench just because an account lead in another office refuses to eat travel expenses.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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