Deloitte Reviews

Updated April 25, 2015
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Cathy Engelbert
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Pros
  • Advanced attitude towards work-life balance (in 471 reviews)

  • Probably a good place to start your career (in 167 reviews)

Cons
  • Absolutely no work-life balance (in 1260 reviews)

  • There is no Work-Life Balance at all (in 254 reviews)

More Pros and Cons

15 Employee Reviews

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  1. Helpful (2)

    Sr. Consultant

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Consultant in Washington, DC
    Former Employee - Senior Consultant in Washington, DC

    I worked at Deloitte (More than a year)

    Doesn't Recommend
    Doesn't Recommend

    Pros

    I honestly cannot think of any. The only one that comes close is, it looks good on a resume, but other than that...zero.

    Cons

    They treat you like a number, not a person. A very cut-throat organization, with tons of backstabbing to climb the corporate ladder. I would not wish my worst enemy to work there.

    Advice to Management

    Start treating your employees like people, and not a means to an end.


  2. Helpful (2)

    No work/life balance

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Consultant in Washington, DC
    Former Employee - Consultant in Washington, DC

    I worked at Deloitte full-time (More than a year)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Deloitte offers great salary and the benefits are decent. You have many opportunities to expand your skill set and professional network.

    Cons

    Absolutely no work/life balance. They essentially expect you to be 'on call' 24/7 via your company cell phone. Furthermore, though they promise 5 weeks of PTO, but you cannot take it because if you do, it is impossible to reach your utilization target and then you get penalized for not meeting this metric. Therefore, you have to make up any time you take off as PTO.

    For example, I took off time because I was sick; when I got back I had to make up the time that I had been out because I was not "billable" to my client while I was sick; consequently, I got sicker because I wore myself out working overtime (and not getting paid for it). Another time, I was sick for over a month because I simply could not get time off to get better. My doctor finally told me I HAD to take off work and gave me a doctor's note. It was quite ridiculous... I would NOT recommend this company to anyone.

    Furthermore, what they tell candidates in the interviews and during the recruitment process is incorrect. There are catches to almost anything they say. They promised me things and then never held true to their word.

    The culture is cut-throat and competitive. You cannot trust anyone because everyone is back-stabbing each other to get ahead.

    Advice to Management

    Evaluate your utilization metrics. Most of the work/life balance is due to utilization. Furthermore, be honest and upfront with candidates as they come in the door. Give realistic job descriptions/previews, and hold true to your word. Don't make promises you cannot keep. This will stimulate an environment of trust and employee loyalty.


  3. Helpful (5)

    Hit or Miss...depends on your luck

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

    I have been working at Deloitte full-time (More than a year)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    1. Name Recognition.
    2. Great training programs.
    3. DU is a beautiful campus.

    Cons

    1. Politics, politics, politics…beware at all times.
    2. No work-life balance…no explanation needed.
    3. If coming in as a Senior Consultant, ensure you have a project PRIOR to starting. Many Senior Consultants come hired onto the bench, which tanks your utilization, and you will be penalized. Senior Consultants are not a hot commodity in the Federal space. It is easier to hire an Analyst or Consultant on a project than a Senior Consultant.
    4. Not easy to switch projects if not a match for your skill set. The manager will pretty much screw you on your review for this.
    5. Not as “client focused” as promoted. More often than not, it is all about the sale of new business than focusing on the task already given. Clients suffer.
    6. Manager -level and above will throw you under the bus to save their own hide. You must play the game well and be-friend the right people to ensure your end of the year review is not affected.
    7. Your vacation is not your vacation. You have to pretty much beg to take off. Also, keep in mind; taking vacation tanks your utilization.
    8. Not as easy to move within the company as promised. One has to actually PROVE themselves qualified in order to move somewhere else. This will require approvals all over the place.

    Advice to Management

    Take a hard look at the management in place. I encourage 360 reviews to be required for every project manager by their project team. That will identify all weak links. Partners are too far removed from everyone to be the advocate and solve problems. As long as the politics out-weigh the experience, turn over will continue to increase. Utilization shouldn’t be required for first year employees. Navigating thought the company is hard enough as is.


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  5. Helpful (1)

    Great Potential, All Too Often Unrealized -- Disappointing for All

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Manager - Services in Washington, DC
    Former Employee - Senior Manager - Services in Washington, DC

    I worked at Deloitte full-time (More than 3 years)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Deloitte often manages to hire great people and to foster a culture that values people (as opposed to "human" resources or widgets). It offers loads of training and values outside certifications (unlike many firms of similar or larger size).

    Cons

    March 2014:
    1. DTTL: Does not function as a global firm, only a global umbrella, thus there is no "Deloitte." The current US head seems to be retreating from predecessor's efforts in that direction. Thus, too many Deloitte worldwdie entities cannot draw on the overall firm, because agreements are not in place to enable this. The basic reason for this continued disunity seems to be greed on a partner-by-partner basis -- a lack of partner/ principal/ director (PPD) consensus to act as "Deloitte."
    2. Deloitte US firms: (Of which there are 4 go-to-market members and at least 1 internal, back office provider) reputedly fight each other in the commercial marketplace and threaten to bring that mentality to the Federal practice (though the new Federal head may be well aware of this problem and likely to challenge it, if not preclude it).
    3. Deloitte Federal: Aims to bring in superior practices from Deloitte US now that BearingPoint buyout has finished but faces leftover bureaucracy, which politics for position and power rather than strive to provide top-quality services internally and thus is poised to poison new (commercial) Federal head's efforts.
    4. Employees: As is typical in any large firm, many great people find their hard work undermined by politicking office bureaucrats, which converts many people into "lane-swimmers" and actively demoralizes people from entrepreneurship -- ironically, despite the fact that the firm still follows a partner model. A guiding principle should be that all employees act like PPDs and thus merit reward; instead, the performance management system seems to function as 1) legal cover for bi-annual lay-offs and 2) personal cover for favoritism among the bureaucratic-minded.
    5. Bottom Line - Employees: Like most firms, if you come to the firm a desired talent and find yourself wanted and protected by one or more PPDs, you will do well over time. If a PPD has not pursued you to join, or if you have not "blossomed" to a such a degree or landed in a lucky position that makes you sought after by a PPD, then plan to work here 1-2 years and then move on, after exchanging long hours of your honest service for a good name, training, and benefits.

    Advice to Management

    1. Read Pros and Cons above -- carefully
    2. Bottom Line - PPDs:
    2.a. Reward employees first and foremost who act as your PPD stewards -- after all, Deloitte is a partnership!
    2.b. Create real accountability for PPDs and lead the firm to a higher level with true leadership ("do as the captain says -- and does," not "do as the captain says -- not does")
    2.c. Un-clutter PPD schedules so they can provide the leadership needed
    2.d. End the double standards between PPDs and employee so they you gain meaningful buy-in and long-term employment out of people who will not otherwise become PPDs
    2.e. Start by providing (at a minimum) cost-of-living increases in benefits


  6. Helpful (4)

    Great people generally though a lot of bureaucracy

    Current Employee - Federal Consultant in Washington, DC
    Current Employee - Federal Consultant in Washington, DC

    I have been working at Deloitte full-time (More than 3 years)

    Pros

    Really smart people, lots of variety in type of work and clients, great benefits, progressive policies regarding family-planning and LGBT communities. Generally people are not only very smart and hard-working, but Deloitte makes sure to recruit personable people who are also great to be around in and out of the office. Deloitte also invests a lot in its talent in terms of continuing education and training.

    Cons

    Federal is looked down upon and not appropriately compensated, too much red tape creates risk aversion and busy work. There are opportunities to move between member firms, though it can be very difficult.

    Advice to Management

    By the time the market gets back on its feet Deloitte needs to start better compensating its employees andcompensate accurately. The federal practice especially also needs to recognize that an MBA is not necessarily the most valuable degree in the world, in fact MPPs, JDs etc. are equally if not more valuable to the work we do in federal and this should be recognized in our income.


  7. Helpful (10)

    (Deloitte US) Blackmail of Staff to Perform Work for Free, 'Rank and Yank' HR Practice

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Meaningless Title in Washington, DC
    Current Employee - Meaningless Title in Washington, DC

    I have been working at Deloitte full-time (More than 5 years)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    Pros

    Culture of excellence, awesome career challenges, work with best in class peers, some inspiring leaders, and competitive benefits IF you miraculously worked 40-45 hours; (see CONS)

    Cons

    Where to start?? How about with my headlines.
    Most places expect you to work 40 hours a week. Some places a bit more.
    Few have have leadership (PPDs) who make an *average* of $600k annually, but blackmail junior staff (who make a tiny fraction of PPD income) into working for free by calling it a "Firm Contribution". Pardon?
    Contributions are what feed the poor, house the homeless, and teach struggling kids. Deloitte made $30 Billion (USD) last year. The partners are the least in need of a "contribution" . Yet if staff fail to make this 'contribution' they will either not get promoted, or they will be shown the door.
    Contribution used to be based on number of hours, but is moving to "impact" namely how much money did your slave labor bring into the firm? If the impact isn't great enough, if you didn't "contribute" enough, (regardless of other performance metrics) please bring your badge and laptop to a meeting with HR.
    So maybe you make $140k, but if you tally it up against the hours asked of you, you really only make $75k versus working for a sane, ethical organization that doesn't extort free work from you.

    I'll save some text here; Google "Rank and Yank" to understand how HR and evaluations work. 10% are cut from Deloitte annually, no matter what. I've had some awesome couselees kicked to the curb because they missed some minor metric, even if overall they were star performers. It makes for both a revolving-door culture for most people, and as noted in some other reviews, nepotism for the folks who want to get to PPD.
    You will not make it to partner based on performance and client reviews, or even your book of business, unless you trip over some multi-million dollar opportunity. *WHO YOU KNOW* rules, and even that won't save you if you miss bare-minimum metrics, like "firm contribution".

    Lastly, if you are at all 'different', that is creative, innovative, bold, interesting, tattooed, pierced, artsy, talented in a niche, or otherwise don't look like the shiny happy faces you can see in Deloitte-posted videos, don't bother.
    They (honestly) do accept LGBT and folks of all colors/ancestry with grace and blind eyes. HOWEVER: Deloitte hires, retains, and promotes people who 'look'/think' like Deloitte. They want to claim to be 'innovative' and 'bold', but their DNA is an AUDIT/RISK FIRM, a TAX firm, and a FINANCIAL ADVISORY firm, even if they also do some consulting. Do the math. BEANCOUTER MENTALITY prevades. If you question the system enough times, or think you know a better way to do something, just bring your badge and laptop to a meeting with HR.

    There is no Hawaiian-Print Shirt Day, however you WILL be required to work, errr... ummm, I mean "volunteer" on some of your holidays to either do commuity service, or come to the office for all-hands meetings.
    Other reviews eloquently cover most of the ugly under-belly of this rat in shiny green-dot clothing. I spent seven years with Deloitte, and can tell you, she is most beautiful when viewed in the rear-view mirror, receding like a roadside snake-oil saleman in the desert distance behind me. Be warned. Most of the best I knew there have left, and the few that remain are eyeing the door. And God-forbid Deloitte is eyeing your firm for a Merger/Acquisition. Ugh.

    Advice to Management

    Keep doing what you are doing. It was a small iceberg, and the ship is too big to sink. See you in New York in three days.
    Okay, more directly, the PPDs who fought the slice-off of Consulting were WRONG. Consulting should be its own thing, free to innovate, take risks, even piss-off DTTL audit clients. The interweaving of the stone-chiseled AERS, TAX, and FA businesses makes consulting a clunky, stupid, ham-strung business. Further, ditch the "Partner" model. It is simply too slow to make decisions versus heirarchical models. You are swimming in molasses, while other water-ski by. Lastly, ditch the Rank/Yank model. Were are gifted/talented consultants, not widget-makers. a natural ebb and flow of ability, engagement, and performance is normal throughout people's careers. when you cut staff who are underperforming, you free them to apply their highest subsequent performance cycles at a competitor, or worse as a start-up/entrepreneur, with whom Deloitte is just to slow, clunky and bloated to compete.
    DU was the bright spot, though the secret PPD 'penthouse' only confirmed the "us/them" division the partnership model embodies. That model breeds more contempt than trust, more ire than desire to perform. ditch it.


  8. Not for the experienced hire. Disassociated culture leads to infighting and backstabbing at every turn.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Manager in Washington, DC
    Former Employee - Senior Manager in Washington, DC

    I worked at Deloitte full-time (More than 3 years)

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    Pros

    Salary, benefits and overall perks are top notch. Infrastructure is evolving, but definitely on the high end of capabilities in the idustry.

    Cons

    Insulated culture creates fiefdoms and lack of any influence from experienced hires. Firm lacks a true understanding of the Federal market and concession that need to be made to be successful. Metrics reign supreme, yet are doled out arbitrarilly, which cause a lot of infighting and backstabbing.


  9. Helpful (4)

    Bottom Line Mentality, Short-sighted Partners

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Washington, DC
    Current Employee - Anonymous Employee in Washington, DC

    I have been working at Deloitte full-time (More than 10 years)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    Pros

    Training opportunuties, and the opportunity to work with the leading players in every industry

    Cons

    Country club environment/mentality, you are either in or out. You need to have a "god father" partner once you get to the senior manager/partner level, otherwise life will be very difficult, and you will be frozen out. The best gigs are for the connected partners and senior managers. Management does not keep promises, so beware

    Advice to Management

    Get to back to the original ideals of this great firm.


  10. Helpful (5)

    Outrageous utilization target

    Current Employee - Senior Consultant in Washington, DC
    Current Employee - Senior Consultant in Washington, DC

    I have been working at Deloitte full-time (Less than a year)

    Neutral Outlook
    No opinion of CEO
    Neutral Outlook
    No opinion of CEO

    Pros

    Brand, Culture, People are nice, Big firm

    Cons

    Too much eminence building requirement i.e. white paper/proposal writing outside of normal 40 hours week
    Training requirement is hard 40 hrs requirement normal 40 hours work week
    Utilization target should be 80% not 90% that's crazy, which means you can't take advertised vacation without being penalized. So you have to make up the time of your vacation

    Advice to Management

    Reduce Utilization target to atleast 80% to retain top talent in high demand
    Eminence does not add satisfaction for employee retention, so abolish it


  11. Helpful (5)

    Poor Work Life Balance

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Associate in Washington, DC
    Current Employee - Associate in Washington, DC

    I have been working at Deloitte

    Doesn't Recommend
    No opinion of CEO
    Doesn't Recommend
    No opinion of CEO

    Pros

    *Pay and benefits
    *Great if you want to work 60+ hours a week and climb the corporate ladder

    Cons

    *Employees are expected to do their work for their client and then do extra work for Deloitte (150-200 hours of corporate contributions per year). In consulting of course we expect to help with an occasional proposal, but the constant drive to contribute more is draining.
    *If you have a family, a life, or just working for a paycheck, these requirements are hard to meet
    *Told by manager "work-life balance here is BS."

    Advice to Management

    Pay attention to your federal workforce, utilization and contribution goals do not fit with the types of contracts that we do in the federal area.

    Deloitte's aggressiveness in business is a turn off to many government clients.



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