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Triage Consulting Group Photos
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at Triage Consulting Group full-time (Less than a year)Doesn't RecommendPositive OutlookApproves of CEODoesn't RecommendPositive OutlookApproves of CEO
-The people, the people, the people. Triage does a great job of hiring social college students who will go out of their way to make the most of a fun, post-Greek-life company culture. -The hours are steady at 45 hours per week. I never had to stay late, never answered an email outside of the office, and never had to come in on the weekend. -If you are competent and have a decent attitude, you will get promoted to Senior Associate at 21 months. No sooner, no later. If you dislike uncertainty, this could be a great pro. This is a fairly quick path to actual project management. -If you are intelligent and ambitious, you can leverage the job into a far better one. The top 10-25% of Triagers leave for solid jobs in tech, banking (occasionally), or top 10 MBA programs. -There is a focus on developing professional, soft skills that is useful for college grads with no real full-time business experience prior to this job.
-There is almost no differentiation between high performers and mediocre performers. As mentioned before, if you are truly incompetent or have a poor attitude, you will not get the Senior Associate promotion. Otherwise, you will get promoted, and high performers can lose steam when they realize how easily others can coast along and receive the same evaluation score. -Don't expect "consulting" work for the first 2 years. Expect to audit hospital claims data, peruse through the shorthand notes of claims administrators, and spend the vast majority of your time navigating through insurance phone webs trying to find out where a specific claim’s reimbursement process went wrong. Unless you want to work in healthcare management or a hospital billing department, you'll learn a lot of the minutia about one very specific niche of healthcare that won't apply to your future career. -If you rent an apartment in SF, the starting salary does not go a long way.
Advice to Management
With no external differentiation between high and low performers, Triage is relying on the personal drive within high performers to keep them motivated. If people aren't channeling their drive towards their work work, they'll channel it towards job hunting. Management could incentivize Associates with a promotion path contingent on performance. The very top performers are ready to be a second Senior on their fourth or fifth project, while others could be promoted at their sixth or seventh project. Rather than striving to be “good enough” to get promoted at 21 months, your top performers would work harder to prove that they are ready for more responsibility and a raise sooner than others.