Deloitte

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Deloitte Reviews in Washington, DC

Updated Jul 17, 2014
All Employees Current Employees Only

3.1 447 reviews

49% Approve of the CEO

Deloitte CEO Joe Echevarria

Joe Echevarria

(135 ratings)

66% of employees recommend this company to a friend

Review Highlights

Pros
  • There are options for partial telecommuting which contributes to work/life balance (in 425 reviews)

  • Great place to start your career as a recent graduate who is looking for experience (in 146 reviews)


Cons
  • As per me not a long term career option for people who give imp to work life balance (in 1093 reviews)

  • Literally no work life balance(Or No life only work) as a Center associate (in 221 reviews)

More Highlights
447 Employee Reviews Back to all reviews
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    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    1 person found this helpful  

    Suck Up to Management, Conform, or Fail

    Audit Senior Assistant (Current Employee) McLean, VA

    ProsStandard Promotions. Earnings a little bit more than minimum wage. Looks good on the resume. You learn alot. High quality work performed on enagagements; but only due to fear by management of PCAOB comments.

    ConsWork Life Balance - One of Deloitte's biggest jokes, which is why the firm has been trying to change the term to Work/Life fit. If your life is more than your work at Deloitte, Deloitte is not a good fit for you. When starting at Deloitte, please remove all your facebook friends, breakup with your boyfriend/girlfriend, and delete all personal contacts from your phone. Deloitte is your life now.
    Promotions - You will not be promoted any faster than Deloitte's schedule.
    Work - Take your time finishing your work. If you finish all your work fast and ahead of schedule, you will just be assigned someone else's work; and it will also burn you out in the process.
    Management - The firm has been promoting alot of workaholics recently. If you are not abiding by their schedule, they will look down on you and think you are not trying hard enough. Many of these workaholics don't know what to do with themselves if they have only been working 40 hours a week. Many of these workaholics are in bad marriages, and prefer to be at work than spending time at home with their 'so called' loved ones. Therefore they often will search for more work to do and generally will try to find additional work for the engagement. These workaholics consider 'light' work weeks 40 hours, and often say that they don't know what to do with themselves if they are not working more hours.
    Raises - The 15-20% raises they told you to expect each year in school was a complete lie. You can generally expect a 2/3% raise each year, unless it is a promotion year, in which you can expect 5-13%.

    Advice to Senior ManagementStop promoting workaholics - it is ruiining your culture.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    1 person found this helpful  

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

    Senior Manager - Services (Former Employee) Washington, DC

    ProsDeloitte 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).

    ConsMarch 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 Senior Management1. 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

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    2 people found this helpful  

    Federal AVA (Accounting, Valuation, and Analytics) is a practice of Audit Readiness, not Analytics.

    Consultant (Current Employee) Arlington, VA

    Pros-A lot of the consultants and senior consultants are very smart, nice people.
    -For the type of work done, I felt that the pay was competitive.
    -It's very easy to advance in this practice.

    ConsAnother reviewer on glass door posted a review of AVA that I feel is very accurate. I'll rehash some of those points as well as add my own.

    - You will mostly use tools that no one in data analysis has any business using. A prime example is a program called ACL. I have used many types of software, and ACL is by far the worst. The management is under the impression that this is a useful tool. It is not. It is not able to handle data even at the GB level, and has a syntax that a small child might come up with. I can somewhat understand that on certain projects, the government provides this tool and doesn't have the funding for SAS, but even then there are many great open-source tools that should be used instead. However, the usage of ACL doesn't stop there. Instead, it is used on projects that have access to SAS, in spite of the fact that ACL is always much slower (and more prone to error) than SAS. Additionally, programming time is much longer on ACL, due to the poor design and clumsiness of ACL's syntax.
    - SAS is very underutilized in a practice that is built on summarizing and joining tables. PROC SQL is not allowed, and neither are WHERE statements. Both would speed up the reconciliation process greatly with no detriment.
    - Placement of consultants on projects is done extremely poorly. I cannot count the number of instances that a person who would be a good fit for an opening on a project is passed over for someone who would be a poor fit. This causes both the project manager and the consultants to be unhappy.

    Advice to Senior Management- Don't lie to people about the type of work that they will be doing during interviews. I think this is the number one reason for the high turnover in Federal AVA.
    - Ensure that your managers treat the consultants with trust and respect.
    - Don't use stupid tools for simple tasks. ACL is not a data tool, and no one in AVA should be using it. There are plenty of great (free and open-source) alternatives that are much, much better.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

  1. We want your feedback – Are these company reviews helpful to you?  Yes | No
    • Culture & Values
    • Work/Life Balance
    • Senior Management
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    • No Opinion of CEO

    2 people found this helpful  

    If you are bright and talented, this is NOT the place for you!

    Services Manager (Current Employee) McLean, VA

    ProsIf any, it would be networking and access to training provided through Deloitte University.

    Cons1. All the warnings in the world cannot prepare you for the internal dysfunction within this organization!
    2. The ethics hotline is useless when reporting violations because investigations are performed by internal Deloitte personnel who may and have had direct professional relationships with the employee being investigated.
    3. Favoritism and politics protect corrupt employees from reprimand or dismissal.
    4. Abuse of authority is common within Services management on all levels, and perceived as necessary in order to silence the voice of overworked service employees.
    5. Partners are fearful of addressing concerns or making waves internally because it may impact their ascent. As such, many are willing to ignore the suffering of other Deloitte personnel if there is no professional career gain in it for them.
    6. Changes made to the firms operating structure providing Deloitte Services oversight of administrative operations has been brutal on the moral across all functions.

    Advice to Senior ManagementUpward management feedback should be used to measure performance across all functions.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    5 people found this helpful  

    Sucks...

    Senior Consultant - Consulting (Federal) (Former Employee) Washington, DC

    ProsBenefits. That's pretty much it.

    ConsLong hours and pay scales under the industry average. They will tell you that the pay ranges are the same (even with their new push to go more towards bonuses) but this is not true when you closely examine their competitors. Furthermore, the best titles to be in this company are Partner or Director. Anyone under them is basically expendable. This firm will chew you up and spit you out. Which is why there is such as high turnover rate. You not only have to have a 90% utilization rate but you also are judged upon how much "PRD" work (firm activities such as white papers, proposals) you do. They don't set the amount of hours you have to meet and you are not allowed to know what others in your consort are doing even though at the end of the year you are judged by what others with your Title have done. So if you did 50 hours of PRD work but the average is 150 hours, you not only don't get a good rating, your rating will actually GO DOWN!! If you do 150 hours the next year and the average is 300 hours, your end of year rating with GO DOWN!! I know because this happened to me. The best part of this is that they don't just come to you and say "I have these activities that I'd like you to do". You only discover them by networking and chasing after them. So, to sum up, you not only have to do your job and make the client happy by working a ton of hours. You then have to spend another 10-20 hours a week finding someone who has enough PRD hours and the right kind of PRD (because not all hours are equal). Once you've found the hours to be able to put in, you then have to do them. This company is only good for people just out of college who want to get their feet wet in Consulting or people who have worked elswhere who want to come to Deloitte and skip to the Sr. Manager, Director, Partner levels. Very few of the college grads who start with Deloitte actually rise up through the ranks to make it to Partner.

    Advice to Senior ManagementStop lying about Deloitte respecting work/life balance (you know you don't). Start paying your employees more and stop treating them like the equivalent of the copy machine that can simply be replaced. Yes, the benefits are nice. But golden cages are still prisons and those "benefits" come at the price of health/home life and lower salaries

    No, I would not recommend this company to a friend

    3 people found this helpful  

    Great people generally though a lot of bureaucracy

    Federal Consultant (Current Employee) Washington, DC

    ProsReally 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.

    ConsFederal 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 Senior ManagementBy 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.

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Approves of CEO

    1 person found this helpful  

    Poor Management Low Salary

    Project Controller (Current Employee) Rosslyn, VA

    Pros-Good health/fitness benefits
    -free food
    -generous PTO time

    Cons-long hours
    -poor management
    -inefficiency in work management

    Advice to Senior Management-Pick one way of presenting the information and stick to it.

    Yes, I would recommend this company to a friend

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    7 people found this helpful  

    Do not drink the Deloitte Kool-Aid

    Manager (Current Employee) Arlington, VA

    Pros- The only pro is that name recognition, yet compare to the likes of McKinsey, BCG, and Bain, Deloitte is only in the upper-middle tier at best.
    - Some at the very top management (e.g. Jim Moffatt) are true visionary, other low level PPDs (at least in the Federal sector) are nothing but glorified sales people.

    Cons- More than 70% of the people in the Deloitte Federal/Public Sector are former BearingPint people from the acquisition in 2009. Many in the BP management were made PPDs to prevent attrition. As a result you see rampant nepotism where those PPDs promotes those old comrades from old BP, or put those young, inexperienced old BP people as project leads. And during the so called "consensus meetings" (or performance evaluation) they flatter each other like old flames.
    - I guess this is true for other Federal contractors in the DC area, but Deloitte is nothing but a government milking machine. You should see some of the projects going on here where hundreds of consultants are staffed on a federal client project and doing nothing or just shoving papers yet billing $300-$500/hr. And many are long term contracts (5+ years). Talk about wasting tax payers' money.
    - The so called "firm activities" are nothing but free labor to the company. They track how many hours you spend your evening hours networking, writing papers or proposals, recruiting, etc. Those with family and little kids are penalized just because they value family times and cannot meet the stringent requirements. They call this "you control your own career".
    - Training is a joke. All the internal training is conducted by, you guessed it, internal consultants. You get firm contribution hours if you give training to other consultants. So you see people sign up to lead when they are not professional trainers or even qualified to do so. Talk about blind leading the blind.
    - Human Resources who's primary job is to staff people on projects are not doing their job. You see lots of people on bench and you are on your own to find your own next projects if there are no openings within your own network (which is often the case since the same opening will be competed among people who has the same network). I guess the mantra "you control your own career" is true.

    Advice to Senior ManagementThere is no advice in world that will change the mindset of the old PPDs coming from the defunct BearingPoint.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • Disapproves of CEO

    9 people found this helpful  

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

    Meaningless Title (Current Employee) Washington, DC

    ProsCulture 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)

    ConsWhere 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 Senior ManagementKeep 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.

    No, I would not recommend this company to a friend – I'm not optimistic about the outlook for this company

    • Culture & Values
    • Work/Life Balance
    • Senior Management
    • Comp & Benefits
    • Career Opportunities
    • No Opinion of CEO

    6 people found this helpful  

    World class training, good benefits, smart people, and poor project placement practice.

    Manager (Former Employee) Arlington, VA

    Pros1. The firm offers world class training in hard and soft skills. Makes one of the best places to work if you are just starting your career.
    2. Offers above average benefits and compensation.
    3. You may get very good exposure to a diverse set of industry projects

    Cons1. They will continue to hire new staff with same skills even if you are on bench for a long time.
    2. If you have over 2 decades of industry experience, you will be the last one to get hired on projects. And if you are on bench for over a certain number of weeks, you will be asked to leave.
    3. Its a game of musical chairs to get billable on client projects.
    4. Work life balance - one of the worst in the industry. Expectation is - put work before everything else including family.
    5. Outside the firm exeperience is rarely respected. It is better to grow from entry level position to top. In other words - not a place to be for experienced hire.
    6. Even if you are a very experienced professional , a junior colleague may write your performance reviews.
    7. It does not matter how talented you are , if you are not well "networked" you will be on bench for ever.
    8. Aggressive sales and poor execution of client projects
    9. Very hard to please management. Quality rarely matters, where as quantity (number of hours, number of papers) do matter.
    10. You are always compared to your peers for performance. If your peers put 80 hours per week, and you put only 60, you are rated "poorly performing".
    11. You are always judged by your current numbers , and NOT by your potential or previous track record.
    12. Due to exorbitant growth, the firm has become a wholesaler of technology practitioners.

    Advice to Senior ManagementThere is something every one has unique talent that they can offer to business community. Know that talent early on and deploy the staff accordingly. Treat each practitioner uniquely and not as a widget.

    No, I would not recommend this company to a friend

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