Deloitte

  www.deloitte.com
  www.deloitte.com
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Work Life Balance

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

I have been working at Deloitte full-time for more than 5 years

Pros

Reasonable hour during the busy season 65-75. there always be some outlier who works over 100 hours a week in certain week, but that is not normal. You can take long extended vacation and time off after the busy season to recharge.

Cons

Compensation is probably not competitive against other big four.

6627 Other Employee Reviews for Deloitte (View Most Recent)

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  1.  

    Decent, what you make of it. Expect to be extremely social - this goes farther than skill. Find a good manager.

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

    I have been working at Deloitte for more than 3 years

    Pros

    Plenty of time off
    Smart folks

    Cons

    Crappy 401(k) Match
    Low initial salary

    Recommends
    Neutral Outlook
    No opinion of CEO
  2. 11 people found this helpful  

    Lots of things to be wary of... proceed with caution.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Manager  in  Arlington, VA
    Current Employee - Manager in Arlington, VA

    I have been working at Deloitte full-time for more than 5 years

    Pros

    Some interesting and cool work is available, if you "know" the "right" people.
    Communication of expectations to practitioners is adequate
    Tenure-based promotion system on partner track is clearly defined
    If you want a company that offers a number of extra-curricular "internal firm activities" to become involved in, look no further
    5 weeks of annual PTO is offered to practitioners (6 weeks for Manager and above)

    Cons

    45 hour work weeks on client engagements are the minimum expected norm
    Participation in firm-building activities (proposal writing, white paper writing, etc.) beyond 45 hours per week is expected (required for any sort of good rating)
    Expectations of 2300-2600 hours billed per year are minimums (people who want above average ratings will bill more)
    While lots of PTO is given "on the books" management expects that much of it will go unused - and clearly communicates this expectation via email to all employees at least annually
    PTO expires (can only be carried over one year) - firm leadership counts on this happening when calculating their profit margins and paying partners
    "Up or out" philosophy forces people into promotions, even though they may be happy with their current function and position
    "Independence" policies force you to reveal your investments, loans, credit card debt, and insurance purchases to the firm twice per year (this information also includes holdings and purchases by your spouse and children)
    "Independence" policies restrict your investment options and hamper retirement planning processes (firm wide, no matter what your function is)
    A minimum of 40 hours of training is expected each year for above average ratings (training time is on top of client work and internal firm activities)
    Annual review process can depend upon who you know and what you've done for them, not necessarily focusing upon overall work quality or client/project manager satisfaction with you
    Pay is not really much above industry average (if at all), especially when factoring additional expectations above and beyond most other jobs at many other companies - there is a large chasm between compensation for staff/lower level management and upper level management/partners (but not necessarily a large chasm between work expectations)
    Expectations to work over weekends can sometimes make it nearly impossible to have a normal life (most partners in the firm do not appear to care about things like religious obligations on Sundays or family vacation plans)

    Advice to ManagementAdvice

    More information about independence requirements, billable hour expectations, and real work-life balance should be communicated to candidates before extending an offer to them (if many knew what life was like as an employee before they came to the firm, they would likely have gone elsewhere).
    Work expectations need to be lowered for all employees. Most companies do not expect their employees to deliver 2300-2600 hours (or more) of work each year, and placing such an expectation upon your employees is unreasonable and smacks of indentured servitude.
    PTO balances should carry over indefinitely, and PTO accumulation should not be capped.
    Give employees an option to cash out all (or a portion of) their PTO balance annually.
    Expectations of firm building activities and proposal writing activities for all practitioners need to be removed. Firm building and selling work is your job; do it and let your practitioners focus upon providing high quality work for sold business.
    Eliminate mid-year review process, as the whole exercise is meaningless. It wastes time to prepare evaluations and discuss evaluations - especially since practically nobody receives any pay adjustments or promotions during this review.
    Quit sending around surveys asking what changes need to be made, while ignoring the problems with the firm that should be jumping out at you. Stop acting like consultants and over-analyzing; start making the changes that actually need to be implemented.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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