Deloitte

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5 people found this helpful  

The fall of the empire

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

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

Pros

- Hires young, bright resources
- A few really great managers/senior managers
- Amazing culture in the past - this still resonates with some managers/teams, but not all
- Analyst program is incredible - leaders, coaches and participants all enjoy and come away will great skills and networks

Cons

- Confusing and compressing compensation structure for FY13 and beyond, places all the risk on staff and away from partnership
- Opacity into firm earnings (and what they mean, e.g. "making plan")
- Inability to rotate between projects and get diversified experience
- Many "checked out" senior managers/PPDs, no mentorship at the highest level
- Lots of overhead staff watering down the culture and profits
- Many 'experienced hires' with no relevant work experience brought in at too high of a level in the PPD track
- Top heavy with nebulous edicts from HR organization that no one can request information from or make changes to, absolutely no personal care or attention paid
- Forever changing "road to partner", 10-12 years to 15+ years in my tenure
- Role of 'counselor' has no control on it, many counselors are unknowledgable and unenthused

Advice to ManagementAdvice

Cut the fat and remove some of the overhead; get more people into client service and away from "support staff". Clarify the expectations for the road to partner and make this an attainable goal for resources to inspire them. Care more about resources and invest in careers through education and compensation across service line. Ensure a higher quality of senior management and investment in junior resources. Invest in your people, instead of seeing them solely as dollars. Try and get back to "old Deloitte" and revive the awesome culture that is seriously in danger right now.

Recommends
Negative Outlook
No opinion of CEO

7210 Other Employee Reviews for Deloitte (View Most Recent)

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  1.  

    Great place to start your career....but that's all

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

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

    Pros

    Great way to work in a variety of industries to figure out what you want to do
    - Great pay
    - Good benefits
    - Solid career development and learning opportunities

    Cons

    Most of the negatives apply to all of the Big 4 firms
    - Long hours
    - Long term projects (sometimes)
    - Heavy travel

    Some cons that I think are unique to Deloitte
    - Risk averse business culture
    - Very political environment
    - Growing tremendously through acquisitions without enough integration

    Advice to ManagementAdvice

    Find ways to make the firm feel smaller so practitioners don't get lost. A lot of people are very good about forging a path for themself but not all. Find ways to keep the strong culture the firm had when it was smaller.

    Recommends
    Positive Outlook
    No opinion of CEO
  2. 22 people found this helpful  

    Not a Good Place for Experienced Hires

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

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

    Pros

    This review is for Deloitte Consulting - Strategy and Operations
    * Constant learning
    * Always working on different projects, doing new things. No dull moment.
    * Exposure to the highest levels of organization. Great exposure to the enterprise and how everything comes together from the highest levels
    * Working together with a lot of smart and talented people

    Cons

    Cons:
    These cons are written from an experienced hire perspective, as someone who's joined the firm with many years of work experience:

    * Do not join the firm as a consultant or senior consultant if you are around 33-35 or older. It will take more from you than you'll gain from being here. And most of it is emotional scars which are difficult to foresee but leave long lasting impacts.

    * When you come in as an experienced hire and especially from smaller companies, they will place you at least 1 but probably 2 levels below than what you'd have in mind based on what you are doing in your current job. The partners will sweet talk you that this is ok and with all this experience you can get promoted very quickly once you outperform your peers
    --- In reality this doesn't work like that. When they put a mid 30s guy to compete against 27 year old fresh MBA graduates you are set up to lose
    --- Also you get typecast based on your title. Although you can do a manager's or senior manager's job, you will be treated as a C/SC and will be asked stuff that you may have done years ago but can't do as fast as you used to

    * When you get in everybody will emphasize the importance of networking. What it means is
    --- You will get staffed on projects only if you know somebody
    ---- You will get promoted only if people especially Partners/Directors/Principles or SMs who know you speak well about you during the review meeting In other words, if you are from the NY office but has worked on projects where the P/P.Ds or SMs are from other offices, they won't be talking on your behalf and all the good work you may have done will not count towards anything.
    --- Also building a network takes a pretty long time especially in a large firm like this. As an experienced hire you have very little chance to compete against people who join the firm as campus recruits who start as a class and build relationships amongst themselves which they carry into future. As an experienced hire, you don't have this setup. You are left to your own abilities to meet people who have influence in the firm
    ---- Also remember that P/P/Ds and SMs are nurturing staff who they think are good candidates to become future P/P/Ds. You make a judgement call, who they will spend more time nurturing - A younger person with many years in front of them or an experienced hire?

    * The key metric in this firm is your client hours. Any other type of work, like firm activities or internal groups will not count towards anything if your haven't met your client hour goals regardless how great your Performance Evaluations are.

    * You will be interviewed and your internal references will be checked before you get staffed in anyy project. It somebody says something negative about you you will not get staffed on that project and same managers won't call you again

    * This firm is very similar to a military academy or a fraternity. You have to go through the hazing process, put in your time. If you are an experienced hire over 30s, rethink your decision to join the firm.

    * The culture is very aggressive. No doubt the place is full of very smart and talented people but this doesn't make them good managers. You are at all times expected to kiss ass and stroke the egos of the people above. If you say once "No" to something you will not be considered for anything else again by the same person even if you have a legitimate reason.
    --- This also makes this firm very hierarchical. If you have a different idea than the person(s) above you and contradict them or explain where you are coming from you will be considered as defensive or not a good team player.
    --- Because of this extremely hierarchical structure, things get changed and modified very often because somebody above says something different. And because of the egos every person above you has an opinion of how things should be. Usually there is no upfront planning to avoid multiple iterations of the same work. You work with your manager and produce something, then his or her manager changes things completely and it goes on in this fashion. The team doesn't usually come together and talk in detail what needs to be done. Every level reacts to what you put in front of them and this creates a very inefficient process to produce something

    Advice to ManagementAdvice

    Advice to Management:
    * Look into reasons why 4 out of 5 experienced hires leave the firm within a 1-2 year period?
    * Develop a customized on-boarding process for experienced hires where they can pick up skills like building slides quickly but they can also bring in their experience and skill to light faster.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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