PricewaterhouseCoopers – “Who? Where?”

Pros

It's a big four, so no complaints about status or perception by others. People are pretty friendly, theer is a lot of emphasis on development. if you wnat to life the consulting life and learn the ropes, this is a great place to be. Lots of room, lots of opportunities, lots of interesting people.

At a management level, PwC is a typical partnership: anything goes as long as at least one partner approves. So go sell your idea to do consulting from a hot air balloon to a dozen partners; one of them will think it's a great idea and up you go!

Benefits are great, specially for long timers.

As PwC lacks a strong internal structure, you can pretty much define your own niche and work.

Cons

PwC is a sort of networking organisation. If your good at that, well, great, you will prosper. If you need a fair bit of hand holding, and like to be part of a team, think twice before joining. PwC does not have any idea how to make people feel at home. You nominally have a relationship partner and a coach, that you'll meet bimonthly if you're lucky. No real team, no 'family' feeling, no group building. If you're not on an assignment, you're on your own. If you don't show up at an office, nobody will notice. Nobody can even tell who is responsible for you, or who can fire you.

PwC worst competitor is themselves: they sim[ply cannot systematically identify what capabilities and knowledge they have. It's all down to your own network in the firm if people find you, staff you, notice you.

Do not expect too much work life balance. Of course, there are plenty of good intentions, just like the road to hell. In practice, PwC expects 50, 60, 70 hours workweeks, with plenty of calls in wee mornings, late evenings and weekends. So don't count on bringing your kiddies to daycare, or being home in time for dinner. Then again, show me the consultancy that actually will maintain a work-life balance. they are probably belly up...

Advice to Senior Management

Improve localization of internal talent. More then one opportunity was abandonned, or staffed by 3rd party, while the talent is in house and on the bech, blkissfully unaware of the craving need of the guy in the next cubicle.

Make your compensation/benefits mid year adjustment a bit more flexible. More then a couple of people left because they felt underpaid- and their replacements got 25-50% more salary....