Hitachi Consulting Reviews

Pros

Good benefits
Week off at Christmas

Cons

Some upper management have really big egos
Company is so focused on bottom line they lose sight of the employees that make that happen

Advice to Senior Management

Never forget that people are the key to any consulting company. And it's the little things that matter in retaining people - recognizing people's contributions, thanking them publicly, giving credit to the people on the front line. This is especially lacking in internal support positions.

Pros

amazing talent to work with
great solution offered to the clients
pushing forward to excel always

Cons

extensive travel
relatively small-size company as compared to other big fishes

Advice to Senior Management

you are the best, keep taking care of the employees as you are.

Pros

fair compensation and ability for advancement, nice corporate culture and work/life balance, easy access to upper management and career progression requirements

Cons

frequent travel required in consulting (standard)

Advice to Senior Management

none

Pros

People - We have a great audience of people in the individual devliery group and practices.

Cons

Most of the great individuals seem to be leaving due to the lack of respect and credibility by upper management at the Corporate level. Too many changes and difficult to see the benefits.

Advice to Senior Management

Address concerns, too often concerns are brushed off or generalized rather than addressed.

Pros

Peers are great and competent especially manager and below.
Project teams work well together and strive for a fun and supportive environment
Have more career freedom and say than competitors
Most project managers have a general respect for need to maintain work /life balance and give good constructive feedback to help you develop
Can get leadership experience early on in your career

Cons

Used to be a great career building place and could get a lot of good experience early in your career which people traded off for their lower than industry pay. With new consulting core model, junior consultants are getting less of those opportunities.
Pay is still much lower than competitors with some regions 30% lower than competitors.
For experienced hires, the placement of levels is across the map and varies greatly by region. Now with new national model it became apparent Senior Consultants in some regions had more experience in selling and leading projects than Sr Managers or Directors in others.

Advice to Senior Management

Many people even those who are top performers have not had raises or promotions in over two years. It appears compensation and rewards are now only done on utilization and those below 100% have little shot of getting anything even if they sell like crazy and are the top rated peers and mentors. It’s just no longer a review system based on a well rounded consultant. The new CEO looks at bottom line only. This is resulting in our top performers leaving and our best leaders starting their own practice. Please get back to a focus on culture and community and have a fair transparent reveiw process.

Pros

Smart people, good clients and challenging work

Cons

- New national operating model is not for everyone
- Hitachi Consulting lacks the scale to support a true national industry and solution organization structure that targets billion dollar and above companies
- Organization model changes will continue to drive high turnover for those people interested in true work life balance
- Hitachi Consulting has effectively moved away from working with mid-market companies

Advice to Senior Management

Hold on tight, turnover in the coming months/years is going to be very high

Pros

Awesome people, good work-life balance

Cons

Below-average salary, recent reorg moving company towards the same org structure as the big tech/management consulting firms (prior org was more transparent)

Advice to Senior Management

I understand being a subsidiary of a large multinational can be limiting, but the company needs to learn to balance the bottomline with employee satisfaction and pay

Pros

Company is serious about personal development and training, strong training program which is unusual for a consulting firm today
Business is growing which means more opportunity for career development

Cons

Company is experiencing organic growth this year and resources are highly utilized right now which is great but need to hire more people in select areas soon or run the risk of burn-out

Advice to Senior Management

Consulting core needs to get more integrated into the practice areas
Company is very community oriented but needs to do a better job of communicating externally about all of the great things we do in our local communities

Pros

good place to work in your mid career

Cons

politics politics etc... be careful of mangemnet

Advice to Senior Management

look to you r employees for feed back

Pros

Still has an entrepreneurial feel, which is a positive. They are currently implementing a more rigid training program and methodology suite, also good to better standardize particularly for those new to consulting. Offices have a good culture and there are tons of opportunities (which are encouraged) to get involved in regional or national initiatives. And, if you want to start something, go head. Peers are generally cordial, fun to work and hang out with (yes, even outside of work). Strong culture.

Cons

Currently going to an org-structure transition so there are growing pains as new policies, reporting structures, etc are implemented. I think it'll be good in the long run considering their strategic goals. However, because promotions and P&L used to be at a regional level, people at the same level in the same industry are all over the map with their salaries. This needs to be standardized--quickly else high attrition will continue. Salaries and fringe benefits need to be more competitive else poching will continue. Some promotions may be not based on merit in *some* instances.

Advice to Senior Management

-It's always said people are your greatest asset, if so why isn't work done to keep many of them? Salaries need to be more competitive (at least in some regions), particularly as the value proposition for many high-performing employees has changed. It's these people who will leave and go with competitors, not the mediocre ones.
-Have more flexible salary structures, better 401k matching and other fringe/other benefits
-don't forget it costs more to hire and train new high performers than it does to retain.