Mission: At Eliassen Group we positively impact the lives of our employees, clients, consultants, and the communities in which we operate.
I worked at Eliassen Group full-time (More than 3 years)
Consultants work together in a very cohesive manner to provide excellent service to AT&T. The Regional Agile Leader initiated the engagement with great skill and momentum and was key to driving an amazing culture that has stayed with the group for nearly 3 years. The coaches in the latest iteration were really great to work with and I learned a lot from many of them. Product Owners and Scrum masters from prior contracts were excellent and often moved on to great roles for AT&T.
AT&T is the only Eliassen client on the West Coast. Business development has been consistently difficult for the firm and there has not been much effort to attempt to retain the amazing talent pool by moving consultants to other existing Eliassen engagements.
Advice to Management
1. Executive team to focus on making Eliassen a true long term player on the West Coast. A key step is to have great talent pool and actively attempt to retain talent by making it much easier to move West Coast talent to other appropriate clients when there are openings and the consultant has obvious ability and experience. Use margins to relax expense restrictions and reduce the # of interviews for people to move until there are other consulting engagements.
2. Focus and provide higher incentives to sales teams from other regions to develop engagements at existing Eliassen clients that in California - e,g, Schwab and State Street both have massive presence and indeed it's Schwab's head office.
3. Recognize that the team on the ground AT THE CLIENT is exceptional. Look directly at these people and integrate the team with rest of the organization. Give them access to corporate resources and methodology. Make them truly part of Eliassen and not an Island.
I applied through a recruiter. The process took 3 weeks. I interviewed at Eliassen Group (Wakefield, MA) in February 2012.
I was contacted by the internal recruiter and the Chief Marketing Officer. There were a lot of phone calls and constant contact. Both contacts persons were enthusiastic and there were extensive conversations and strategy questions which were met with a high level of interest. I seemed to have a great in-person interview followed by another phone interview.Then there was a "lunch interview", with the CMO and the 2 people on the marketing staff where I was asked for my specific strategy ideas. The lunch was then followed by NOTHING. It was very strange after a high-level of pursuit and contact. I was never contacted as to whether I was still being considered or if they hired someone. Finally I contacted the internal recruiter. He left me a message that they decided not to hire as a full-time position and were now going to find a contract worker. It was very disheartening to be courted so hard, treated to lunch and then no one followed up. The recruiter said he thought the CMO was going to contact me and vice-versa. Just thought it was unprofessional for a "recruiting" business to drop the ball on the recruiting process of an internal candidate.
Celebrating our team and our company culture - some insights from our company kickoff, #EGKickoff2018
Our Charlotte team was excited to partner with the Second Harvest Food Bank of Metrolina and Southern Tier Brewing Company to fill backpacks with food for kids so that they don't go home hungry on the weekends - in less than 2 hours, the team fed nearly 900 kids!