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Eliassen Group Overview

Reading, MA
1001 to 5000 employees
1989
Company - Private
Staffing & Outsourcing
$100 to $500 million (USD) per year
TEKsystems, Kforce, Randstad US
Eliassen Group has been providing strategic consulting and talent solutions to drive our clients' innovation and business results for nearly 30 years. Our expertise in IT Staffing, Agile Consulting, Creative Services, Managed Services, Government Services, and ... Read more

Mission: At Eliassen Group we positively impact the lives of our employees, clients, consultants, and the communities in which we operate.

Eliassen Group Reviews

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Eliassen Group CEO Dave MacKeen
Dave MacKeen
141 Ratings
  • "Excellent teamwork and cohesion - great people on the Los Angeles "island""

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    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Enterprise Coach - ART Leader (Lego)
    Former Employee - Enterprise Coach - ART Leader (Lego)
    Recommends
    Neutral Outlook
    Approves of CEO

    I worked at Eliassen Group full-time (More than 3 years)

    Pros

    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.

    Cons

    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.

See All 232 Reviews

Eliassen Group Photos

Eliassen Group photo of: Enjoying the food at our 2018 summer cookout at our corporate headquarters!
Eliassen Group photo of: Eliassen Group pride at Boston's TechJam 2018!
Eliassen Group photo of: Eliassen Group CEO Dave MacKeen chats with those interested in our Resource Specialist program during an open house.
Eliassen Group photo of: EG employees, friends, and family participated in the 2018 Take Steps for Crohn's and Colitis Walk
Eliassen Group photo of: Our beautiful Raleigh office got a facelift!
Eliassen Group photo of: KanJam at the cookout!
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Eliassen Group Interviews

Experience

Experience
59%
11%
30%

Getting an Interview

Getting an Interview
70%
12%
9%
6
3

Difficulty

2.9
Average

Difficulty

Hard
Average
Easy
  1. Helpful (4)  

    Social Media Interview

    Anonymous Interview Candidate in Wakefield, MA
    No Offer
    Negative Experience
    Average Interview

    Application

    I applied through a recruiter. The process took 3 weeks. I interviewed at Eliassen Group (Wakefield, MA) in February 2012.

    Interview

    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.

    Interview Questions

    • What would your social strategy be leading up to a conference?   Answer Question
See All 40 Interviews

Eliassen Group Awards & Accolades

  • BBJ Best Places to Work, Boston Business Journal, 2016
  • Best of Staffing: Talent Satisfaction Award, Inavero Best of Staffing, 2017
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