Credera Reviews

Thank you for your feedback. We agree that our people are what make us great. We’re glad to hear that you found our people to be kind, smart, and enjoyable. This has been a challenging year for many companies and we truly value your feedback as we continue to grow and learn how we can serve our people better. We have made every effort to retain our employees throughout this season of economic uncertainty. As we look at the macroeconomic climate, we are proud of the decisions we’ve made to care for our people and ensure that we are able to provide long term career growth. We are sorry that your expectations for promotion were not met. We care deeply about our people and their growth, which is why we built a detailed performance management program focused on developing our people to their greatest potential in the areas of practice skills (core craft), client service and development, company development, and delivering and leading in light of our culture and values. Promotions are taken seriously and performance standards are high, so if we don’t believe someone is ready for the next level, we will give them a thorough explanation for our rationale and developmental recommendations. It is our greatest joy to promote our people and watch them flourish at the next level, which is why we only promote someone when we believe they are ready for it. Maintaining our people first culture is extremely important to us as we continue to grow and serve clients around the globe. We are confident that through spending additional time together we will be reminded more and more that our people are what make Credera special. Our Employee Engagement committee will continue to listen, learn, and advocate for our people. Lastly, thank you for your input on compensation and benefits. We continue to review salaries relative to other employers as we are committed to setting salaries on par with the market. We are also excited for the improvements made to our benefits for 2024. Thank you for your feedback and impact during your time with Credera.

Hello and thank you for sharing feedback. We’re happy to hear you’ve enjoyed our people and are learning from them! We’re also glad to hear you’ve gotten the opportunity to work on interesting technical projects. We’re sad to hear you’ve experienced some of the other issues. Regarding compensation, we believe we pay in line with the market averages based on our data and market intel. We’ll continue to adjust and review as needed. We also understand some projects can feel less impactful than others. We’re glad you’ve also gotten the opportunity to work on interesting projects but can understand it’s frustrating if you’re placed on a project that doesn’t feel as interesting or impactful. We’re optimistic you’ll have the ability rotate off and be placed on another interesting project in the future! We also understand that the RTO announcement could feel abrupt. We’ve been encouraging our people all year to be spending more time in person together to cultivate deeper relationships, allow for easier knowledge transfer and learning etc. We completely understand if some people may have circumstances that make it difficult for them to travel to an office and would encourage you to please reach out to HR if you fall into this category. We understand partially returning to the office will be an adjustment and there may be some awkward small talk to start but are optimistic this will create deeper, meaningful relationships in the long run. Lastly, if you’re experiencing some difficulties with your career coach please reach out to HR or your Practice leadership for direction and support. We hope that all Crederians are receiving clear and accurate feedback in relation to your growth, as well as the company’s ability to promote. Thank you and please continue to reach out to HR, Practice Leaders and additional senior leaders to share feedback and get additional support.

Hello. We’re sorry to hear you’ve had a poor experience at Credera. We’re happy to address some of your concerns here, but hope you also feel comfortable to share your feedback with your Career Coach, PD, senior leadership or HR to address specific issues. Regarding the work, there will be times where you’re aligned to a project where you may not be thrilled with some of the work, or where a leader may have to jump in and help their people in the trenches. Although this happens in consulting, and other industries, we believe that the more exciting and challenging projects equal or outweigh the more mundane. Please continue to work with your Career Coach to voice your areas of passion and desired growth for future projects. Our leadership team has taken all precautions possible to retain as many people as we can in these tough market conditions. We will continue to do everything we can to retain our people as we strongly believe they’re our most valuable asset. Thank you to you and others who help our campus hires and new hires learn and develop at Credera. As we all are likely quite thankful to our mentors, our Campus Hires are incredibly grateful. If your workload is too high please talk with your Career Coach and PD to move things off your plate. We very much welcome any advice you have to make Credera a more inclusive and diverse environment. Although we believe we’ve made large strides over the years, we know we can always get better and hope to hear feedback from our people! We do believe that our new performance management system allows team members to more easily solicit feedback from the people they’re working closest to and plenty of opportunity to formally document performance feedback on a consistent basis. Lastly, if you have experienced an instance of bullying, please speak directly with HR to document and resolve the problems. Again, we’re sad to hear some of your feedback, but will continue to uphold and strive towards a strong, people-first culture that is receptive to feedback. Thank you for all your hard work at Credera.

Hello and thanks for your feedback. We agree that Credera has a lot of really good people. We believe our people are what make us great. We’re glad you had seen the progress our DE&I team, committees etc. have made, and we agree that there is always room to continue to improve. We’re sorry to hear that your experience was not desirable, overall. Our leadership team has defined our mission and vision, and we will continue to communicate this to each of our team members and to make decisions in an inclusive and transparent way. We believe we do have some really exciting projects for people to work on, and we are excited for many more to come. We’d strongly encourage our people to continue to share advice and feedback with leadership. Even if change isn’t obvious immediately, please know it’s likely in the works and that good things take time. We hope our people share feedback and ideas because that is the only way we’ll continue to get better. Thank you very much for all you did for Credera. We appreciate you and wish you the absolute best.

Hello – We’re sorry to hear you had a poor experience. Please rest assured that we do not hire based on religious beliefs, follow all equal employment policies and procedures, and actively work against biases in the interview process. Although Dallas is our headquarters and therefore have the largest headcount there, we continue to hire across the US and globally. Similarly, we recruit at many Texas universities and BYU, but we also actively recruit from many additional universities across the country. We understand that some employees might belong to certain communities outside of work and do not want to discourage that, yet we also continue to work with our DE&I team and committees, talent teams and leadership to become an even more inclusive and diverse workplace. We wish we could understand your feedback more thoroughly and the intent behind it but are wishing you the best on your next opportunity.

Hello and thank for your input! Thank you for your note on our people. We agree that our people are what make us so special and feel thankful for our people every day. We’re sorry your experience hasn’t been as favorable lately. We understand it’s been a tough season but are still very optimistic for the future of Credera and our people and are excited to see our positive momentum. As our CEO, Justin Bell, mentioned, we understand if people need a bit of time to adjust and make arrangements. We also understand that our ask to spend a portion of the week in office may be difficult for some but plan to work with people one on one around specific requests. We hope people still enjoy the flexibility of choosing the days and times to be in the office with the idea that it simply averages 3 days in office per week. The decision to ask people more formally to spend time in the office was made with our people at the heart of it. Leadership used data and feedback from the engagement survey, as well as other data points, to make this decision to allow for easier collaboration and creativity, enhanced relationships, ease of knowledge transfer and skill development etc. Thank you for your continued time and effort at Credera. We appreciate you.

Thank you for your feedback! We agree that our people are what make us great, and we are excited to spend more time together. We believe that in-person engagement is critical for our ability to develop deep relationships with our clients and our team members – it’s how we earn trust, learn from others, and ultimately become better consultants and professionals individually and collectively. This engagement also provides support to team members who are currently staffed on demanding projects. Our Talent Acquisition team is partnering with leadership to ensure that we are hiring quality team members as we grow. Our people are our greatest asset, and we are excited for what the future holds.