Accenture - Accenture Interactive / Accenture Digital | Glassdoor
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Helpful (2)

"Accenture Interactive / Accenture Digital"

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Integration Engineer in New York, NY
Current Employee - Integration Engineer in New York, NY
Recommends
Positive Outlook
No opinion of CEO

I have been working at Accenture full-time (More than 5 years)

Pros

Cutting edge growth industry, good opportunity to cut your teeth on highly in-demand technologies.

Cons

Bureaucracy gets in the way of getting things done. Anything related to HR is a nightmare. Consultants get great promotions while technologists are exploited, worked to death, and kept in lower-paying roles with little career opportunity.

Advice to Management

Not every technology task can or should be outsourced to the India Delivery Center. I've seen a fair amount of brain drain as the more talented people have left.

Other Employee Reviews for Accenture

  1. "Dwindling Expecations Delivered"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Software Engineering Team Lead in Chicago, IL
    Current Employee - Software Engineering Team Lead in Chicago, IL
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I have been working at Accenture full-time (More than 5 years)

    Pros

    Brilliant People, Great Place to Start, Ability to Work From Home, Impressive Amount of Methodology and Learning Capital For Those Wishing to Get Their Feet Wet

    Cons

    Lack of Growth Opportunities, Lack of Recognition, Continued Overworking of Employees for Menial Pay, Top Heavy, Little Creative Direction, Reliance on Expensive Contractors With Little Intent to Grow Local Body

    Advice to Management

    You habitually exhaust and burn out some top resources and that will only lead you to a brain drain and a reduced creative impact in the market.


  2. "Great 5 year gig to Manager out of University"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Manager in Orlando, FL
    Former Employee - Manager in Orlando, FL
    Recommends
    Positive Outlook
    No opinion of CEO

    I worked at Accenture full-time (More than 5 years)

    Pros

    Some of the best people I've ever worked with (disclaimer: you have to FIND them and MAINTAIN the network).

    Great interview process (not TOO much but definitely selective).

    In such a big company (200K+) you are number. This is NOT a disadvantage. There is a policy grey area one can take advantage of. (e.g. housing in other cities). May God have mercy if you lose your privilege as just a number by abusing the system :)

    Travel is flexible depending on the project.

    Per-diem model allows one to save a bit of money.

    Very global - lots of global opportunities if you're interested.

    Innovator IF you are in the right groups - note there is a huge push to go towards legacy technologies.

    Encourages proactive nature from people - you get what you give the firm (i.e. If you integrate the company into your life - I don't mean this as a negative thing - it will reap huge benefits) Example: You lead the social committee for your office: boom, you have a massive budget to spend and you get to meet a ton of people. Another example: You work on a community of practice and help execs write decks or deliverables for that community. True, it's not chargeable but that exec now knows you and will roll you onto their projects.

    Lots of personal perks given that it's the one of the top two (the only REAL competition is IBM) SIT power-players.

    Lots of clients and industries and the effort to switch functional groups or technology groups is not EXCESSIVELY difficult.

    Cons

    I'll try to put in here things people have not already mentioned from the perspective of someone that is now at a premium competitor.

    ---

    Weak management consulting player - viewed as low cost but charging premium prices.

    Per-diem model vs actuals encourages frugality - not for corporate dinners, but more for personal nutrition, activities, etc. while on client site.

    India delivery model. India delivery is 99% a terrible idea. Out of 3 projects I was on where we worked with India there was only ONE person we worked with that was a complete genius and was therefore worth the midnight calls, project management expenditures/overhead, communication challenges, requirement to travel to India to "meet" the people. The worst thing about this model is that it is pushed constantly for better margins for greedy executives.

    Performance laddering is intense and people get screwed. Why? The amount of people they promote depends on the business cycle. And if the cycle is bad, they choose to save money and promote offcycle rather than promote right away and swallow the cost. This causes turnover since people who should really get promoted get denied and leave.

    Personal scenario - take what you will from this: Turnover causes chaos at the client site as client C sees person R leave all of a sudden. Unfortunately, the executive on the project sees R leave but doesn't care since C is small-fry compared to the greater program that C is part of. What they don't consider is that C has a lot of pull and feels majorly screwed. The executive tries to appease C with an IDC model to replace R or another resource that does not have relevant experience. But neither is remotely good enough. C is not a client anymore and influences his program peers that the executive DOES care about. The greater program client is lost. Cycle continues. This happens a LOT and is very unpublished.

    Client is not put first depending on the executive. If executive X is more powerful than Y, X's clients will get MUCH better people. This is extremely common since Y may have gotten promoted to partner through some client they ended up losing. Now they have 0 say and pull vs X.

    Advice to Management

    Move towards on onshore premium model and use IDC, etc ONLY for specialized activities where one requires a critical third-person to act (i.e. testing) NOT development or design.

    Value the individual and client first. Not the executive's ambitions.

    Give the people a junior and senior CC. Don't allow Consultants with Senior Executive CCs!

There are newer employer reviews for Accenture
There are newer employer reviews for Accenture

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