Booz Allen Hamilton - Senior Consultant | Glassdoor
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There are newer employer reviews for Booz Allen Hamilton

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"Senior Consultant"

Star Star Star Star Star
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Former Employee - Anonymous Employee
Former Employee - Anonymous Employee
Recommends
Neutral Outlook
No opinion of CEO

I worked at Booz Allen Hamilton full-time

Pros

Great place to work. The people are smart and care about the mission of their clients.

Cons

Since going public things have changed a lot for the worse.

Other Employee Reviews for Booz Allen Hamilton

  1. Helpful (8)

    "Some Important Positives, But Questionable Direction And Dysfunctional Management"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Senior Consultant
    Former Employee - Senior Consultant
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Booz Allen Hamilton full-time (More than a year)

    Pros

    -There are some really great and talented people who work there and I suspect they're attracted by the Booz Allen brand.
    - The benefits were very solid, particularly the ECAP, although I've heard this has changed since I left about two months ago and the ECAP is no longer around.
    - The online resources for training are outstanding and very accessible. The best I've seen at any employer so far. If anyone says that they weren't able to get training at Booz Allen, they simply weren't trying.

    Cons

    - While people are attracted to Booz Allen because of the brand (as I was), that brand is in sharp decline. As has been mentioned repeatedly, the company went public a few years ago and they're owned by a private equity group that demands quarterly returns that Booz Allen just isn't able to meet considering that sequestration and cuts are now hitting their biggest client. As a result, benefits are being curtailed, the company is not hiring people who want market level wages (I had three highly qualified people I recommended dropped from consideration because they wanted equivalent salaries to what they made elsewhere) and pay increases and promotions have dried up. The company is also putting a premium on finding new business over delivering quality results to the client. This will eventually ruin this company and its brand.
    - The assessment process and career development are a joke because your entire career development is bottlenecked through one person...your career manager. If he likes you, you're golden (unless he doesn't know how to write an assessment). If he doesn't like you, it doesn't matter if your peers, other supervisors, the clients and everyone else love you and write stellar feedback for you...your career is toast unless you can change career managers. This is particularly noticeable on client sites, where your team lead and career manager could end up being the same person. In many locations there's not enough outside involvement to gain perspective, so you are whatever your career manager says you are. You can get around this by finding a mentor (who is actually more of a patron) but don't expect help from anyone but HR in finding one if you're on client site(the Senior and Lead Associates in my chain were of no help). Most people on client site appear so cut off that they have no more idea how to find a mentor than you do, unless they've been around a lot longer than you do (which most probably haven't been, as Booz Allen has had a lot of turnover recently). Basically, if you're considering a client site job with Booz Allen and, during the interview process, find yourself with any reservations at all about the people who will be either your career manager or team lead, you should walk away unless you can't find anything better...it probably won't work out well for you.
    - In line with the last cons, Booz Allen has put a premium on expansion over quality over the last few years. This has led to them putting people of questionable ability and temperament into positions of authority largely on the basis of them being in positions of leadership in the military (often hired by someone they worked with in the military). The project I was on suffered greatly from this as many of these leaders were completely inept at dealing with personnel who didn't have the ability to quit their jobs and go elsewhere if they were mistreated. This was the most common gripe I heard across my project from different client sites...incompetent, self-serving leaders who had no idea how to develop or even retain personnel or how to manage client relationships. This led to a high attrition rate.

    Advice to Management

    - Vet the people you hire to lead and have your Senior Associates check in on them more than once every couple of months. Just because someone has held a high position of responsibility in the military does not mean they are suited to be in charge of a civilian work environment because the dynamics are different. There will always be another company out there willing to pay more than you will and to treat them better. Hiring competent people means that they can leave when they're mistreated. People stay at or quit a job based on the boss...if your bosses are bad, your people will not stick around unless you're willing to pay them more than market value (which the situation with Carlyle Group will probably not allow).
    - When your "360 degree" assessment process is bottlenecked through the prism of one person's (the career manager) view, it's not a 360 degree process.
    - Pay attention to your metrics. If a team lead has over half of his team (all of whom he was involved in hiring) quit within the span of a year and most of them complained to HR about him on the way out, it probably means that it's not just a case of a few disgruntled employees. Some people simply aren't cut out for leadership in the civilian world just because they had leadership positions in the military...and when you identify those people you should aggressively look to either retrain them or remove them. Contracting is a small world and a reputation for habitually bad leadership gets around.


  2. Helpful (1)

    "A cog in the big government consulting machine"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Associate in McLean, VA
    Former Employee - Associate in McLean, VA
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I worked at Booz Allen Hamilton full-time (More than 3 years)

    Pros

    Government very much needs the services that Booz Allen Hamilton provides
    Strong sense of community (when Strategy & Organization staff based primarily out of the Allen Building)
    Talented workforce (very high relative to other competing government consultant/contractor organizations)
    Training and Development
    Knowledge Management
    Great brand/prestige

    Cons

    Distribution of S&O workforce around Beltway will create cultural and knowledge-sharing challenges
    DC traffic
    As a Transformation Consultant with substantial C-Suite OpEx/Lean/Six Sigma experience in the private sector, I observed that transformation in government was too limited by factors such as
    - client contract requirements
    - client team members' attitudes emphasizing compliance to the contract (rather than collaboration and change towards the art of the possible)
    - Booz Allen (Sr Associate and above) emphasis on maintaining relationships (and revenue streams), resulted in firm risk management taking a priority to providing the client frank, honest feedback based on private sector best practices


There are newer employer reviews for Booz Allen Hamilton
There are newer employer reviews for Booz Allen Hamilton

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