- Very poor job on experienced hires. There is a ladder in Accenture's Consulting Workforce:
title (experience):
------------------------------------------------
1. Analyst (0 to 2 years)
2. Consulting (3 to 5 years)
3. Manager (5 to 8 years)
4. Senior Manager (8 to 10 years)
5. Senior Executive ( 5 levels - 8 + years )
the problem with experienced hires is that Accenture does not know how to correlate existing (non Accenture) experience into the laddering structure (above). Coming in to Accenture with 5 years of experience, the one can get 12 months of Accenture's experience instead, and be identified as Experienced Analyst (with 12 months experience). Which is kind of bad, considering the fact that fresh out of college graduate after 1 year in Accenture is at the same level.
- Other downside of Accenture is the technical growth. Although lots of resources are available, and there is a 1000 of ultra technical people (out of 180,000), Accenture is not very diverse when it comes to grow in different techy directions (Unix, Mac technologies, for example).
All Accenture tools and software is Microsoft Windows based, and MS Windows only - this is no IBM, in that sense.
- Although the promotion strategy is based on a bell shaped curve, where everybody ( same level ) is placed on the bell shape curve in two stages - first on current project, and then in Accenture big pool. It does not work fair for everybody.
- No overtimes for Managers and above
- For everybody else (below Managers), if worked over 96 hours for two weeks, each additional hour is at employee's current rate. So 100 hours would equal 80 hours + 4 hours at normal (not 1.5) rate.
