BRG reviews

- Management does not address systemic issues with team short-staffing and expert behavior. Team reputation precedes team workload. If a team has a bad reputation, no jr staff will want to work on the team. Thus, the team continues to be understaffed, leading to deteriorating quality of work. Finally, the expert/ manager lashes out against the poor work quality and brings down team morale further. - There are very excellent experts in the field you can work with, but choosing the right expert for your career development is like navigating landmines. Some experts have highly-esteemed reputations but dubious management skills. Finding the right expert to work with is like drawing lots for mental wellness. - Concerns brought up against certain teams/experts are not treated at the root cause. Blame is redirected to understaffing without addressing professional behavior. Expert behavior can be borderline unprofessional (personal attacks, disparaging comments) - Experienced hires have been disappointing within the past few years. This leads to a longer build up to get new hires up to speed to the performance level necessary for complex cases, which may stall the career prospects for experienced staff who may want to transition to other practice areas.

Executive leadership/key influencers are primarily white males and those that have found their way to BRG via nepotism, which perpetuates group think at the top and limits resources that can be added in understaffed areas. Problem leaders, that have a demonstrated negative impact, are left to continue to lead and even promoted. Ironic when the message from the President is that BRG wants to be different. Many find this environment significantly impacts career potential and overall motivation to invest in the firm.