Booz Allen Hamilton reviews

One of the worst ways to do employee reviews. The secret or unknowns who do the assesment collecton to a faceless committee who discuss your peformance without any real input from the employee. Throughout the time period when you have discussions to check on your perfrmance,do not assume that the immediate discussions of what you hear is in any way reflected in the annual review. Also, when you are told you will get an raise and a bonus and they cancel it, what are you to believe in the people that run this place.

Pressure to hire people when there is no work for them to do is a hidden way to pressure you into capturing new business. It's all about head count and revenue. But up until this year, quality people were treated as a valuable asset. The new operating model will have you out of a job if you go longer than 30 days under 90% utilization. People are constantly terrified they will lose their job. Ambitious managers are allowed to run their teams without any regard to building the employee's career. You can be placed in situations that stagnate your career so that your manager can inflate his career. This lack of consistency across the teams within teams makes it a crap shoot where you end up working inside the firm. Some managers do a lot better by their employees. The new operating model can trap you under a career manager. Until this year, you could switch managers. Until this year we conducted 360 degree interviews and hiring was a team approval operation. Now the manager or Senior Associate makes that decision without regard to the team opinion. This change happened over night and with no fanfare or explanation.