Booz Allen Hamilton reviews

3.9

74% would recommend to a friend

(10,442 total reviews)
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Horacio D. Rozanski

79% approve of CEO

54% positive business outlook

Booz Allen Hamilton has an employee rating of 3.9 out of 5 stars, based on 10,442 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Booz Allen Hamilton employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.7 stars).

Reviews by job title

10K reviews
4.0
Apr 7, 2009
Recommend
CEO approval
Business Outlook

Pros

There is a high standard for hiring. Therefore, you feel that your colleagues are for the most part are capable, well educated, and experienced.

Cons

Some of the staff rely more on education credentials versus "real life experiences" to get them through their client management and analytics. This can become a problem when there is a difficult client management situation that can't be resolved by merely creating good analytics.

5.0
Apr 2, 2009
Recommend
CEO approval
Business Outlook

Pros

The brand name is still top-notch, and the firm definitely sets itself apart from other government contractors in the way it moves to bring people into the culture. While we may no longer do traditional management consulting, I have worked for a competitor in the DC area where I was hired in, brought into the main office for one half day to sign my contract, and shipped off to client site for the rest of my tenure (seeing my "manager" only twice over 2 years). I am impressed with the length Booz Allen goes to in bringing us into the fold.

Cons

Unsure about the future given the split. Already there is word that our reputation is diluting, which bothers me as a recruit who was brought in under the more traditional recruiting mold (industry background, top-10 professional degree). Unsure that a move towards classic government consulting may push the firm to abandon it's management consulting structure/roots to focus on the more traditional GC route -- i.e. hire and fire, hire to place, don't waste time on making people identify with the company/firm. Also wondering how our 10% contributions will play out in the next few years given the split -- we had $4b in revenues as a merged firm, what will they be with the split?

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