Deloitte reviews

Where can one begin? The concept with this new "service delivery center" model is to run projects out of the center, hence cheaper for clients and work isn't offshored to India. First get use to the business model; once you work at Deloitte, you will be in a perpetual interview process your entire life, outside of the recruiting process. You are "selected" internally by projects, which requires you to reapply essentially for these projects all the time. Because of the influx of new hires, you are in a perpetual interview phase your entire time here to get "proposed" on projects. Imagine that, getting hired to then have to be re-interview for the actual work you were hired to do. What a concept. And don't believe for a second there is no favoritism in selection. Favoritism is alive in project work selection among the project "leads". Second, there is NO project work. They over hire in anticipation of needs, and in the meantime you are on what's called the "BENCH" with literally nothing to do. No structured firm initiative work, but get this, you are required to meet utilization metrics. So there is no project work for you, you can't get staffed because of that and your metrics suffer. A total recipe for failure Third- get use to not having a real boss. This is not a traditional model where you have a team lead, boss to provide direction. Instead, they assigned other employees (more seasoned) as "counselors' and these "counselors" are your mentor, career development coach, etc..many don't want to do it, but are forced to because it's part of their own metrics for development to do so. There's no accountability in this model. Project managers don't have to provide you direct feedback and counselors, many times even off site in another location have no clue what's going on. Another recipe for failure. Fourth - cultural clashes; this center was started with USI (US India Delotte) resources. Many of the these so called leaders are use to running sweatshops in India. They come to the states under the same mode. Doesn't work here. They don't value employees, don't care for them and don't provide them with a good work/life balance. Finally - performance reviews : super outdated, forced rank method process, you are compared to your peers - didn't this come out in the 80's under Jack Welsh in GE? Get with the times, we want to be measured based on our performance, not whether we fit in your scale of what you can afford to pay in increases.

Where to start? This company is not for someone to come mid-career who already has a spouse and family. This firm is like having three full time/part time jobs and only getting paid for one. The Consulting side requires that you not only work over 90% of the time for the client. But you also spend extra time each week looking for "firm activities" (PRD hours) for which you will be graded at the end of the year. You may spend 10-20 hours each week searching for Managers/Sr. Managers who have these hours to give. Then you need to do the work...on top of the hours searching...and on top of the extra hours you spend for your client. Oh and did I mention that there is no minimum metric whereby you have met a standard by which you know that you are going to get a decent review? But wait...there's more. You also are not judged on your own merits. You are judged on a curve with he rest of your consort (Consultants vs. other Consultants). So even if you perform: Over 105% of your hours for the client for the year. Spend 10 hours looking for PRD each week. And then for the year you end up with 160 PRD hours... But the rest of your consort does 360 hours. You get downgraded in your review. You could go from a good score to a bad score and then: 1.) Be put on a "PiP" 2.) Have your promotion year extended out 1 to 2 years 3.) Are declared ineligible for any bonus or cost of living increase Its the kind of thing that happened to me. The pressure to keep salaries low and screw employees out of bonuses and compensation is great. Just so that the partners can split up the pile of money at the end of the year.