ERM reviews

Its important to understand I am a young millennial with aspirations to learn, grow, be challenged, and gain exposure and experience. ERM is a top heavy organization, dictated by partners who are greedy, selfish and put on the facade they have your best interests in mind. I'll never forget when the company sent a company wide email detailing that all promotions and raises were going to be put on hold, but bonuses were luckily still in tact. The only issue is, bonuses were tied towards revenue driven for the company, so partners reaped in the benefits, while all lower level staff were stiffed with no annual raises. Thanks. If you are 23-28 do not apply to ERM. There is no growth potential as they often hire externally for higher management because they can steal other companies business this way. They enjoy keeping lower level staff conducting lower level work so that they can be easily replaced if they want to conduct their seasonal hiring and firing per fluctuations in revenue. Furthermore, there is only one metric lower level employees are evaluated on: billability. You can be the brightest, most dedicated, and passionate employee at ERM and you will not thrive if your manager is unable to get you work. In the same way, frustratingly so, someone who is fortunate enough to be placed on a contract that bills 100% will be treated like they are the premier employee for the company and management will smile at their peasant instructing them their future is bright if they can just keep up the hard work. Some people actually buy in too, which is terrifying to see. "Oh I love this, I've been over 100% billable for 6 months now, doing boring work that someone who doesn't speak English can perform, but at least I'll get a minimal raise if they don't fire me this season." That was a common conversation around the coffee maker. Great way to retain talent ERM!

ERM used to be a good company a few years ago but as pressure build to support new equity partners, the company's upper management is focused on increasing their shareholder value at any cost and employees get pressured to meet those objectives. Goals and personal incentives are based on individuals performance and any collaborative credit is given at the regional level so it creates employees who care about themselves not others. Although they have various systems and training tools, these all are done on your own time and the expectation for billability is great.