Avanade has very few women in senior leadership positions. They are doing a better job hiring and promoting women from entry to mid-level positions, but there is still a dearth of women leaders to look to for guidance and mentoring. Compared to how Accenture is performing in this area (and in this geography), the difference is stark.
Compensation is good, but not great compared to other consultancies and unfortunately is poor compared to product companies. (However the company is trying to make inroads in correcting longstanding compensation issues.)
Depending on your skills and talent community alignment, you may be "stuck" delivering the same work year over year, and you my consider yourself unable to get out of a rut should you find yourself in one.
If you are a career adviser, which is more of a mentor than a manager role, expectations can be unclear for how to be a successful adviser -- and there are not always solid programs and structures to support being a good adviser to your advisees.
Because Avanade hires driven and capable people, strong performers often get rewarded with more and more work -- reducing their ability to perform well in all areas they've been assigned (sometimes at a detriment to their career).
If you are not on one of the "big" accounts in the region, visibility can be poor for you as an employee, especially when it comes time to do midyear or annual reviews, where your performance is evaluated by leadership.
