Trust local reviews: experience varies by market - Senior Consultant Slalom Employee Review

Corporate leadership evaluates market performance first by utilization--not revenues. That translates to a "just get them staffed" mentality, creating some of the shortcomings referenced in other reviews: -Focus on billing hours, as opposed to doing what's right for the client Little concerted investment in product/service innovation -Pressure on those who want to move up to do bill 40 and then do the job above them to prove themselves -A broken performance management system that rewards hours--not revenues. These experiences are not universal; read the reviews and you'll see that average ratings and NPS scores vary by market. The senior leadership team of each market has autonomy to run their business as they see fit. As a team member within the market, there's almost 0 opportunity to provide feedback/ open conversations about negative patterns/behaviors at that SLT level in a safe way. I'm not sure if its a product of my market's SLT (which is a black box when it comes to decision-making) or the firm, but I've been told by many that moving up will require that you demonstrate you can do the job you want while also hitting the targets for the job you have. So, bill 40 hours per week to meet your utilization target (it's 87.5% and PTO counts against you, so don't take vacation or spend any time on the bench!), sell a few high-value engagements (with little sales support to open doors), contribute to internal initiatives, then "tell a compelling story." Then maybe you can get that next role. Or maybe you can continue to work 50 to 60 (or more) hours a week hoping for better luck next year... Bottom line, work-life balance only exists for those who don't want to move up and promotions are not guaranteed even if you came with significant experience in sales/practice leadership before joining. So, don't come in as a consultant unless you want to stay there or you have the foresight to negotiate a promotion timeline when you take the job. I hope this explanation of how different markets operates helps explain the variability in reviews. I don't believe those negative reviewers are necessarily disgruntled employees; they're probably in a market with leadership challenges, not receiving opportunities to do work that is impactful or challenging, have no clear growth path, and/or are not in a high-visibility clique (as one reviewer described). I feel those things some days and it's rough.