NCC Group reviews

Leadership appears primarily focused on revenue and senior management progression rather than consultant wellbeing or development. Limited transparency around promotions, which can feel influenced by internal networks rather than merit. Pay increases have been minimal (around 1–2%), especially concerning after a long period without raises, while executive compensation seems prioritised, check accounts from last year. Since the arrival of new leadership, there has been little visible improvement in culture or staff engagement. Consultants are frequently expected to work well beyond 100% utilisation, with some pushed to 160%+, creating unsustainable workloads and burnout risk. There is a culture of praising staff who work during holidays or personal time, reinforcing unhealthy expectations rather than encouraging balance Expectations around delivery can feel excessive and misaligned with realistic capacity or work-life balance.

A lot of discrepancy in terms of compensation and benefits