Protiviti reviews

My observations: the Seattle leadership team 1) lacks a compelling strategy around technology consulting (outside of IT audit); 2) lacks the ability to retain experienced hires (immature management tactics at mid-level and zero 360 degree feedback vehicles); and 3) refuses to identify and invest in company/solution builders. Technology consultants and senior consultants are paid significantly below the market value. Ambitious, experienced hires in the TC space will lose career momentum due to a lack of growth opportunity outside of IT audit or working on the Microsoft account. The firm seems to value a rigid, hierarchical management structure and a centralized philosophy toward talent development and opportunity. This last point creates a notion among C1-S2 that one must "kiss the ring" of the 2 or 3 individuals within this office who call the shots.

Throughout my time working at Protiviti, it was difficult to understand how they push for diversity and inclusion where the recruiting team isn't diverse at all. Also, Protiviti has many high tenured management thus making it difficult to implement new ideas as people were "afraid" to break old processes and try new things. Due to leaders managing certain programs for so many years, they showed favoritism to certain managers. In addition, they are not able to keep consultant's pass 3 years not only due to the pay but also the scope of work that wasn't interesting. They were many leaders who would talk down to other supporting staff in any way in which HR did nothing about and always explained "that's just how that person is" which never made sense. Protiviti should work on learning how to be okay with change but also grow in the diversity realm to ensure we are bringing new diverse talent to the company consistently. Lastly, leaving the company was a bad experience as I was looked as like the outsider when I've seen other employees leave swiftly without any issues.