UPDATED REVIEW TO REFLECT THE LATEST FEEDBACK AND INSIGHTS OF THE ORIGINAL REVIEW.
Culture:
The company environment is highly challenging and toxic, characterised by widespread job insecurity. There appears to be a perception of preferential treatment towards certain employees, which fosters a culture of exclusion and undervalues staff from diverse backgrounds. This sentiment is echoed by both current and former employees, indicating a need for a more inclusive and equitable workplace culture.
Pay & Benefits:
The salary at this company is notably below the market average, with clear disparities among business managers. Leadership frequently offers lower compensation to candidates whenever possible. The benefits package is minimal and does not meet basic expectations. Moreover, the bonus structure is largely unachievable due to overly ambitious targets that fail to consider the company’s inability to secure additional work from existing clients or attract new business.
Diversity & Inclusion:
Despite having a diverse workforce in terms of gender and ethnicity, the leadership team lacks diversity, predominantly consisting of individuals from similar demographics and backgrounds. This suggests a significant gap between the company’s diversity rhetoric and the actual composition of its senior management. Do your research and take a glance on LinkedIn.
Work/Life Balance:
Work-life balance is severely compromised and more so of late. Employees can expect to be contacted via email and phone outside of regular working hours, including weekends, which does not contribute to a healthy work-life balance. The recent policy requiring a full return to office work exacerbates the situation, especially for those struggling with lengthy commutes on low salaries.
Attrition & Layoffs:
High employee turnover is a significant issue, driven by unrealistic performance targets, inadequate management, and a struggling business. Many talented individuals have left the company due to dissatisfaction with working conditions and a lack of support. Recently, several employees and graduates were abruptly dismissed, highlighting a lack of stability and respect for staff. The extension of the probation period from three to six months has raised concerns among employees, contributing to a sense of insecurity and a lack of job stability. This extension has evidently led to further dismissals during the probationary period.
Business Managers:
The role of a Business Manager at this company is overwhelming. Unlike other consultancies where responsibilities are more specialised, Business Managers here are expected to juggle multiple roles, including recruitment (actively sourcing candidates), business development, client management, and consultant management, among other duties. This essentially turns them into overburdened recruiters, leading to unrealistic expectations and significant job dissatisfaction. Based on another review and my own experience, approximately 40% of a Business Manager's role involves active recruitment. Despite requiring a STEM degree for consideration, there is little to no application of this qualification in the actual position. In reality, an experienced agency recruiter would be more suited to performing successfully in this role.
Consultants:
Exercise caution unless there are genuine projects and roles available. You may be hired on the premise that the company can market your skills and experience to clients. If they are unsuccessful, you could find yourself without an active assignment and quickly exited from the business. While Alten UK boasts an impressive list of clients, there is no guarantee that they will be able to secure new work for you.
Summary:
Alten's UK business faces significant challenges, including difficulty in retaining clients, acquiring new ones, and adapting to market conditions. Despite their self-perception as a major competitor, the management team’s lack of understanding of the UK market, culture, and labour laws hampers their efforts. The company urgently needs to diversify its leadership to include individuals with local expertise and a willingness to embrace change. It is crucial to address these systemic issues to foster a more inclusive and competent leadership team that genuinely understands and represents the diverse needs of its employees and clients. The company must also adapt its culture to align with the UK market and operate ethically within the confines of UK labour laws.
Employees and job seekers should carefully consider these factors before engaging with the company. My recommendation is to avoid it, even if you are desperate.
