Deloitte reviews

A toxic work environment. Just about every employee is unhappy, in the process of leaving, or thinking about leaving. I've seen people just "stop showing up to work" with management taking a week to let us know they quit. Senior management will say things like "Let us know if something is bothering you. Tell us what's going on. Stop by our office, shoot us an e-mail, we'd love to talk". You might take that as an invitation to come by & do so. And a month later you’ll get pulled into a performance review meeting & have your direct manager ask you "Why do you have a lack of respect for the chain of command?" / “Who do you think you are?” / “What’s your problem?” Afterwards you'll be tasked with playing a "Human Resources Flash" game where you learn Sesame Street level values on how to work with "different kinds of people”. If you ask a question that management thinks you should already know the answer to, it'll be brought up 6 months later during your mid-year review as proof that you’re not doing your job. Really. The EDSC runs on a “Military” like model; speak when spoken to, never talk back, and don’t offer your opinion on anything unless asked. “1 – 5” Employee Review system is broken. Your “score” will determine your bonus. If you do your job, fulfill the requirements laid out in your job description, you’ll get a “3”. A “3” means you don’t get much of a bonus. “Just doing your job” nets large bonuses everywhere else in the world of e-Discovery. Field Project Managers are "Yes Men" sales people. They have no idea how processing / review software work. Project Coordinators are tasked with keeping promises that PM’s shouldn’t have made, and are forced to violate "Best Practices" workflows daily. The “tech” people in the back office doing the SQL work & processing data are overworked, underpaid, and extremely embittered. Charges of sexism abound.

Partner hierarchy and politics will make or break your experience as a Senior Manager. Deloitte's reputation for its lack of ability to integrate experienced hires is well-known. Although there are internal efforts to improve on these efforts, it is rumored that only 1 in 10 experienced hire Senior Managers stay with the firm more than 2 years and even fewer make it to Partner. Lack of industry focus or expertise significantly hinders on ability to deliver quality client results. Project staff are very bright recent college graduates with no industry experience or incentive to learn intricacies since they will transition to other industry assignments multiple times before heading to get their MBA. They are willing to work long, hard hours, but much of this time is learning the lingo and getting up to speed, rather than producing output. While this may be a good experience for recent graduates, experienced hires will be bored by the quality of work. Consulting client sales are focused on big platform project like IT and PI, leaving interesting strategic projects to smaller firms with more reasonable billable rates.