Deloitte reviews

Favouritism is there among managers. Lot of emphasis given to networking and not real Talent. Bad HR management while leaving the organisation (They don't give relieving letters on the last day) and settlement amount of last month Notice period will be only given after receiving date of relieving letter and ideally it will take 45 - 50 days. No Exit Interview, HR (ELE) team is not bothered for Employee Retain process. Bad Performance Rating process, Instead of Managers giving final ratings , HR makes Counsellor accountable (Counsellors are people one level above employee level) and from different area all together. Counsellors are not bothered about your career, they give very unbiased feedback and without having much interactions with you throughout the year. (Very bad feedback policy overall). Networking, Mastery in English, Running after Managers are given much importance. Company is not for the people who likes to work hard and serious by nature and likes to work in silos (You need to be outgoing to events, Good in Networking, Good in Buttering Managers, and Very out Vert). If you are from SI service line or from IM service line , the Hr generalist team will make you work in different service line and sometime on different technology altogether (They just fill the space irrespective or skill and technology). No Hierarchy followed in terms of ratings, know people with 5 years’ experience (Lateral Experienced Hires) working as BTA and people who joined as fresher’s (Campus Recruits) with 2 years’ experience promoted as Consultants. Few people will be there as 8 years managers and 9 Yr Senior Managers and also there are people with 13 years of experience as Sr Consultants (which is 2 level down from Sr.Managers). It all about NETWORKING NETWORKING NETWORKING NETWORKING NETWORKING NETWORKING IF YOU STILL WANNA JOIN THIS COMPANY THEN FEEL IT BY YOUR SELF.

Where can one begin? The concept with this new "service delivery center" model is to run projects out of the center, hence cheaper for clients and work isn't offshored to India. First get use to the business model; once you work at Deloitte, you will be in a perpetual interview process your entire life, outside of the recruiting process. You are "selected" internally by projects, which requires you to reapply essentially for these projects all the time. Because of the influx of new hires, you are in a perpetual interview phase your entire time here to get "proposed" on projects. Imagine that, getting hired to then have to be re-interview for the actual work you were hired to do. What a concept. And don't believe for a second there is no favoritism in selection. Favoritism is alive in project work selection among the project "leads". Second, there is NO project work. They over hire in anticipation of needs, and in the meantime you are on what's called the "BENCH" with literally nothing to do. No structured firm initiative work, but get this, you are required to meet utilization metrics. So there is no project work for you, you can't get staffed because of that and your metrics suffer. A total recipe for failure Third- get use to not having a real boss. This is not a traditional model where you have a team lead, boss to provide direction. Instead, they assigned other employees (more seasoned) as "counselors' and these "counselors" are your mentor, career development coach, etc..many don't want to do it, but are forced to because it's part of their own metrics for development to do so. There's no accountability in this model. Project managers don't have to provide you direct feedback and counselors, many times even off site in another location have no clue what's going on. Another recipe for failure. Fourth - cultural clashes; this center was started with USI (US India Delotte) resources. Many of the these so called leaders are use to running sweatshops in India. They come to the states under the same mode. Doesn't work here. They don't value employees, don't care for them and don't provide them with a good work/life balance. Finally - performance reviews : super outdated, forced rank method process, you are compared to your peers - didn't this come out in the 80's under Jack Welsh in GE? Get with the times, we want to be measured based on our performance, not whether we fit in your scale of what you can afford to pay in increases.