Pros
I will be hard pressed to write about the best reasons to work for Frost & Sullivan. But on the whole, the people as individuals are all relatively nice and cordial people. Conflicts, if any, are usually not personal, but rather, due to organisational inefficiencies. A young workforce and ample opportunities to meet new people (since employees come and leave ever so often).
Cons
CULTURE The culture wreaks of stinginess in every corner. Positions itself as a reputable consulting firm with multi-national status, but operates like a hole in the wall shop. We are not just talking about monetary allowances, but even HR policies reflect a culture that counts the nitty gritty with little trust on its staff. MANAGEMENT Quite a few of senior people in the leadership team do not have the required skillsets to lead the organisation to achieve great success. They are there either because they play the political game well, (ie. being a good soldier that does not rock the boat), or because they inherited the positions through pioneering the firm - which in itself is not a bad thing if and only if the candidate has the exposure and visionary skills for a specific senior management position. Management can annonce of record turnover in operations on one hand, and on another hand, report of poor margins, which to a large extent reflects on their poor operational decisions related to hiring and expansions. BENEFITS Incentive and benefits plans become worse with every revision. Sometimes it may seem better on paper, but a true analyst would be able to discern otherwise upon closer inspection and by applying some logical reasoning. Then again, a good analyst won't be there for too long. Sales people have no transport allowances. Good place for a salesperson if he/she doesn't like to entertain much since entertainment budgets are frugal and such expenses not highly encouraged. TURNOVER Turnover is extremely high. Good people come and leave. Bad people come and also leave. Interestingly, turnover amongst indian employees tend to be lower. This could be due to 2 reasons - one, they feel a sense of belonging with a huge indian community there, or two, culturally they do not challenge authority as much (or so I hear but I could be wrong). A large proportion of the leadership team are indians and hence respect from the indian working population is a given. Training is lacking and the company does not invest in external training. Highest turnover I've ever seen in my working life, and management doesn't seem too concerned. VALUE OFFERING Confusing and often misleading. The firm tries to play in the big game, boasting of cross vertical coverage and management consulting skills that equal the best in the business. The truth is that all these huge visionary messages confuse not only the employees, but also the clients. There is little evidence that the firm can execute its visionary plans or has people with the depth and breadth of knowledge to carry out on what it claims it can do. Nor are there many apparent efforts to acquire this knowledge from the best in the industry through headhunting them into the company. Again, a good guess is that they are not willing to pay for such talent, but rather rely on honing the skills of cheaper labour.
