Kroll reviews

-There is no equality or equity. The smartest, hardest working people get paid and promoted the same as the worst employees, but are assigned 3x the amount of work and responsibility. -No work/life balance. Expect your manager to call and email you at 11pm with an incoherent list of tasks to do before morning...for a project you gave him a week ago that he just never got to. Directors will tell you to cancel vacations for projects that haven't even started yet, even when other staff has availability. -Manager apathy. Good managers will listen when you tell them that there are problems. They will agree. But they won't do anything. Ever. Even for problems that they could solve in 2 minutes. -Managers will treat you as sub-human and if you ever dare to grow a backbone they will nuke your performance reviews. - 0 transparency around bonuses. You're expected to work 70+ hours week. Bonuses for staff are based entirely on hours worked, and even if you work 70+ hours a week your bonus could still end up being the same as someone who worked significantly less due to non-transparent bonus tiering. And directors don't care. Managing directors, when approached about pay issues, will yell at employees, "Just Quit Then!" -Incompetent Managers. Expect old "boys club" managers who don't even know how to use excel. And if there's ever a mistake, staff takes all the blame. If you're reviewing something for management and there's a mistake, it's your fault it goes through. If management reviews your work and there's a mistake, it's also 100% your fault. -Anti-diversity. Hiring decisions based on connections (family friends) and who managers would want to grab a beer with after work. Expect managers to make extremely sexist comments.

PV has to use the VAS staff (Analysts and Senior Associates), as they aren’t allowed to hire their own (every once in a while they will be allowed to hire one or two). This part of the business model makes no sense at all, and can only be explained as poor senior management. If PV had its own dedicated staff, this would be a great place to have a career (with the possible exception of being underpaid, but more on that below). Often times, PV managers and staff get burnt out from not having enough help to do the high work load, and will then leave to take jobs elsewhere. Also, everyone in PV is doing very complex work, but unless you’re a director that’s been there a very long time, or you were hired from outside, you will most likely be underpaid. If you’ve risen up through the ranks you will certainly be underpaid, and management will only maybe give you a significant raise up to market value if you have another offer in hand and you’re threatening to leave. PV continues to grow every year, but somehow they aren’t given their own staff, and bonuses still leave much to be desired. The poor performance of the VAS group means that PV ends up getting slighted – the bonuses are not good, which makes no sense at all. If PV was its own separate group completely bonuses and pay would most assuredly be much better as the group has a record year each year. Who’s going to be happy working very hard and then getting a 15% bonus (in the highest performer bucket), when you could be elsewhere receiving a bonus that’s double or triple that? A lot of people want to stay hoping the pay will improve, but somehow the bonuses are the same every year. The new owners, Permira, paid too much to acquire D&P, and as they now realize that they have been trying to do whatever they can to cut costs. Layoffs in VAS sunk morale, and given the hot job market it is now (in 2018), junior staff are running for the exits and taking jobs offering over 25% higher pay. If PV wants to stay competitive, they need to pay their very talented and extremely hard working team market rate, or else Houlihan, or any number of other valuation or PE firms will continue to poach the best talent.