Deloitte Reviews

Cons

Really none - very happy here.

Cons

Long working hours in the business season

Cons

many get fooled by Deloitte brand name - not all member firms are alike and the firm you may be part of may be full of good looking incompetents your beauty and your charming demeanor is a facade and you a hollow soul would be mostly using your intelligence and charm to shield your or your teams incapability and rob clients of their money your growth depends on your network ie say if you have tamed a Partner or part of some pack, otherwise you are disposable and can be kicked out unceremoniously whenever masters feel like diversity, inclusion, mental well-being, sustainability are ways of modern day whitecollar frauds and you will learn a lesson re this here work-life balance is a myth honory mention: firm initiatives

Cons

Progression is very much a popularity contest. You 100% need approval / sponsorship from a couple of senior partners to be approved for promotion. This can be difficult if you are not a naturally extroverted relationship builder. Onboarding process is incredibly lengthy and complicated. If you are new to a firm like Deloitte, learning the internal processes, acronyms and team structures takes months. A strong 'work hard' culture can mean there is sometimes an expectation of working late / weekends, depending on who is leading your project. Some senior leaders are so embedded in their projects, they forget not everyone lives and breathes their work. Not unusual to get a message on a Sunday about work, although to its credit this is not the overall company's ethos, and is more down to individuals.

Cons

- Innovation only allowed from Managers upwards - Zero autonomy on projects - Endless amount of time simply designing PowerPoint. Nothing else much takes your time - Highly hierachichal - forget the 1st name - Highly bureaucratic - Not enough projects in the pipeline so you always stand a risk of low utilisation, which could result in being booted out. Zero job security through no fault of yours. - Partners earn all the pay - Senior Manager grade level are the worst - Terrible, biased Talent Reviews.

Cons

- redundancies in the UK heavily penalised some high performers: I was a high performer with 90% utilisation for 2 years (100% if I hadn’t taken paid leave). Due to mistakes done by leadership in selecting groups to be made redundant, I was in a very small pool competing with other high performers. I was been let go although leadership kept insisting utilisation and performance are the key metrics for promotion. - terrible on-boarding for new experienced hires - Seniors insist someone can work on any type of project they want and they can become the SME on anything they want; the reality is that there is an awful amount of politics and it is very hard to network your way out of a long term project project / specific operating unit that do not reflect your career aspirations.

Cons

Terrible workload. If you want to have any chances of getting promoted, you need to put in silly hours. There are too many layers of folks you need to please if you wanted to have a decent shot at promotion. Also I've noticed that folks that have the gift of the gab (rather than the doers) go far in the firm.

Cons

- Compensation is well below market avg - Bonus is a joke - Long hours (if you mention it management will tell you it's your fault not to stop working, not because you had to meet their crap deadlines and doing extra work on top of the client one as business development.... hilarious, isn't it?) - Many responsibilities while partners, earning 15-20 times your salary, are sipping gin & tonic at home - Early promotions are used just to keep you at the company, but in reality those are a mirage; it's all about how good a**-licker you are, certainly not about the value you delivered - Get ready to lie as there's no tomorrow in case you get promoted to a management position - Definitely not for honest, genuine people - Diversity yes, inclusion never seen - Recent layoffs announcement (probably to keep partners' milionaire bonuses high given they almost score a record every year )

Cons

- My area went 'remote first' at the turn of the pandemic. Never really connected with my team. Never really met any fellow grads. Never felt apart of a community. Very disappointing in this regard. - office space i.e "the ventures lab" was below par. out of date tech and overflowing meeting rooms/desk space.

Cons

Not the greatest place to work in HR. Internal client services is underfunded and overworked. Partners come first, then fee-earning staff then the support functions. Too many promises of reorganisation and more efficiency but the workload never goes down. Stuck doing the same cyclical activity in a chaotic way year on year.