Company: Deloitte
Date: 2015-09-15
Overall rating: 1/5
Employment status: current
Experience level: Junior

Great Potential; Failed Deployment and Execution
Pros: Good location; decent benefits; overall good people
Cons: 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Finally - performance reviews : super outdated, forced rank method process, you are compared to your peers - didn't this come out in the 80's under Jack Welsh in GE?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.