Company: Deloitte
Date: 2017-06-07
Overall rating: 1/5
Employment status: former

Read if you're interested in Human Capital at Deloitte
Pros: - Great compensation
- Good benefits
- Good brand name even after leaving Deloitte
Cons: Human Capital Northeast has the worst culture ever:
- Forget about fitting in if you're an experienced hire. You're going to have a very hard time getting staffed on projects and being taken seriously. Deloitte prefers consultants who are fresh out of school/ home-grown, and you won't be appreciated compared to those folks.
- If you're a campus hire, then great! But it also depends on whether you're 'cool' enough to fit in. If you're not, then good luck - staffing managers will find fault with you in some way or another.

Many projects are clique-y:
- You've got to fit in with the clique before the Manager/ Senior Manager staffs you on the project. Again, good for you if you're popular, bad for you if you're a new consultant who is keen to learn.

Lack of other opportunities once you're 'holed' into a specialization:
- If you started off doing a Tech Implementation project at Deloitte, then it's likely that you're gonna be staffed on those in the future. Of course, it's not impossible to switch functions. But that requires a ton of networking, reaching out, and it's not certain that you'll ever be able to leave the function. Be prepared.

Lack of mentors/ advisors:
- Consultants are a bunch of busy people. Most are rushing deliverables every minute of their waking hour and rarely have time to help/mentor other folks. Many that I've met are really self-centered and only care about their utilization. Do not join if you're looking for a mentor who has genuine interest in you and your career - you won't find one here.

PRDs (Practice Developments):
- Be prepared to slog on firm initiatives which might or might not have any value-add at all. You'd need 2-3 of these long-term activities to make the grade of 'doing enough PRD'. 
For instance, lead some Women's Initiative group meeting because it looks better on your Year-End Review (even if it had only 2 participants). Or perhaps work on some diversity and inclusion slides for a conference call. Alright - some of these have value. I've learned much from many conference calls. Unfortunately, it's VERY difficult to differentiate these and you just have to navigate your way round these choppy waters.
Also, it isn't enough if YOU work hard at your firm initiative and think it adds value. Make sure you're able to sell yourself well enough so that the PPDs think so as well, or risk having a bad grade at Year-End Reviews.