Valuable experience but poor support and unclear promotions
Pros: Some good people and capable colleagues. The company has exposure to large global clients and complex projects, which can provide valuable experience early in your career.
Cons: The employee experience can be extremely disappointing, particularly in Transitions. The workload and accountability placed on individual employees can be disproportionate to the resources provided. Lean staffing models often appear to translate into more responsibilities being pushed onto fewer people, while expectations around reporting, governance, decks, follow-ups and stakeholder management remain extremely high. Career progression is another major concern. Employees can spend years taking on additional responsibilities, handling difficult accounts and delivering strong results, yet promotion does not necessarily follow. There is a perception that external hiring can sometimes be prioritized over developing and promoting existing employees. This is particularly demotivating for people who have demonstrated sustained performance. The management experience can also vary significantly. Micromanagement, excessive review cycles and constantly changing expectations can make already demanding projects unnecessarily stressful. Accountability can sometimes be pushed onto individuals for activities owned by other functions, creating confusion around RACI and ownership. The Transitions organization also appears to be moving toward a leaner CoE model. While standardization and automation can be positive, reducing staffing without proportionally reducing governance and administrative requirements risks increasing pressure on individual Transition Managers. There is also a noticeable difference in how resources and tools are allocated across functions. Some teams appear to have better access to technology, AI tools and collaboration platforms than others. This creates the impression that certain functions are strategically prioritized over others.
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