Great people, impactful work, needs to improve culture and benefits - Managing Consultant bei Guidehouse: Mitarbeiterbewertung

4.0
18. Nov. 2021
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CEO-Befürwortung
Geschäftsprognose

Pros

I have not once had a "problem colleague" at Guidehouse. Every single person is competent, curious, and hardworking. I feel that I learn a lot each day on the job and am supported by an excellent conscientious team! I work in the climate change realm and I believe Guidehouse is uniquely positioned to contribute to solutions. High-level leadership shares the same goals as I do, and make a point of visibly "walking the talk". Work-life balance is good, certainly better than what I've observed with other friends working in consulting. Standard week is 40 hours and it's never been over 60.

Kontras

Guidehouse doesn't spend money on it's employees in the same way I've seen other consulting firms do. Social events and corporate social responsibility efforts largely fall on the employees to organize, which has been tremendously difficult during COVID. In my 4 years here I only remember 2 events where the company has invested money for people to meet and have fun. It seems very apparent that the company is focused on the bottom line, often at the expense of company culture and cohesion. There are also no "spot bonuses" or other instant feedback recognition, and everything depends on the annual performance feedback cycle. There has also been a problem with attrition lately without significant changes in compensation.

Mehr Bewertungen zu Guidehouse entdecken

5.0
10. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

fantastic company to work for

Kontras

educational opportunities were hard to find and fund

3.0
28. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

- Smart, capable coworkers who genuinely care about delivering quality work. - Interesting public sector projects with meaningful client impact. - Opportunities to take on significant responsibility early in your career.

Kontras

The Senior Consultant role feels significantly undercompensated for the level of responsibility expected. SCs are expected to own delivery, lead workstreams, write business development proposals, mentor junior staff, manage clients, and often keep engagements running - if not multiple if you are trying to promote which isn't guaranteed at all. However, the recognition and compensation don't reflect that level of ownership. Bonuses were eliminated, yet the workload remained the same (or increased). Leadership communicated that this would be offset by above industry standard raises and an additional salary increase, but the process lacked transparency. Even my people manager couldn't clearly explain what my raise would be or how it was determined. The utilization target of 91% for Senior Consultants is also extremely difficult to sustain while simultaneously contributing to internal initiatives, business development, and other non-billable expectations. Those competing priorities often result in long hours. With MC's, AD's, and D's asking saying this should only take you an hour or two - which isn't truthful at all. One of the most frustrating experiences was helping win contracts. While I'm proud of the team's accomplishments to get there, there was no financial recognition for the individuals who invested significant time into winning the work. It creates the feeling that Senior Consultants do much of the heavy lifting while higher levels receive most of the recognition and incentive compensation. They talk about a spot bonus of up to 10k, but no one believes it's real. Why would we trust at this point? The lack of transparency around compensation, career progression, and performance rewards is beginning to drive away talented people.

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