Capco

4,0

29 mar 2018

Consiglia

Gradimento del CEO

Pronostico commerciale

Vantaggi

- Skillbuilding Working at Capco was a great opportunity to develop fundamental business analysis (BA) and project management (PMO) skills. My managers provided frequent constructive feedback that allowed me to constantly improve. I've learned that if you keep an open mind, you will rapidly hone your delivery quality, flexibility, stakeholder management skills, time management instincts, and sense of urgency. I am convinced that these are valuable skills to leverage wherever I go. - Willingness to cultivate you (if you push for it) If you are willing to put in the extra time to meet key players in the firm (Partners, MPs, Human Capital, rapidly promoted individuals) and have clear learning goals, they will leverage available resources to help you. It might not be exactly what you ask for (and you might have to ask multiple times), but if you talk to enough people with a goal in mind, you will receive some resources. I know one consultant received tuition assistance for a Python course at NYU. Others have gotten staffed on projects in functional and subject areas they found interesting. This kind of networking is tough for AOs to do, but if you're willing to eat into your weekends or time after work, it can be very rewarding. I didn’t do this myself, but I saw the positive results for others. - Attitude adjustment Consulting requires humility. Capco hires kids out of top schools. They often have egos and high expectations for their post-graduation career direction and pace. I was no exception. I think this contributes to Capco's churn rate. However, you will hit a brick wall in your career if you don't learn to untether your ego from the type of work you do and the feedback you receive. It will stifle your willingness to learn new things and motivation to challenge yourself to improve. Depending on your project, the work could be tedious, granular, and esoteric in nature, so humility is make-or-break for your time at Capco. For me, it was a painful but rewarding adjustment. I survived by focusing on improving my BA skills instead of the specifics of my project work, which I didn’t find very interesting. - Learning what you really want to do in the future Regardless of what you end up doing, your time at Capco will help you find it. There is a ton of sector, technology, and practice area informational events/showcases that teach you about existing or aspirational Capco focus areas. For example, there was a highly successful Initial Coin Offering event with impressive guest speakers. Something might pique your interest there. You might meet interesting people you want to collaborate with. I definitely benefitted from the broad exposure that these events offered. It can also help if you're doing a project you don't want to do. I spent much of my time at Capco concerned about the opportunity cost of each day I was at my project versus other roles that might cultivate me more efficiently. I made the absolute most of it and grew exponentially, but I was still convinced that it wasn't enough for my learning and career targets. As a result, I was highly motivated to figure out what really inspired me and what opportunities were out there.

Svantaggi

- Aggressive project staffing I was selected for a project before I even started the two-week training program. I didn't feel like I had a choice because I was informed by colleagues at many levels that it is a very bad look to turn down project roles, especially at the Associate level. I mentioned this to HR three months into my first project and HR informed me that this is not the culture they are trying to cultivate. By this time, it was too late. It's not easy to arrange to roll off of a project and I was told by my coach and colleagues that it complicates performance reviews and a smooth promotion schedule. While it's flattering to know that people think you'd be effective on a project with an immediate staffing need, it can lead to a lot of frustration and missed opportunities that I experienced up to my final day. I hope they're making changes to this shared tacit assumption that I observed within Capco’s culture. - Insufficient expectation management of prospective AOs I perceived this as the biggest con. Elements of this con encouraged me to begin a passive job search which led to my eventual departure. Check out the Advice to Management section where I break down the issues and how they could be resolved in the future.

Risposta di Capco

Thank you for your review and taking the time to share your insights based on your experience at Capco. The constructive feedback you have provided is helpful and we will take this on-board as part of our continued efforts to enhance our processes. You have raised a number of points in your review and we would like to respond to your comments in the Advice to Management section. 1. Managing AO expectations about the nature of the work – Associates joining the firm take part in a rigorous assessment process, which not only allows us to determine that they are the right fit for the firm, but also allows them to determine that Capco is the right place for them in terms of career opportunities and culture. Throughout this process, candidates have the opportunity to meet with a number of people from the business to provide them with insights into the types of projects they may be working on. We understand that this is a key part of the decision-making process for candidates, and as such, we always try to provide a true picture of the opportunities available. To your point, while some projects will be in the digital space or focus on strategy, Capco works with clients right across the financial services industry on a wide variety of interesting, challenging and often topical projects. 2. Managing AO expectations and transparency about rank, reputation, and promotion – Capco operates as a meritocracy with a ‘no time in grade’ policy. As such, anyone who is performing at the level above for a sustained period of time can be considered for promotion. We have many examples of this. Promotion decisions are made by a committee and are based on an assessment of an individual’s experience, skills, and readiness, as well as feedback from a range of stakeholders, both internal and external. All Associates are reviewed twice per year and we encourage ongoing feedback to be shared throughout the year. If any employee feels they need more guidance around their career development, they should reach out to their HR representative to discuss. 3. Clear communication of roles and capabilities for advocating for employee needs – thank you for your feedback on this point. We do try to make this clear during the induction process, however appreciate that there is a lot of information to take on-board when joining a new firm. We will look at what we can do to ensure that Associates (and all new joiners) are aware of the various support available. 4. Coaching commitments and expectations for both the AOs and their coaches – many Associates are not sure where their interests lie and/or want to keep their options open early on in their consulting career. However, similar to the point above, this is something we will take on-board and can look to communicate more broadly. 5. Communication between upper management and junior staff – the idea you raise here is an interesting one and something we will explore further. We run these sessions at certain times of year e.g. after year-end reviews and also Partners often host breakfast/lunch sessions for smaller groups. We will look at whether this is something we can do more broadly. Thank you once again for taking the time to share your feedback and we wish you luck in your future career.

A satisfactory start to any career - Recensione dipendente - Associate presso Capco

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