Supportive culture with growth opportunities for proactive workers - Recensione dipendente - Consultant Analyst presso Cloud for Good

4,0
28 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

this is an apprenticeship. Zero experience required but basic technology/customer service related experience is helpful. they start you at 50k, get another SF cert in the first 90 days, then they bump you to 60K. Plenty of room to grow if you are willing to get after it. People are super helpful, and the culture is so supportive. Make your career goals known to your People Advocate and good things will happen. Keep in mind, this is an apprenticeship. Either you will be hired onto the client side or stay on as a full time Consultant for CFG. If you are the latter, there is plenty of paths trailblazed by other senior consultants who started off as the analyst level.

Svantaggi

NOT A CON, but doing the bare minimum required here will not get far. You really have to be Proactive with your own career. Just be aware of starting off as a QA role, try to plan and graduate from that role after 1-2 projects. Keep flexing and using those config skills, and volunteer to take on build work at any level as an Analyst-> otherwise you’ll never upskill and you just keep doing qa project roles. This is consulting, working beyond 40 hrs or on the weekend can be a possibility. but definitely not every weekend! Know what you are getting into as a non-experienced salesforce/tech junior!

Esplora altre recensioni su Cloud for Good

5,0
20 ott 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Strong growth within the company

Svantaggi

Only remote work, no offices or in person.

1,0
6 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

If you're in a particular practice (Nonprofit or arguably Education), you get to support meaningful organizations.

Svantaggi

The firm is clearly going down the services equivalent of the enshittification cycle. In 2025-2026 they: - took on brass from Salesforce in an advisory capacity - laid off a large amount of their NA workforce and within the quarter announced an "all-shore" global team - started to change their focus away from their heavily nonprofit/education-leaning brand to chase financial services and public sector clients - had significant churn in leadership, including multiple top executive hires who exited within 6 months. On a more day-to-day experience basis, they suffer from the pattern of "under-sell, over-promise, then ask for project contributors to work excess hours to make up the difference". Requests to "ghost hours" by contributors due to leadership's failure to control scope occurred on every project I was on over a 5-year period, and I also never saw employees get direct compensation for their directly requested excess hours nor alleviation of their numeric metrics, which suffered due to the forced uncredited time they were asked to contribute (these metrics are tied to compensation).

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