Vantaggi
- Ability to work with marquee clients (think large brand names, such as investment banks in Singapore - Pay structure on par with (touted to be better than) comparable positions across the Big-4, IF you are Caucasian or possess a degree from the more prestigious universities in the West - Occasional networking opportunities - Work-life balance in some projects- though this stems from the fact that most projects are technology delivery ones - Long 'bench' period for (permanent) employees not staffed on projects by any standards. Employees are known to have been paid salaries simply for reporting to work, while being unstaffed on any project, for as many as 13 months - Skewed foreigner-local employee ratio. This is a 'pro' considering that most IT talent originates from India; locals are relegated to admin/staff positions
Svantaggi
- The Asian office (Singapore/HK) is a glorified 'bodyshop'. Most projects do not come anywhere close to the definition of a 'consulting' engagement - As a result, most staff AKA 'consultants' are hired on the basis of their technical experience notwithstanding their deplorable people-management skills. Many come from no-name institutions across the West, which is justifiable in that more talented employees are likely to pass over this firm - Sub-optimal performance levels given that most employees are only in a limbo state awaiting their next gig - As with all tier-2/tier-3 consulting firms, unethical decisions are rife (and celebrated) so long as they translate to higher client revenue - Pay scales, by title/rank, are alleged to be wide. Expect to be paid at the lower end of the scale if you are not Caucasian - Inverted pyramid structure. Overcrowded at Principal/Senior Principal levels with few revenue streams. Unsustainable - The Singapore office thrives solely on a couple of projects in the financial services industry. Clients are able to see through the extent of value-addition promised vis-a-vis romantic expectations set and are scaling down their projects - Minimal opportunities for training and development - Advancement up the career ladder highly political and not meritocratic - The HR's capabilities do not seem to extend beyond hiring/firing candidates. It's no surprise that the firm exudes an image of a staffing firm vis-a-vis a consulting outfit