Be sure your background is a fit for the role you applied to and beyond... in case it doesn't work for you.
...I was hired by Deloitte for a specific role/project ONLY and my background is different than the work I was actually expected to perform which of course I learned after the fact (after the interview and initial project placement). I was out right lied to during the interview regarding what they wanted (background wise).
After a 1 yr...I decided I had enough of the abuse and through researching internal projects I saw that my resume was only about a 10% DIRECT(transferable skills) match out of more than 1000 internal projects which meant I stood little chance for another role internally because you would need to be at least a 60% match to justify your candidacy to the hiring manager(s). AND YES your asked to provide a written justification for internal projects you apply to (outside of your resume details)....
.....After a year this was NOTHING more than a WASTE OF TIME and disappointment. My project lead was more terrible than words can express and he forced me to leave my project ( putting me back in a bench status) so he could back fill my position quickly. All of this because during the monthly one-on-one session with my lead, shared with him I wanted to be in a role where my skills matched and where I could be of value. The Deloitte team talked a lot about "communication" being an issue among the group and the client, but our team contributed to about 95% of the problem and of course this was without any accountability of that because our team was perfect.
Deloitte seemed like a great opportunity to grow professionally, but this company has been nothing but a huge disappointment. I strongly believe that is because of the department I am in and the "leadership" they have in place. Individuals that have been placed in Team Lead positions have zero to minimal call center experience. They do not implement or even know how to utilize call center metrics. They do not keep track of the reps work, i.e. amount of calls taken, number of tickets worked, ASA, AHT, etc. The company itself doesn't even know how to accurately calculate an agent's utilization rates because - wait for it - they've "never done this before". This creates an air of contention within the department. Since agents are not tracked or held accountable for the amount of work they do, there are inherently lazy individuals that take advantage of the lack of supervision. The reps with a solid work ethic are the ones that wind up picking up the slack, without any recognition. The head honcho has absolutely NO call center experience, which I was made aware of only after accepting the job offer. I'm pretty sure they gave him this department because he's been with the company for so long and was long overdue for a promotion. He's more concerned with bringing in additional clients than developing the staff he has on hand.The team leads are tasked with helping him create client presentations and offerings - which should be the department head's job, not theirs. As a young call c
ProsNone
ConsNo room for growth or development, no work life balance, lack of communication, lack of leadership, zero accountability
• Managed a team of 6 people on the project managing ETL and OBIEE Report development teams.
• Expert level knowledge of OBIA 7.9.6.3 and the different ETL modules in it.
• Participated in meetings to provide strategic guidance and develop future roadmaps.
• Managed development of custom ETL mappings in Informatica and custom OBIEE reports to suit client requirements. Managed a team of Administrators for Informatica, OBIEE and UNIX.
• Participated in various client meetings like CCB, Risk Management, Status reporting, Project plan discussions and requirements with client.
• Interacted with dispersed teams to manage and plan for storage. Developed a plan for managing and maintaining various servers.
• Devised a strategy to develop a failover environment for major deployments and system breakdowns.
• Understand the requirements and develop the various contractual work products like Technical Design documents, System document, Process document, Business Requirements document, Development Plan, QA Plan etc.
• Hands on experience in developing code in Informatica, Oracle PL/SQL for STAR schemas and OBIEE (both RPD and Analysis) for reports.
• Conducted various lunch and learn training sessions to train team in various skillsets to benefit the project. Conducted training sessions to explain various processes involved in the project activities to make the team aware of the current state of the project , the would be future state and the processes involved.
• Mastered D
4.0
Senior Business Development | Chicago, IL | May 10, 2013
Great experience
This position was a quasi marketing/sales professional role created especially for me as I was recruited by Deloitte. Many levels of staff interaction, multiple roles from identifying markets, populating databases, qualifying targets, identifying decision makers, initiating marketing and sales campaigns and assigning follow up protocols, designing and delivering marketing collateral both electronic and hard copy, face to face prospect meetings, post meeting follow up, assisting with RFPs, tailoring proposals, delivering proposals, post delivery follow up, request real estate specific data from prospects necessary for pricing proposals, inspect and forward to management for input vital to proposals' accuracy, network with Deloitte partners across multiple service lines for cross selling opportunities/introductions and return the favor, attend conferences, trade shows, association meetings, continuing education seminars, networking events, identify and follow up sponsorship opportunities, participate in charity events and various other activities. Also learned was how to exist and thrive within an extremely busy corporate climate by multitasking and consistant triage of ever changing responsibilities. The most difficult challenges for me mostly involved the prioritization of my relationships and correspondance with my own colleagues as the facilitation of such within my own company was a very cumbersome task requiring nearly 75% of my available time. Regardless of its complexit
ProsStructure, pay, advancement potential, career path, resources, diversity, education, reputation
ConsLots of meetings, meetings about other meetings and meetings to plan those meetings with fellow colleagues.
First off let me say this, I believe Deliotte is a great company that seems to value their employees. However, they purchased the Columbia, SC from IE Discovery (2008-2012), a company that receives many complaints thru the HR department but did nothing about them.
The manager at this office is a NIGHTMARE!!!! She is beyond rude, treats employees like children, very condescending, and will do everything but come out and tell you that if she is unhappy with you that you will lose your job. She allows the project coordinator to speak in a demeaning way to colleagues, to put extra work on them without fully explaining how to do new projects, and allows her to threaten people's jobs.
The Manager has fired so many people in the past, just because she didn't like them or because they did engage in small talk with her all the time, and also when she found out one guy had a part time job. If they don't like you for whatever reason they get in their head, you will not move up. A guy there was passed up for a promotion after almost 2 years while two part to employees who barely came to work was promoted.
She tells stories about how she previously worked with someone who would cry every time she called that employee in her house and how she would call that employee in just to watch her cry.
So many people have left because of their many complaints going unanswered or even being addressed about the management to take part time jobs, jobs that pay a lot less, and some have just left wi
Prosdeliotte is a great company and has great benefits.
Consdeloitte took over a bad company that didnt value their employees, the manager and project coordinator are impossible to work for/with, you will forver be afraid your going to lose your job and want to quit over and over, hr listens but doesn't hear or take their employees seriously..
I worked at Deloitte for a number of years. However, the company has in recent years suffered in some critical areas. During my time there, I experienced poor management from supervisors, lack of communication and guidance from leadership, and worst of all, terrible customer service.
Poor Customer Service – I asked for the IT Helpdesk regarding an issue with my computer, which required escalation to the national IT office since the local office was not able to complete it. However, I received no response from the national office for my request despite multiple follow-ups via email and voicemails. The local office also never bothered to check again into the issue, to see if I needed additional assistance.
Poor Value – Deloitte’s pricing for client engagements is above the norm. While some of our clients needed that extra assurance that they are bringing on a prestigious accounting firm, many did not realize that comparable work could be performed by other respected regional or local accounting/consulting firms (many staffed by highly qualified employees formerly with Deloitte or other Big 4 firms) at a lower fee. I’ve heard my Deloitte colleagues and managers joke about how the revenues we were getting from certain engagements far exceeded any value we provided to clients. Joking about ripping off clients is not OK, but maybe that’s just me.
Mismanagement – Deloitte’s corporate culture can be described in many ways – political, soulless, and too focused on the
Good compensation, but mundane admin work and dismal career advancement options
Deloitte lives up to its reputation in terms of the networking opportunities, competitive compensation (if you know how to negotiate), smart/driven people, and endless learning opportunities.
For those looking to apply for a position in the Project Controller practice (currently termed the "Engagement Controller" practice), you should know a few things:
1. Positions in this practice are largely "admin" roles (close to 70% of my time as a consultant-level experienced hire is spent mundanely inputting data into a system and drafting invoices/billing/collections). Having been in a strategic corporate development/financial analyst capacity in my prior role... this was a huge change for the worse.
In the practice's defense, they do mention that you will be dealing with reconciling client billables/collections in the job description; however, I feel that function was underrepresented in terms of the amount of time that would be spent doing such work. The alluring job highlights such as "provide financial advisory and strategic business insights to upper internal management" is overshadowed by the administrative component.
2. Building off of my prior comment, there doesn't seem to be much opportunity to provide analytical insight or build "consulting" skills. You learn the "Deloitte way" of how to track project financials and you need to master that. If you expected to bring insights from your studies, experience, or side practices to help solve real-world business prob
ProsDeloitte really cares about its employees and provides exceptional benefits
ConsWork-life balance and the project controller practice feels like a dead-end admin role
4.0
Senior Java Developer | Orlando, FL | Jan 27, 2015
State Of Connecticut -Integrated Eligibility
Integrated Eligibility (IE) is part of Deloitte’s Health and Human Services (HHS) Market Offering. IE systems help agencies improve how they determine eligibility, manage cases and deliver health and human services programs to customers in need. The State’s IE solution will provide a simpler, more accessible eligibility determination process and an integrated platform for the citizens of Connecticut and workers. This project Replaces legacy systems with new technology and Offers enhanced integration with ConneCT online services. ImpaCT establishes a single point for eligibility determination and case management and provides a single system to organize and facilitate work across channels. In an Integrated Eligibility system each case follows Registration, Intake, Eligibility Determination, Authorization and Benefit Issuance.IE system includes Medicaid, Food Stamps (SNAP), CASH(TANF), Child care(CHIP) and many more.
• Involved in requirement gathering and Technical Design Documents creation.
• Developed screens using JSP for Eligibility module. Implemented client side validations using Java Script.
• Developed and involved in creating web application using enterprise java technologies like Spring3.0 and Hibernate3.3.
• Implemented the REST Web service using the Spring and Consumed the REST Web Service in our application
• Extensively used hibernate as ORM tool for all database operations. Had great exposure on creating parent/child relations hierarchy, one-many, many-m
Trainer and consultant
Help the portfolios, programs, and teams apply Agile and Lean thinking to the specific environment and impediments they face. Help the leaders, managers, and teams adapt the Agile methodology to their environment / challenge the existing status quo. Provide training to the internal coaches, leaders, and team on the agile/DevOps mind set, principles, processes, and best practices.
Facilitator
Help the internal coaches & scrum masters to plan all the SAFe & Scrum ceremonies.
Facilitate the team with the Agile/DevOps knowledge so that teams can execute their Sprints with Scrum/XP best practices.
Strategy
Define the Agile philosophy at the Strategic level and to help the business and executives understand the cultural change in the organization. Identify the winning strategy for the project from the Agile execution perspective. Work with other Agile Coaches to build consistency across the enterprise and distill that information down to the teams.
Motivate and keep the team engaged
Focus on people and Continuous Improvement all the time. Foster teamwork and adherence to norms; gauge team performance, identify team and personal improvements, and identify/assess levers to accelerate team's transformation; engage in one-on-one coaching as needed, especially with team members who are new to agile; identify emerging best practices and issues, and work with Agile Transformation Center of Excellence to help implement continuous improvements to agile m
I was hired as a 3rd party contractor to assist Deloitte employees on a project. I was told I could not tell the client I was a 3rd party vendor but I had to tell them that I worked for Deloitte. I also was told when my contract ended, I could not mention Deloitte on my resume. The manager had no clue what he was doing. He would call someone every day to get input because he was not clear on how to tackle the assignment. Then, when he gave his updates to the client, he would just repeat whatever the other Deloitte employee told him to say. We changed directions 3 times on how to approach the assignment before he could figure it out. Fortunately, the client did not have a clue. The team I was on treated me like I really was not part of the team. There were impromptu meetings that I was not aware of but was told afterward. Every email we wrote had to go to the manager for review before we can send it out. I did not receive my laptop until the 4th day. On the 10th day, I was given a review. In the review, I was told that I need to use their internal database to get information about the process they were using. I would have if someone told me it existed. Some days, I would not get assignments all day. I would inquire if there is anything that needs to be completed and was told I will get with you. Well at 4 pm, I would get an assignment, We had to eat lunch together every day to talk about the client. The GM(I think that is what you call the person that's constantly trying to s
ProsThe client site was fun. You have unlimited resources to help you.
ConsIf you are not an employee, you will be treated as an outsider.
*Recensione su Deloitte Consulting*
Conosco questa azienda da diversi anni e sento pertanto di poter fornire un giudizio oggettivo.
Si tratta di un ambiente di lavoro in cui bisogna entrare da neolaureati, apprendere le basi di come si lavora in team e poi fuggire a gambe levate.
Se si entra nel turbinio della carriera, non vi è modo di uscirne e superati i 30 anni trovare un'alternativa nel mondo del lavoro è veramente difficile, dato che il lavoro del consulente non fornisce strumenti specifici ed una preparazione verticale e questo rende molto difficile un riposizionamento.
Detto ciò, procedo per punti:
- STIPENDIO: inadeguato. Non sarà mai troppo alto per compensare lo stile di vita malsano che si conduce, la mancanza totale di riferimenti reali per la propria crescita personale e professionale e non remunera mai o quasi mai (le eccezioni sono per chi ha la spalle protette) gli straordinari (che invece sono LA REGOLA). Sai come entri (con i recruiter) e dopodiché sei abbandonato a te stesso, vista la totale mancanza di supporto.
- AMBIENTE DI LAVORO: tossico e pesante. Sebbene l'età media sia molto bassa, fra colleghi non sempre di respira aria di collaborazione. I momenti di contatto sono pochi e fugaci, le persone sono tristi, ingrigite e oppresse dai propri manager. Questa atmosfera è figlia di una tradizione che voleva che nella consulenza si usassero metodi da campo militare (così si spiega l'ostile atteggiamento del management), ma non tesi alla cresci
ProsContratti a tempo indeterminato
ConsWorklife balance, management, scarsa preparazione, arroganza, straordinari non pagati, poca trasparenza, nessun rispetto per le risorse
I never imagined myself having a career in audit. No one in my immediate family had taken that route and coming out of high school, I knew very little about it.
My father, who has an accounting background encouraged me to apply which I did, with no real expectation of getting accepted into any firm.
On the 5th of January 2009 I started at Deloitte & Touche - Zimbabwe. I also enrolled for a Bachelor's degree in Accounting Science with the University of South Africa in the same year, an institution which offers long distance learning/ correspondence. This enabled me to work full time at Deloitte and obtain my degree at the same time.
As you start off in the firm, the roles and responsibilities, as expected are small. The firm is structured in such a way that each team member receives on the job training which enables him/her to not only carry out the task assigned, but with each assignment, prepare him/her to one day run an audit engagement as the field senior, supervisor or manager.
The objective of each engagement is set out from the on-set, be it an assurance or agreed upon procedures engagement. I work in teams, from as small as 2 to as big as eight (8). Each individual has a role to play on the engagement to ensure the objective is achieved in the timelines set - from planning the audit, carrying out substantive work, reporting and communications with management.
What does a typical day at work entail? I am currently an audit senior at Deloitte and a typic
ProsExposure to businesses and systems, School relevant work experience, lasting relationships, career advancement opportunities
Deloitte Hyderabad- Good for freshers but not for experienced employees. Deloitte spoils you with all the goodies and benefits and makes you believe that you are working for a great company. As a result of this every fresher would say its a great company to work for however the problem is that they have not worked in any other company so they will understand the work culture. It is embedded in the brains of the freshers that Deloitte culture is the best and they tend to get used to it making them difficult to adjust in any other company or work environment. "Learning" and "personal and professional development" is a big problem. If you are talented, then prepare to undergo extreme office politics from your colleagues and vice versa.In fact most of the managers would encourage the same. In case your manager is an extremely "learned" personality with "multiple degrees" like CA, MBA, CFA or CPA then you can expect some good management in the team otherwise you are in trouble.Those kind of employees are preferred who would just listen and follow orders. In simple words - dont use your brain. Outsiders (experienced professionals) are not treated the same way as internal employees are treated and that is openly visible. I have 9 years of exp in three companies including 2 Big 4s and from what I have gone through, seen and heard from my friends in various departments in Deloitte - 'MOST' of the promotions happen based on your tenure at the firm and not on your talent as a result of
ProsFree lunches, dinners, parties, good pay
ConsWork environment, Culture and People Management
My work revolves around those making Payment Protection Insurance Claims. I have my own caseload and a typical day at work generally consists of following a set chase cycle where I am requesting for information from the lenders, policy providers and in addition information from the claimants.
For the files that I already have, I have to type letters to these parties and also enter information on a spreadsheet. Then I have to send the letters once signed by my line-manager via post.
We have a set database which reminds us of the chase letters we need to send each day. Therefore most of the day consists of completing those tasks.
In the mid-morning we get new cases. The number varies, as on someday we can get one and on busy days we can get up to 20! For these new files which we call 'initial requests', I have to enter information on an internal database (Siebel), re-organize the file, scan and photocopy the declaration from the claimants (as well as marriage/death certificates) and send first request letters to the parties mentioned above- after they are signed.
Throughout the day I have to answer calls from claim management companies and claimants who would be inquisitive on what they need to do to help their claim be processed ASAP. I also receive post from the lenders and policy providers, so I link them to their file from my caseload cabinet.
On a daily basis I have a target of handing in 4 cases. A 'workable' case means that I have the information from the all mentio
Prosthe experience
Conslong hours
Questions And Answers about Deloitte
Why did you leave your job at Deloitte?
Asked Mar 26, 2017
In addition to receiving an offer at another company that advances my career goals... 1) Recent off-cycle pay increases given to "select individuals with specific skillsets" that focused on technology; 2) government procurement cycles are unpredictable and inevitable bench time impacts compensation and promotion; 3) not just exposure to toxic managers (inevitable) - but how that toxicity was addressed by senior leadership.
Answered Jan 24, 2021
After twenty years if loyal service they sent my job to India. If clients only knew that their work was getting done in India.
Answered May 21, 2019
How are the working hours at Deloitte?
Asked Jul 1, 2016
Working hour in deloitte is - From waking up in morning to going bed in night... U can put any time for waking & sleep as per ur choice....
Answered Sep 26, 2020
Depends on what department you are in but most of the time you either bring work home with you or have work on the mind. I heard it’s like that accross the board.
Answered Aug 18, 2018
If you were in charge, what would you do to make Deloitte a better place to work?
Asked Feb 11, 2019
Force one mandatory mental health day per month.
Answered Nov 19, 2020
Better ethics, sales targets are more valued than personality or ethics
Answered Oct 2, 2020
In One word: what's the name Of Deloitte culture
Asked Aug 14, 2016
Accounting
Answered Jun 18, 2018
Micromanagement
Answered Jun 14, 2017
What is the interview process like at Deloitte?
Asked May 27, 2016
Interview process will take a couple of weeks and you will interview with at least 6 different people.
