Slalom is an okay place to work. I was never really impressed with the managers there. They also seem very single focused on one practice but could never get all practices running on all cylinders. I worked at the Houston office.
not a stressful place
not a place to start a career to try to move up either
A good place to start or land potentially good clients but lacks advancement opportunities
Consultant (Former Employee) – San Francisco, CA – February 5, 2018
Slalom provides great opportunities for those who look for local projects and focus on work/life balance and company culture but lacks career advancement opportunities and leadership development. Leaders emphasized many slogans and motts at work but most of the time they didn't follow up on their promises or lead by example. It is a great place to get going and/or land potentially good clients to get experience at, but career structure and long-term horizon/outlook at slalom require serious overhaul considerations.
Consultant (Former Employee) – Chicago, IL – December 20, 2017
If I could give negative stars I would...
-Avoid this group AT ALL COSTS. There have been an ENORMOUS amount of departures (including in leadership) (~40% across the board). The current management has become toxic, looking for ways to point the blame at the lowest levels (consultants) for failures in bringing in work, retaining employees, and overall morale. -The culture has become TOXIC. Even though they tell you it's a flat culture, there is almost a 2:1 ratio of consultants and those in leadership roles (Solution Principal, Principal Consultant and up...). There is a lot of backstabbing and politics that goes on behind the scenes in terms of the review process: almost always if there is negative feedback it is never constructive and usually related to personal issues rather than professional ones. The feedback is communicated at the 11th hour because leaders are not effective in communicating unless it is behind close doors or in a passive aggressive manner. -There is no 360 review process and leaders are only concerned with managing up they are awful at managing down -- many times pushing for unrealistic deadlines, putting consultants in roles they are not prepared for and then finding ways to blame consultants for failing to meet them. If you request support, they just micromanage you and you end up worse than where you started. This proves that the people they promote are not prepared to manage engagements or people effectively. -Very poor raises and bonuses, I'm talking bottom of the barrel. Expect a 2% raise and that's if you do a good job... -The work itselfmore... is tedious and uninspiring staff augmentation. You are basically either writing SQL queries or making dashboards as an augmented staff. The people in more advanced roles usually get there through political channels and then end up leaving the firm shortly thereafter. -You are only considered for promotions if you are a zealot, play the political game, promote the brand incessantly, and never raise concerns to management to try and change things for the better. You can have great reviews and be capable but if you don't make sure to attend the happy hours and schmooze with leaders then don't expect to go anywhere. There is no career trajectory for those not willing to play political games. -Weak and ineffective PMs that rarely have your back. Instead of helping guide your career they are more concerned with keeping you billable rather than getting you on engagements/roles you are actually interested in -They see it as your responsibility to get extensions, even if it is out of your control and leaders make decisions out of anxiety/emotional rather than rational business decision-making: if you get done with an engagement on-time/under budget but the client doesn't have funds for an extension (even though you get no credit for getting extended), it must be your fault; if there is no work and you're on the bench then again it must be your fault -Be prepared to sit on the bench for a long time and help make Powerpoints -Very disappointed in internal initiatives. Usually there are 5+ people assigned to help in a business development proposal or initiative, 1 (usually, the consultant) ends up doing all the work while the others make sure to attend every call / pretend to contribute when management is on the line but when the rubber hits the road, they avoid doing any real work yet get their name added to get their credit. -Unlimited training budget...BUT it is never approved -Case of a firm that grew too fast. This past ~2 years they have opened up so many new offices but failed miserably in hitting their number and the consultants raises/bonuses were adversely affected. I billed more hours this year than I have in years prior yet my raise/bonus was significantly less due to the inept expansion approach.less
Engineer (Former Employee) – Seattle, WA – November 20, 2017
Some management does not shoot strait. Environment can be political charged and backstabbing. Compensation and benefits are nice. If you are thinking of working here make sure you ask a lot of questions in your interview before you make your derision. I would also recommend solidifying any agreements in writing.
Business Analyst (Current Employee) – Chicago, IL – October 20, 2017
The company does an awesome job delivering high quality results to its clients all while providing an incrediable cultural to be apart of with team events/dinners, company events, and lots of fun things to do with the company in the city! I love where I work and am very happy to have found such a client centric-company that is fun to work at.
Lots of awesome people and the perks that come with that!