Avantages
The people were generally pleasant to work with, and the client base covered a wide range of industries, which provided some exposure and learning opportunities early on.
Inconvénients
Senior leadership, particularly the partners, showed little interest in staff development or wellbeing. There was minimal engagement with employees, even basic interactions such as acknowledging staff in the office were rare. Due to chronic understaffing, manager check-ins and performance reviews were infrequent, making it difficult to receive guidance or feedback. Compensation was also a major issue. relatively middle to low in the market and staff were regularly expected to work beyond standard hours. This extra time was effectively unpaid, with only a small bonus provided at year-end, which did not adequately reflect the additional workload. Additionally, The year-end bonus was entirely discretionary, with little transparency around whether targets had been met or if a bonus would be awarded. Bonus outcomes were heavily reliant on manager reviews, which in some cases were based on feedback from only one manager. This lack of consistency and oversight meant results could be skewed and did not always fairly reflect overall performance.