CapTech reviews

- Work life balance disappears when placed on a highly visible project or one with VIP clients (including coercion to work nights and meetings scheduled on weekends) - Is extremely political to get to the top or be in the inner circles or cliques. You must be a savvy social extrovert and if not, you are penalized or cast out. - Much higher salaries (20k+ disparity) given to talent leaving the "Big 4" vs. talent from elsewhere or salary raises for current employees. - CapTech bends over and backwards to staff as many people on client engagements no matter the work. There is a lot of staff augmentation which has lead to people leaving.

The Bad: Hire a diverse workforce. There is a lack of diversity at CapTech in terms of personality. There is a fine line between hiring people who fit the company culture and hiring people who all fit the same sorority/ fraternity mold of being extroverted, ingratiating, and compliant. For example, at CapTech introversion is often looked down upon as a lack of soft skills, even if the introvert is very personable. Create an environment where all types can thrive and where people celebrate those who have different approaches rather than alienating them. This probably comes down to training and lack of exposure to diverse types of people. Live your core values. Even though the company has done their best to try and create a feedback process that is based on the core values, because of company culture it often ends up being based almost solely on how much the other consultants on your account like you personally, whether or not you actually work with them. There is much more of an emphasis on developing friendly relations with other CapTechers than on actually adding value, which is exacerbated by the fact that they often don't explicitly collect client feedback. This expectation makes it practically mandatory to attend team outings, company events, join company sports teams, etc. It also makes for an extremely arbitrary rewards system (e.g. one consultant who yelled at a client got promoted whereas another who quietly added value was overlooked). If consultants were rewarded based on how well they lived up to the core values rather than who their drinking buddies are, career advancements and client placement would be much more of a meritocracy. Empower your employees to truly be consultants, not just staff aug. Most clients hire CapTech consultants into staff aug type roles where they basically fill a gap in a client project team. This wouldn't be a problem if they were still treated as consultative subject matter experts. However, the current CapTech culture is typically one of compliance - compliance with clients' ideas even if there are clearly better avenues to suggest, and compliance with the desires of CapTechers with a higher job title than yours. There is not much value add going on in terms of actually proposing strategy, and any form of pushback is considered aggressive. This is one of the main reasons the company attracts, but does not retain, good talent.