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DUTY FIRST CONSULTING

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Good place to gain experience - Consultant DUTY FIRST CONSULTING Employee Review

3.0
Jan 9, 2021
Recommend
CEO approval
Business Outlook

Pros

Because Duty First is a small consulting firm, you get valuable client-facing experience at all levels. Many of the people who work at Duty First are extremely hard-working, detail oriented, and care about client results. Clear opportunities for promotions. Good PTO policy (thought it can be hard to actually take a lot of time off) and benefits. Work/life balance is better than at bigger consulting firms, considering there is minimal travel.

Cons

Some of the managers/higher levels at Duty First that have been with the company a long time see the company in rose-colored glasses and fail to take ownership of mistakes or acknowledge when a project did not meet expectations. There is sometimes failure to innovate or accept new ways of doing things, which will eventually leave Duty First behind. Pay is extremely low for the consulting industry, even as you move up in the company.

Explore other reviews about DUTY FIRST CONSULTING

5.0
Apr 13, 2026
Recommend
CEO approval
Business Outlook

Pros

good benefits 401k, good career progression, kind people

Cons

none, all good, can't think of anything wrong

2.0
Dec 16, 2025
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

● Opportunities for direct client interaction. ● Generally friendly and collegial work environment among peers. ● Exposure to a variety of workstreams and real-world client scenarios.

Cons

● Expectations and standards varied significantly across managers and task leads, leading to inconsistencies in how work was evaluated. ● Clarifying questions were not always addressed in a timely manner, especially when tasks had short turnaround times and minimal background. ● Deliverables were judged against expectations that were not clearly communicated, regardless of requests for clarification. ● Overall lack of structured guidance or documentation; requests for specific expectations or general guidelines were acknowledged but rarely fulfilled. ● Feedback was vague or reactive rather than instructional, making it difficult to course-correct. ● Limited mentorship or effort from leadership to support improvement and long-term success, including during formal performance reviews. ● Waves of onboarding junior-level staff led to obvious worsening of operational organization and increasing negligence in management.

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