There is no paternity leave policy in place, which is astounding given the message that the company seeks to be "the best place you'll ever work." How am I supposed to #lovemyfuture when I have a child on the way and I know the only way to spend time with that child is to take unpaid leave?
A lot of the work is very staff aug feeling. Most of the business development team was hired from staffing companies, so be default they sell staff aug work and aren't having conversations with clients about higher level strategic work (this happens occasionally, but not enough).
Office leadership places extreme pressure on utilization. Our bonuses are determined by utilization rate and if you're not billable (which is sometimes beyond your control), you won't get the same opportunities as someone who is 110% utilized.
PTO policy is only 3 weeks and we don't receive sick time. When you take vacation you aren't billable, which therefore impacts your bonus. Our office bonus model is literally built so the less PTO you take, the bigger your bonus will be. Leadership has tried to message their way around this, but everyone sees through it and knows that if they want a bonus they shouldn't take all their PTO (even though it's just 3 weeks).
401K match comes out to be 1.25%, which is more or less a joke compared to industry averages. Yes, Slalom offers the chance to become an owner in the company, but that's typically after 7 years (and only if you're highly utilized).
Lastly, the sabbatical program they advertise so heavily is only available to consultants. Therefore if you want to advance in your career and get promoted to something like a Client Service Lead or a Principle Consultant, you will give up the ability to take a sabbatical. You could be a consultant for 2 years and then be faced with the choice of either taking a sabbatical or getting promoted.
