The company is clearly focused on revenue first. They set a target to be one of the best companies to work for but little discernible action has been taken to achieve it. Pay can be somewhat lacking, and bonuses/raises are subpar, especially when considering workload and expectations to be a candidate for promotion. This causes plenty of talented employees to leave the company.
Benefits and workplace could use improvement - tracking utilization acts as a disincentive for taking time off, 401k match could be much better, vesting schedule is slow, and no current wellness program/benefits exist. The company renovated half of one floor in the DC office, showed it off to everyone, then restricted nearly all access to the space. The company can be tight-fisted with "casual benefits" like team dinners or providing snacks - example: a box of chips is placed out every afternoon and is gone within 10 minutes because it's not nearly enough for a fraction of the people in the office. Few "morale boosting" or fun events take place regularly - company/team events depend on the team you are on and can be infrequent or uninteresting.
Professional development is encouraged, but the performance review process is disorganized/unclear and does not appear to have any significant impact on year-end evaluations. There is very little that is provided for company-wide training opportunities aside from a relatively generic web-based training portal that is provided by a 3rd party.
Onboarding/orientation and communication/involvement between HR members and their teams is lacking. Individual teams have had to develop their own follow-on orientation programs because the company-wide program and training is lacking now that they can't lean on larger PwC for it. Employees will start on their first day following orientation without any clarity on who their team is or where they should even go.
Leadership's capability varies from team to team. Some members are very very considerate, strong leaders. Others can be distant or disconnected from their teams. Managers and Directors are primarily promoted based on revenue contributions but are also expected to be managers and leaders, which can leave them lacking in those categories. My personal experience with leadership has been very positive, but I consider my team better than most in this category.
As plenty of other people have noted, the company's IT systems are a mess, and they can make day-to-day work frustrating at times.
