Kroll reviews

The pay is below market and the bonuses and raises are poor. There is minimal work life balance as it is frowned upon if you do not supersede the firms utilization targets. The Company does not take the time to invest in their employees in reference to training and mentor-ship to prepare them for the next level of promotion. The Company would rather continue to hire from the outside than promote their own people internally. The culture or rather lack there of is very fragmented. Each group does their own thing and even within a single group their is no uniformity or comradery. The "power of the ampersand" is merely a slogan that is in no way the reality of how the groups within the firm work and conduct business. All of the MD's "do their own thing" and judge employees differently based on their own personal working styles and opinions of an individual. There is no consistent performance process to determine promotions FAIRLY and UNIFORMLY but rather you must be favored or well liked by an MD with "pull" in order to get promoted. If you are not an "MD Favorite" you will not be promoted. Plain and simple. Even management is selective on who they interact with and who they don't and do not make an effort to get to know and develop all of the employees under them. The Company also lacks diversity across many many levels and although the Company states they are investing in such efforts, no such results of such efforts can be seen. As with any Company there is red tape and politics. Duff & Phelps is FULL of it. The human resources department appeases you to at least meet with you to hear your concerns and thereafter does nothing with them. There is only change once you repeatedly voice a matter. Lastly, a lot of the MDs here do not know how to encourage and motivate the lower level staff. They are also not well trained or skilled in ho to give constructive criticism. They have their opinion and if you do not line up with how they think you are deemed a poor performing employee. a true leader encourages an employees strengths and works with the employee to develop them in their area of weakness. The MDs here are not leaders, they are simply people whose job is to bring in money to the firm. They are also untouchable meaning they can do no wrong. I have witnessed MDs speak to the employees here in a way that is demeaning , disrespectful and certainly not professional and yet senior leadership has taken little to no action.

-Do not let analysts/associates speak directly to clients until you are a VP level. That is 5+ years of not having any client interaction and makes you feel like an excel MONKEY rather than feeling important and talking through issues with clients -bonuses were SMALL -LOTS of turnover due to heavy workload, small bonus, and constant emails from upper management pushing to work 60+ hours a week with no additional compensation -real estate group stays later than the IB group and this does not sit well with analysts when they see the IB group getting ASTRONOMICALLY higher pay and bonuses -Culture gone downhill since acquisition. Lay offs, small bonuses, upper management pushing analysts to work until midnight or 2am every single night with no additional compensation -Small and UNREALISTIC budgets. For all of you that are reading this, D&P utilizes the billable hour system. This means you only have a certain time allotment to complete a project and if you go over budget (which happens on 99% of projects) then you can not bill these hours to your time card and have to bill as "Available" time. Upper management sees this as you having free time and want to push more work on you, even though you have been in the office until 2am, 4 nights in a row. CHANGE THIS. -Trick people interviewing that this is a "valuation" role and not an appraiser role. If you want to be an appraiser, this is where you want to be. You will not be helping firms with their acquisitions or consulting on new markets. You will be APPRAISING properties after they have already transacted. If the appraisal comes in low, then the client will call the director and ask to tweak cap rates and other assumptions. Not a lot of critical thinking involved. Just mindless work to pay the bills.