Great people, strong culture, not great for mid-level high performers - Consultant Slalom Employee Review

3.0
30 Mar 2017
Recommend
CEO approval
Business outlook

Pros

No travel (in an airplane), dynamic people, some interesting work, fantastic internal resources for development, many great leaders throughout the company. Great place to explore local clients and find a long term home.

Cons

Generalist work is expected - your development can take a backseat to whatever your current client needs. Slalom sells you on a vision - it's a great vision but it's not always the reality of the work you'll do on a daily basis as a consultant. 50% of the time it'll be staff aug work disguised as "strategic consulting". Usually there's room to advise the client strategically - Slalom puts the onus on the individual to "make the role what they want it to be." Don't complain about the work ("opportunities") given to you - it's not the "Slalom" spirit. Promotions center around sales. If there are other paths to leadership they are not clear. Feels like an old boys club/popularity contest. You will work with leaders that you're more skilled then.

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Slalom Response
9y
This is John Tobin. Thanks for the review and feedback. I probably have promoted the idea that the individual can make a given role what they want it to be. This is based on my experiences and track record, both at Slalom and before Slalom - both in consulting and industry. That said, I admit that we may be inconsistent on supporting people through this and also setting appropriate expectations at times. We continue to evolve (in a good way) and I agree we should figure out how to best support people through different opportunities. If there's more you’d like to share anonymously, please consider doing so via this survey: http://slalom.ws/anonsurvey. Thank you for your comments.

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Cons

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Pros

•There is an impressive budget, especially for high-level events, ancillary experiences, client giveaways, and premium swag. Management does not hesitate to fund top-notch brand experiences when needed. •The company offers a highly competitive benefits and perks package that remains a strong selling point.

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•The "fiercely human" core value does not match daily operations. Collaboration is routinely replaced by a self-service model of training videos and help articles. •These recurring shifts are designed to manufacture the appearance of fiscal stability for the benefit of external stakeholders and clients, while leaving core operational deficits unaddressed. •Organizational maturity is low. Teams operate in deep silos, the internal tech stack is outdated, and there is a distinct lack of adequate project and event management software.

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