Loft9 Consulting Reviews

Thank you for the 5-star review! As you noted, our focus on great culture starts with the Loft9 interview process. We take great care in assessing fit within our culture, and the foundation for this are our core values (collaboration, humility, integrity, passion and learning). We’re part of a team and each of us play a key role in identifying, landing and growing in our client engagements. We continue to work on our Total Rewards, which includes a competitive base salary, incentives and other benefits. Hopefully our move toward greater transparency around associate salaries and decisions behind the benefits offered helps you to feel like you’re right where you should be in relation to your Loft9 and community peers. If you have specific feedback or concerns, the door is always open. – Ed Beals, Partner (ebeals@loft9consulting.com) or Sarah Wille, HR Director (swille@loft9consulting.com).

Thanks for the 5-star review! I apologize for the delayed response – as you are likely aware, we’ve been working through a full review of Loft9’s pay ranges and benefits as compared to our local market, and were hoping to be able to share some of those findings in this reply. Before I dive into progress toward greater transparency around the Loft9 compensation model, I would like to acknowledge your positive comments. I couldn’t agree more with you – we are fortunate to have truly fantastic associates, which is the foundation for our high-quality culture. We’re also pleased with our client growth - so far 8 new clients this year! Expanding our client base does offer a larger variety of projects for our associates. As Loft9 grows, we recognize the importance for also advancing our compensation model and associate benefit offerings. To that end, our HR team is working on a three-phased plan focused on bringing greater transparency for associates around Loft9 total rewards. The first part was just completed (a full market analysis looking at how Loft9 compares to the market in pay/benefits – pleased to report that our 2018 ranges have shifted slightly to better align with market); the second part will be educating our Associate Development Providers (associate mentors) on how pay is determined for each associate; and the third part will be offering greater visibility for associates. We expect there will be some good questions along the way, and also know this can’t happen overnight. We’d appreciate your feedback as this evolves – either directly to the Partners or to our HR Director, Sarah. Feedback can also be shared in the upcoming benefit survey (expected by end of August). Thanks again for the great review!