Deloitte Hyderabad- Good for freshers but not for experienced employees. Deloitte spoils you with all the goodies and benefits and makes you believe that you are working for a great company. As a result of this every fresher would say its a great company to work for however the problem is that they have not worked in any other company so they will understand the work culture. It is embedded in the brains of the freshers that Deloitte culture is the best and they tend to get used to it making them difficult to adjust in any other company or work environment. "Learning" and "personal and professional development" is a big problem. If you are talented, then prepare to undergo extreme office politics from your colleagues and vice versa.In fact most of the managers would encourage the same. In case your manager is an extremely "learned" personality with "multiple degrees" like CA, MBA, CFA or CPA then you can expect some good management in the team otherwise you are in trouble.Those kind of employees are preferred who would just listen and follow orders. In simple words - dont use your brain. Outsiders (experienced professionals) are not treated the same way as internal employees are treated and that is openly visible. I have 9 years of exp in three companies including 2 Big 4s and from what I have gone through, seen and heard from my friends in various departments in Deloitte - 'MOST' of the promotions happen based on your tenure at the firm and not on your talent as a result of
ProsFree lunches, dinners, parties, good pay
ConsWork environment, Culture and People Management
Manage Talent Survey analytics team, analyze organizational data to identify trends and patterns, including key attrition drivers and action planning to identify them, design dashboards to predict early attrition, predict optimum recruitment mix to minimize attrition and help recruit profiles most likely to succeed in the organizational context.
Design and managing of Employee Engagement model, survey tool, administration of the survey, action planning workshops based on the survey results and initiation of action on the areas identified in support of Talent(HR) strategy development
Provide leadership with an understanding of the needs of employees and what drives the decisions they make regarding their intention to stay and their decision to leave.
Streamlined the Exit process by revamping traditional executive summary approach with new structure that best suits the business requirements.
Identify and prioritize key drivers for action that will drive high performance, and align with business strategies and processes.
Rigorous analysis on Top Performer retention, focus groups, reasons for termination and employer attraction strategies.
Programming surveys: Design employee surveys, upward feedback and pulse surveys to help focus on talent-related metrics that will result in organizational improvements.
Transforming data into meaningful, relevant management information that helps to plan for future business research and growth.
Strategize various metho
These folks know exactly what they are doing. They set high standards, and consistently deliver.
Their project expectations and planning is excellent. The top level management folks are extremely smart and have a great sense of vision and planning. If you go to company social events (which are very frequent by the way), it is quite easy to have conversations with upper management people (Partners).
Deloitte's hiring pattern is very consistent. For the young starters, they hire smart, well spoken, and subtly aggressive candidates. They have excellent training and knowledge management. They have a well oiled and empowered HR and Tech Support group. Things get done pretty fast.
Their paid time off program is really great, and pretty straight forward. No messing about.
They have a big social responsibility program that encourages volunteering. It also presents a great opportunity for youngsters to take event organizing responsibilities. This can be very very useful. Once, I volunteered for an event where we painted rooms for an orphanage center. There was a young guy who did the organizing. We were 10-12 people, with 3 senior executives actually doing paintwork. Quite unique.
I have personally seen that Deloitte's top talents tend to start young, spend a 3-4 years, then take a hiatus to pursue a Graduate Degree (typically an MBA). The firm sometimes re-hires these consultants after their MBA with generous financial incentives. They offer much better packages to folks g
Having worked with Deloitte for 3 years 3 months in the Investment Management practice, I served some of the firm's largest IM clients and conducted audits of 250+ accounts annually in accordance with applicable financial reporting framework. My role at Deloitte majorly involved planning, performing and managing the audit of registered investment companies. I was leading the entire confirmation of investments process on the largest mutual funds client. Leading the process during my tenure, I worked closely with the client and held meetings with client’s top management and third parties. I coached and mentored subordinates for various audit processes. For continuous 3 years during my tenure at Deloitte, I was ranked as the top performer at my level in the audit practice across all US Indian offices and was honoured with two Applause and one Spot Awards for quality deliverance under stringent deadlines, delivering outstanding value to clients and team leadership. I helped reduce inefficiencies in the process I was leading along with the Deloitte Analytics team and decreased approximately 440 hours of annual work which was very well appreciated by the client and US counterparts. I was also involved in tracking the ongoing audit along with Deloitte leadership on the client. Apart from my experience on client work, I also got the opportunity to be a part of the Deloitte Employee Giving Program which involved visiting partner NGOs and strategising the fund-raising process to meet t
There have been many of those typical days at work but, one that I would like to share is the day when I volunteered for the Launch of Inclusion in Deloitte India Offices. I got to meet a lot of people from different backgrounds and it was a wonderful learning experiece. It was motivating too, when the leaders spoke to us and thanked us for the work that we had put-in in making this event a success.
There is a lot that I learned in Deloitte - I have grown personally as well as professioanally. The trainings given, be it related to work, communication or self development have been very helpful. I had an opprotunity to work with people from different cultures and backgrounds. I was also given an opportunity to master my skills in MS Excel and now I use these skills to train my teammates on the same.
The Management here in Deloitte is well balanced. We have great leaders who make sure that we are given the right oppotunities that will help us grow. Co-workers are supportive too and we work like a family here.
There is nothing hardest as such but I would call it challenging whenever we are given a project to handle on our own and we have to deliver them according to the timelines.
The most enjoyable part is when we are involved in other activities such as fun events, Impact Day - this is held once in a year where we choose a group (thread) and do something impactful - such as visiting schools and having some fun activities for the children or visiting old aged homes,
I have worked and developed my skills in the following areas:
* Rapid response to address high severity (severity 1, 2 and 3H) incidents.
* Pro-active issue detection and resolution as well as service monitoring.
* Service restoration subsequent to unanticipated outages or disruptions.
* Driving root cause analysis and resolution to closure.
* Identification and driving of database related service quality improvements and engineering deliverables.
* Provision of technical support on a shift, on-call and rotational basis.
* Resolution of production support issues.
* Escalation as necessary to secure assistance and technical guidance from other Technology teams to resolve support issues.
* Management and progression of Action items.
* Automation and process improvement of database activities.
* Experience with tuning and optimizing Oracle instances
* Experience in architecture and implementation of database systems.
* Experience in logical and physical database design and providing recommendations to team management on new database technologies.
* Experience in creating database backup / recovery strategy and scripts.
* Strong analytical, troubleshooting and performance tuning skills.
* Experience in developing UNIX scripts.
* Flexibility to adjust to a constantly changing environment and ability to work under pressure and time constraints.
* Ability to multitask many projects and issues.
* Ability to work both independently and within a team setti
Very flexible workplace and management takes real care of you.
My typical day starts with a call with the onsite team early in the morning and over the call we plan our work, discuss the timelines, clear doubts, share knowledge etc. Deloitte gives ample opportunities and flexibility to choose our career path and develop our-self.
Management is very transparent,helpful and takes good care of the employees. Everyone is provided with a good medical care program, we also have sabbatical programme, then female employees are provided long maternity leaves and extra allowances .
Deloitte believes in diversity and here we can find workers from various communities and background. But here in office even though we have cultural ,language and other differences, we are all united by the business, the project and most importantly by the common goal that we all share. The hardest part of the Job would be working with the team at onsite i.e US. Because of the timezone differences we have to attend calls early in the morning and late at night too and this sometimes affects our work life balance. Another challenge is to understand the clients need. The offshore hardly interacts with the client and all the information and updates come from the onsite team and therefore some information are misinterpreted, some misunderstood and some missed out on its way to us.
The most enjoyable part is the 30 days paid holiday that employees are given each year and plus 10 days public holiday in a year.
We also have enough of events and programs to keep the spir
Roles & Responsibilities:
• Develop an understanding of forensic tools investigation process, relevance of tools used in the lab.
• Working extensively on the SQL server updating the changes that are made to the batches in the project and taking responsibility of delivering a error free deliverable to the client.
• Performed acquisition and recovery of files from various types of digital media.
• Performed Forensic Document Imaging and Electronic Discovery.
• Supported Litigation Management Database Hosting.
• Also performed coding in VBA while testing in QTP.
• Performed Regression/Functionality testing on the applications and tested their performance.
• Prepared information security evaluation for new projects.
• Project improvement documentation, delivered process documentation.
• Managed and organized backup infrastructure.
• Designed and implement network monitoring system.
• Incident Response – Aquire, Authenticate and Analyze the data.
• Specialized on different forensic processing tools like Discovery Cracker, Introspect, IPRO eCapture and Clear well.
• Quality assurance analysis of data loaded on web-based review systems like Relativity and Concordance.
• EnCase: Acquired data in a forensically sound manner using software with an unparalleled record in courts worldwide using Firefly.
• FTK: Imaged the data using this tool with the write block protector.
• Possess sound knowledge on different processing tools like Clearwell,
Efficient and productive workplace bringing together the best minds in the industry.
Deloitte is a great place to work as it combines the challenge of engaging work with the best people in the industry. There was never a dull moment in my day when I was with Deloitte. I led a team of about 25 talented facilitators and coaches. Together we created and deployed learning solutions aimed at giving our professionals in India (20,000+) the communication skills they needed to succeed in providing exceptional client service in a global organization.
As the Learning Lead, I created learning strategies for the team and our clients. I led end to end organization-wide learning projects that analysed skill needs, designed and delivered learning solutions and measured their outcomes. I interacted regularly with the leaders of our client areas to ensure that the learning needs of their teams were being met.
I hired, coached and mentored managers and assistant managers who reported to me, planning their career advancement through skillset development. The most challenging part of my job was to provide new and interesting channels for the team to apply their creativity and stay highly engaged. Though this was not easy, it helped me to experiment with emerging alternative learning practices through virtual platforms and social media.
With the trust and autonomy invested in me by the leadership, the state of the art infrastructure and a great team, I've done some of my best work at Deloitte.
A great place to learn amongst qualified and talented practitioners.
As a campus recruit it was a wonderful experience being mentored and moulded from a student to a professional by a group of brilliant and talented practitioners in a very healthy work culture.
On my client engagement there were two teams both onshore and offshore which had daily hand overs to and fro to ensure maximum efficiency and clarity to produce high quality deliverables on time.
Being my first corporate I gained a lot of knowledge as to how the corporate world works, the ways of communicating with clarity and precision, with fellow team mates and the client. Along with this I was able to attain a lot of functional understanding of the business of the client and also developed the ability to build technical solutions based on the understandings and analysis.
All this was done not as a solo resource but as a collaboration with fellow practitioners and client side solution architects.
Although my tenure was not very long, I was fortunate enough not to be limited to only my client engagement. Deloitte was a great platform to grow as an individual, helping me connect with a lot of like minded individuals both seniors and juniors. The exposure and opportunity to host floor level events on multiple occasions helped boost my confidence, public speaking skills and overall presentation abilities.
ProsExposure and Non constricted work culture
ConsNone per say, At max Office Canteen and Location
*Recensione su Deloitte Consulting*
Conosco questa azienda da diversi anni e sento pertanto di poter fornire un giudizio oggettivo.
Si tratta di un ambiente di lavoro in cui bisogna entrare da neolaureati, apprendere le basi di come si lavora in team e poi fuggire a gambe levate.
Se si entra nel turbinio della carriera, non vi è modo di uscirne e superati i 30 anni trovare un'alternativa nel mondo del lavoro è veramente difficile, dato che il lavoro del consulente non fornisce strumenti specifici ed una preparazione verticale e questo rende molto difficile un riposizionamento.
Detto ciò, procedo per punti:
- STIPENDIO: inadeguato. Non sarà mai troppo alto per compensare lo stile di vita malsano che si conduce, la mancanza totale di riferimenti reali per la propria crescita personale e professionale e non remunera mai o quasi mai (le eccezioni sono per chi ha la spalle protette) gli straordinari (che invece sono LA REGOLA). Sai come entri (con i recruiter) e dopodiché sei abbandonato a te stesso, vista la totale mancanza di supporto.
- AMBIENTE DI LAVORO: tossico e pesante. Sebbene l'età media sia molto bassa, fra colleghi non sempre di respira aria di collaborazione. I momenti di contatto sono pochi e fugaci, le persone sono tristi, ingrigite e oppresse dai propri manager. Questa atmosfera è figlia di una tradizione che voleva che nella consulenza si usassero metodi da campo militare (così si spiega l'ostile atteggiamento del management), ma non tesi alla cresci
ProsContratti a tempo indeterminato
ConsWorklife balance, management, scarsa preparazione, arroganza, straordinari non pagati, poca trasparenza, nessun rispetto per le risorse
I never imagined myself having a career in audit. No one in my immediate family had taken that route and coming out of high school, I knew very little about it.
My father, who has an accounting background encouraged me to apply which I did, with no real expectation of getting accepted into any firm.
On the 5th of January 2009 I started at Deloitte & Touche - Zimbabwe. I also enrolled for a Bachelor's degree in Accounting Science with the University of South Africa in the same year, an institution which offers long distance learning/ correspondence. This enabled me to work full time at Deloitte and obtain my degree at the same time.
As you start off in the firm, the roles and responsibilities, as expected are small. The firm is structured in such a way that each team member receives on the job training which enables him/her to not only carry out the task assigned, but with each assignment, prepare him/her to one day run an audit engagement as the field senior, supervisor or manager.
The objective of each engagement is set out from the on-set, be it an assurance or agreed upon procedures engagement. I work in teams, from as small as 2 to as big as eight (8). Each individual has a role to play on the engagement to ensure the objective is achieved in the timelines set - from planning the audit, carrying out substantive work, reporting and communications with management.
What does a typical day at work entail? I am currently an audit senior at Deloitte and a typic
ProsExposure to businesses and systems, School relevant work experience, lasting relationships, career advancement opportunities
Be sure your background is a fit for the role you applied to and beyond... in case it doesn't work for you.
...I was hired by Deloitte for a specific role/project ONLY and my background is different than the work I was actually expected to perform which of course I learned after the fact (after the interview and initial project placement). I was out right lied to during the interview regarding what they wanted (background wise).
After a 1 yr...I decided I had enough of the abuse and through researching internal projects I saw that my resume was only about a 10% DIRECT(transferable skills) match out of more than 1000 internal projects which meant I stood little chance for another role internally because you would need to be at least a 60% match to justify your candidacy to the hiring manager(s). AND YES your asked to provide a written justification for internal projects you apply to (outside of your resume details)....
.....After a year this was NOTHING more than a WASTE OF TIME and disappointment. My project lead was more terrible than words can express and he forced me to leave my project ( putting me back in a bench status) so he could back fill my position quickly. All of this because during the monthly one-on-one session with my lead, shared with him I wanted to be in a role where my skills matched and where I could be of value. The Deloitte team talked a lot about "communication" being an issue among the group and the client, but our team contributed to about 95% of the problem and of course this was without any accountability of that because our team was perfect.
Deloitte seemed like a great opportunity to grow professionally, but this company has been nothing but a huge disappointment. I strongly believe that is because of the department I am in and the "leadership" they have in place. Individuals that have been placed in Team Lead positions have zero to minimal call center experience. They do not implement or even know how to utilize call center metrics. They do not keep track of the reps work, i.e. amount of calls taken, number of tickets worked, ASA, AHT, etc. The company itself doesn't even know how to accurately calculate an agent's utilization rates because - wait for it - they've "never done this before". This creates an air of contention within the department. Since agents are not tracked or held accountable for the amount of work they do, there are inherently lazy individuals that take advantage of the lack of supervision. The reps with a solid work ethic are the ones that wind up picking up the slack, without any recognition. The head honcho has absolutely NO call center experience, which I was made aware of only after accepting the job offer. I'm pretty sure they gave him this department because he's been with the company for so long and was long overdue for a promotion. He's more concerned with bringing in additional clients than developing the staff he has on hand.The team leads are tasked with helping him create client presentations and offerings - which should be the department head's job, not theirs. As a young call c
ConsNo room for growth or development, no work life balance, lack of communication, lack of leadership, zero accountability
• Managed a team of 6 people on the project managing ETL and OBIEE Report development teams.
• Expert level knowledge of OBIA 18.104.22.168 and the different ETL modules in it.
• Participated in meetings to provide strategic guidance and develop future roadmaps.
• Managed development of custom ETL mappings in Informatica and custom OBIEE reports to suit client requirements. Managed a team of Administrators for Informatica, OBIEE and UNIX.
• Participated in various client meetings like CCB, Risk Management, Status reporting, Project plan discussions and requirements with client.
• Interacted with dispersed teams to manage and plan for storage. Developed a plan for managing and maintaining various servers.
• Devised a strategy to develop a failover environment for major deployments and system breakdowns.
• Understand the requirements and develop the various contractual work products like Technical Design documents, System document, Process document, Business Requirements document, Development Plan, QA Plan etc.
• Hands on experience in developing code in Informatica, Oracle PL/SQL for STAR schemas and OBIEE (both RPD and Analysis) for reports.
• Conducted various lunch and learn training sessions to train team in various skillsets to benefit the project. Conducted training sessions to explain various processes involved in the project activities to make the team aware of the current state of the project , the would be future state and the processes involved.
• Mastered D
My work revolves around those making Payment Protection Insurance Claims. I have my own caseload and a typical day at work generally consists of following a set chase cycle where I am requesting for information from the lenders, policy providers and in addition information from the claimants.
For the files that I already have, I have to type letters to these parties and also enter information on a spreadsheet. Then I have to send the letters once signed by my line-manager via post.
We have a set database which reminds us of the chase letters we need to send each day. Therefore most of the day consists of completing those tasks.
In the mid-morning we get new cases. The number varies, as on someday we can get one and on busy days we can get up to 20! For these new files which we call 'initial requests', I have to enter information on an internal database (Siebel), re-organize the file, scan and photocopy the declaration from the claimants (as well as marriage/death certificates) and send first request letters to the parties mentioned above- after they are signed.
Throughout the day I have to answer calls from claim management companies and claimants who would be inquisitive on what they need to do to help their claim be processed ASAP. I also receive post from the lenders and policy providers, so I link them to their file from my caseload cabinet.
On a daily basis I have a target of handing in 4 cases. A 'workable' case means that I have the information from the all mentio
Senior Business Development | Chicago, IL | 10 May 2013
This position was a quasi marketing/sales professional role created especially for me as I was recruited by Deloitte. Many levels of staff interaction, multiple roles from identifying markets, populating databases, qualifying targets, identifying decision makers, initiating marketing and sales campaigns and assigning follow up protocols, designing and delivering marketing collateral both electronic and hard copy, face to face prospect meetings, post meeting follow up, assisting with RFPs, tailoring proposals, delivering proposals, post delivery follow up, request real estate specific data from prospects necessary for pricing proposals, inspect and forward to management for input vital to proposals' accuracy, network with Deloitte partners across multiple service lines for cross selling opportunities/introductions and return the favor, attend conferences, trade shows, association meetings, continuing education seminars, networking events, identify and follow up sponsorship opportunities, participate in charity events and various other activities. Also learned was how to exist and thrive within an extremely busy corporate climate by multitasking and consistant triage of ever changing responsibilities. The most difficult challenges for me mostly involved the prioritization of my relationships and correspondance with my own colleagues as the facilitation of such within my own company was a very cumbersome task requiring nearly 75% of my available time. Regardless of its complexit
ProsStructure, pay, advancement potential, career path, resources, diversity, education, reputation
ConsLots of meetings, meetings about other meetings and meetings to plan those meetings with fellow colleagues.
First off let me say this, I believe Deliotte is a great company that seems to value their employees. However, they purchased the Columbia, SC from IE Discovery (2008-2012), a company that receives many complaints thru the HR department but did nothing about them.
The manager at this office is a NIGHTMARE!!!! She is beyond rude, treats employees like children, very condescending, and will do everything but come out and tell you that if she is unhappy with you that you will lose your job. She allows the project coordinator to speak in a demeaning way to colleagues, to put extra work on them without fully explaining how to do new projects, and allows her to threaten people's jobs.
The Manager has fired so many people in the past, just because she didn't like them or because they did engage in small talk with her all the time, and also when she found out one guy had a part time job. If they don't like you for whatever reason they get in their head, you will not move up. A guy there was passed up for a promotion after almost 2 years while two part to employees who barely came to work was promoted.
She tells stories about how she previously worked with someone who would cry every time she called that employee in her house and how she would call that employee in just to watch her cry.
So many people have left because of their many complaints going unanswered or even being addressed about the management to take part time jobs, jobs that pay a lot less, and some have just left wi
Prosdeliotte is a great company and has great benefits.
Consdeloitte took over a bad company that didnt value their employees, the manager and project coordinator are impossible to work for/with, you will forver be afraid your going to lose your job and want to quit over and over, hr listens but doesn't hear or take their employees seriously..
I worked at Deloitte for a number of years. However, the company has in recent years suffered in some critical areas. During my time there, I experienced poor management from supervisors, lack of communication and guidance from leadership, and worst of all, terrible customer service.
Poor Customer Service – I asked for the IT Helpdesk regarding an issue with my computer, which required escalation to the national IT office since the local office was not able to complete it. However, I received no response from the national office for my request despite multiple follow-ups via email and voicemails. The local office also never bothered to check again into the issue, to see if I needed additional assistance.
Poor Value – Deloitte’s pricing for client engagements is above the norm. While some of our clients needed that extra assurance that they are bringing on a prestigious accounting firm, many did not realize that comparable work could be performed by other respected regional or local accounting/consulting firms (many staffed by highly qualified employees formerly with Deloitte or other Big 4 firms) at a lower fee. I’ve heard my Deloitte colleagues and managers joke about how the revenues we were getting from certain engagements far exceeded any value we provided to clients. Joking about ripping off clients is not OK, but maybe that’s just me.
Mismanagement – Deloitte’s corporate culture can be described in many ways – political, soulless, and too focused on the