Am I a good fit for Slalom Consulting?
Exploring Salesforce practice in London - as a technical consultant / Architect.
1. Is the WLB really like what the company say it is?
2. Do they use proper tech processes like Agile? JIRA, sprints, BAs and PMs, Mentoring etc.
3. Is there much on the job learning opportunities? I currently keep my skills up to date in my personal time, but would rather do that on my work time if possible.
4. Whats the salary growth like? Are yearly raises standard?
Hey folks, to add some further context.
I had a short stint at a “boutique” (~40 employees) SF consultancy in the past and it was one of the most horrific experiences of my life. No process, lies about company culture, completely inept project managers straight out of Uni and very inexperienced mentors. All resulting in massive stress and anxiety.
I’ve since worked at End-Users only, as the thought of consulting again gave me shudders. But I realise, I’m damaging my long-term career by not learning enough as I would be at being at a consultancy. Slalom seems to be one of the bigger consultancies who's values align with what Im looking for in consulting. But how much of it is put in to practice day to day? Cheers for any input!
Yes, there's absolutely support for expanding your knowledge particularly if you're on an engagement that requires it. There are frequent internal knowledge sharing sessions, and established leaders in each cloud that are also accessible (via MS Teams). Slalom has aggressive growth goals for certifications and have been promoting training opportunities via our Salesforce partner portal.
I don't work for Slalom. As an independent career advisor and recruiter who specializes in the Salesforce ecosystem, I will attest to the following. There is no such thing as career bliss. Slalom is an outstanding company to work for.
There are other, excellent options out there as well.
Good luck :)
Mentor
I wouldn’t recommend slalom. It will depend on your market, though.
Mentor
Interesting that you say “should have” - how do you know how it should have worked, without knowing my market or when I was there?
Implying that bonuses were mathematically driven in my market, during the time I was there, is at best ignorant and at worst intentionally deceptive. I know how they worked, as I was involved in setting the bonuses for my reports for multiple years.
We ordered folks by role, based on performance, and manually toggled amounts to fit within our allocation. Utilization mattered in the sense that it was considered, but it was overridden by manual distribution. I saw high performers being awarded 7-8%, and due to that, it is intentionally deceptive for Slalom to say 10-20% upon hiring. It was acknowledged amongst my PAXs (these roles changed to director/senior director a year or so ago from what I understand) at the time that this was built into our hiring model.