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Hi all,
I just came to realise Deutsche Bank has a fixed rule of max 30 to 35 % hike on fixed component and remaining 10 to 15% variable i.e. total 50% max hike you can ask for no matter how good, skilled you are.
Is it true?
(I got to know this when an HR called me for a Frontend developer role)
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I find feedback and performance management is not ingrained in the culture like it was when I was at Big 4. It’s a more senior model and not as development focused because you don’t have a million associates or offshore resources to train.
Timekeeping system is comparable. Hours are much more bill what you work compared to Big 4. Alix bills a client a set rate for the day so it doesn’t matter if you bill 10 or 15 hours for the day. At big 4 it impacted the partner’s profitability so there were conflicting interests. Also less focus on utilization for your bonus here than big 4.
RM is easier at AP because it’s a smaller firm more focused on staffing within your areas of expertise. Big 4 was more throw any body on the project.
Analytics based tools were definitely better at Big 4, but AP is starting to get better.
It’s likely this is done differently across groups. I’m in digital and I know hours billed impacts project margin for fixed fee engagements
These are just my 2c:
I came from Accenture. Could you clarify what you mean by resource management?
Performance management and feedback were less mature when I first got here, but have since caught up. There’s a lot of feedback and as much accountability as you want coming from all directions.
Timekeeping just … works? Not sure what I can tell you there. Very similar to Accenture where we billed what we worked (not just straight 8 hours like other places).
Analytics based tools are there, our newest ones come from palantir and they’re pretty neat.
Operationally, my past firm was a lot more procedural. Myself and my teams tended to rely a lot more on methodologies. At Alix it feels like every engagement is built from the ground up - the work is hypothesis based.
Resource Management as in how they staff people on projects
What are you really trying to get at? Perhaps we can better help with more specific questions.
Okay, got it. I come from a big company so I understand what you’re asking.
On staffing, we’ll do it for you. You can, but are not expected to go look for your next engagement.
On timesheets, you have to do them weekly, and you should report accurate time. Travel time also is counted towards utilisation. A normal project day is booked at 10 hours, but the base calculation is 8 hours, so you’re automatically at 125% when you’re working standard hours. This is nice as it gives you some padding in between projects.
Performance management - improves every year. We’re getting into the cadence of twice yearly check-ins, but project feedback is hit or miss. That’s improving. Good thing is that our model allows you to drive your own career trajectory so if you want more feedback, you can just ask.
Tools - I can’t speak to this. I still only use excel and ppt. I’m sure others can say more.
What else?