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Booz Allen Hamilton
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. . . . . . . . . . . 1 The Firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Table of Contents Booz Allen Hamilton at a Glance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Typical Studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 The Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Organization of the Firm . . . . . . . 6 Competitive Strategy . . . . . . . . . 10 Industry Position . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 What’s Hot . . . . . . . . . . . . . . . . . . . . . . . . . . 25 On the Job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Recent Client List. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Lifestyle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 49 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Overview . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Culture . . . . . . . . . . . . . . . . . . . . . . . . . 30 Associates. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Consultants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Workplace Diversity . . . . . . . 12 A Quick History Lesson . . . . . .
59 Getting Hired. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74 Recommended Reading . . . . . . . . . . . . . . . . . . . . 79 For Further Study . . . . . . . . . . . . . . . 54 Career Path. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84 Key People and Places . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71 For Your Reference . . . . . . . . . . . . . . 85 . . . . . . . . . . . .Civic Involvement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 Insider Scoop . . . . . . . . . . . . . . . . 53 Training . . . . . . . . . . . . . . . . . . . . . . . . 73 Consulting-Speak . . . . . . . . . . 68 Interviewing Tips. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 The Recruiting Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 Vacation . . . . . . . . 64 The Interviewer’s Checklist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82 Other Sources of Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69 Grilling Your Interviewer. . . . . .
to take different information. operations. significant IT capabilities • Reputation for developing workable solutions based on very thorough analysis • Serves both government and corporate clients • Strong reputation in strategy. put a framework around it.com Primary Competitors Accenture. and information technology • Global presence with experience in 20 industries In the Recruiter’s Words “First of all. However do not try to puff yourself up too much.boozallen.. organizations/leadership.” “It tends to impress interviewers when you have detailed questions about particular areas or activities of the firm. McKinsey & Co. VA 22102 Phone: 703-902-5000 Fax: 703-902-3333 www. and come up with something realistic. Bain & Co.. The Boston Consulting Group. For Booz Allen there is not one type of case.” “We intend to look for Europeans studying at American business schools who would like to return to Europe. We used to do this opportunistically but it’s becoming more systematic now. be prepared for a case interview. your bluff might very well be called. We’re looking for your ability to think.At a Glance Booz Allen Hamilton at a Glance Headquarters 8283 Greensboro Drive McLean.” 1 . SAIC Key Differentiating Factors • Part of the management consulting old guard • Combines strategic consulting with implementation.
you’ll be asked to discuss in detail some aspect of your work experience.” “When we recruit. who is responsible and a self-starter. interests. you’ll also be asked one or more case questions. ‘Your team did a great job. no one is going to hold your hand. we want to be able to bring not only the big ideas. If not. You may be asked to describe a particular assignment or discuss an industry or current trend.” “You have to be very self-motivated: No one is going to tell you what to do. they all look good. Think about ways you’ve demonstrated your ability to meet a unique challenge—whether through your involvement in sports. What Insiders Say “In contrast to our competitors. we also look for people who have good functional expertise. and other things such as creativity and business sense. during a previous work experience.” “We want someone who can think logically. I think that’s very different from some of the other firms.” “There’s nothing better than when the [client team] gets the accolades at the end of an engagement. but also the ability to make things happen. I think a lot of it just has to do with the fact that if a team is successful in their work. validated assumptions. no one really looks good.” 2 . I was worried that ‘up-or-out’ would drive a lot of negative behaviors. If interviewing with the commercial side of the firm. I’ll get that internally when the client CEO calls the partner and says. These are usually based on an actual client engagement on which the interviewer has worked.’ My partner will know that I did that. I was pleasantly surprised by how much cooperation there really is. So there’s little reward in anything less than a cooperative outlook. I don’t need that recognition.” In the Interview • Typically. no one is going to make sure that you show up.” “Coming into consulting from industry. You have to find the motivation to do it yourself. but that’s not the case at all.At a Glance “We look for good structure. we look for not only strong generalists. or resume. or in the course of your education. • Your interviewer will be looking for what sets you apart.
• Booz Allen actively recruits experienced hires on both the government and commercial sides of the firm.000+ 13. Revenue 2004 revenue: $2. ambitious. who make up the majority of commercial-sector hires. 2004 Worldwide United States New hires. currently. 2004 Note: All figures are WetFeet estimates.” The Career Ladder • Undergraduates enter the government side of the firm as consultants. They’re into it.At a Glance “We tend to hire overachiever types [into the World Technology Business unit]. The firm also recruits PhDs and other non-MBA advanced-degree holders. Most non-MBAs enter Booz Allen at the associate level. they become senior associates and begin to manage projects. enter as associates. And I’ve felt that.7 billion 1-year growth rate: 22. too. everyone has a very different perspective and background.000+ 400 250 300 3 . the commercial side of the firm hires few undergraduates. Booz Allen does not release hiring projections.7 percent Personnel Highlights Consulting professionals. 2004–05 Undergraduate MBA MBA summer hires. You bring such different perspectives and points of view to a problem that you really produce a superior answer.” “Everyone is very bright. But on top of that. 15. People seem to really like their work. It’s not uncommon to see cars there on the weekend. and driven—very high-caliber players. • MBAs. After 2 to 3 years. Promotion to principal is the final step before being elected an officer (informally known as “partner”) of the firm.
2003–04 Undergraduate Hires Starting salary Signing bonus Relocation bonus MBA Hires Starting salary Signing bonus Relocation bonus $100.000–65.000 (can vary) depends on need $40. 4 . Salaries for individuals working in the firm’s government-sector business tend to be lower than salaries for those in the commercial-sector business.000 $15. Booz Allen does not release salary information.At a Glance Compensation.000 n/a depends on need Note: All figures are WetFeet estimates.
The Firm • Overview • Competitive Strategy • Industry Position • A Quick History Lesson • Organization of the Firm • Recent Client List • Typical Studies • What’s Hot The Firm 5 .
competing with strategy consulting firms such as McKinsey. but also by sticking around to help clients carry out the changes it prescribes.000-plus employees.000—is thriving. CEO Ralph Shrader recently told Consulting Magazine. In recent years. Booz Allen’s government business—which employs nearly 12.Overview The Firm Founded in 1914 by Ed Booz. or GO Team. Bain. so much so that it has enabled the company to expand its commercial offerings. With more than 100 offices on six continents and 15. Booz Allen Hamilton is one of the most highly regarded firms in the management consulting industry. WTB’s large-scale implementation projects have made it more comparable to consulting firms like Accenture and government-consulting powerhouse SAIC. it’s also one of the largest. Booz Allen comprises two business units: the Worldwide Commercial Business (WCB) and the considerably larger Worldwide Technology Business (WTB). WCB traditionally caters to Fortune 1000 corporations. I believe that for the fore- 6 . whereas WTB works with government and other public-sector organizations. which is responsible for the worldwide organization of the entire firm. and BCG. consultants work in the trenches and see their recommendations put into action. who was later joined by Jim Allen and Carl Hamilton. And Booz Allen has had for years what other consulting firms now strive for: the ability to deliver strategic recommendations and the technological expertise to execute them. the firm has endeavored to create a single. including the institution of the Global Operation Team. firmwide infrastructure. As it is. The firm stands out not only by helping devise strategy. It focuses on long-term client relationships. “We recognize where we are different and we know where we are the same.
firms that cater to the health care industry are in good standing. According to one insider. Booz encourages you to follow your passion. but your individuality is encouraged.seeable future.” Health-care consulting is also on the rise. Booz Allen seems to be entering a time of growth and optimism. On the commercial side.” Insiders credit the diversity of Booz Allen’s clients and services with its relative financial health and continued growth during some difficult years for the consulting industry. there is always demand for health-care products and services. Staff members are hired into a geographical location. but there is a lot more in common than we ever gave ourselves credit for. No matter how the economy is doing. there will always be a need for distinctiveness between certain segments of our business.” “” Everybody works in teams.” Another European insider agrees. health-care consulting has plenty of job security and growth potential. “WTB has been doing very well during the downturn. is picking up. which is mostly consulting to ministries in Europe. “As a specialty. the WTB grew much faster. I’ve never felt stifled. better than the last couple of years. The opportunities are quite good. which ensures some solid ground for the firm even during volatile economic times. According to the October 2003 issue of Consultants News. Booz Allen’s work with government agencies that regulate health care have placed at in the forefront of this market. “Of the years I’ve been here. While WCB was going down a bit.” As a result. Booz Allen is organized around industry and functional “natural market” teams. The Firm Following the consulting slump that hit the industry hard in 2001. or home team. “Public-sector business on the commercial side. “we had one of our best years in terms of profitability last year. Our economics are fantastic right now.” says an 8-year veteran. and project teams are staffed from across the firm’s organizational 7 .
“The business is currently being managed through these segments. according to insiders. “most of your work is reasonably structured: The proposal drives the deliverables. is staffed with a mix of information technology. the more leash you will be given. most of your work will be focused on an industry or technical competency. This sector. industry. although an associate typically ‘owns’ some kind of work stream. working on at least two projects a year in a variety of industries. you’ll again apply your experience to a wider range of cases. In general. No decision has been made on the future of segments. there is a fair amount of rewriting for a big review. Every project team. You are almost always working on a team. expect a lot of oversight on your work. After a few years of experience. however. is organized along the following business segments: • Civil • Defense • National security This could soon change. however.” one insider tells us.” The Firm 8 . They are just a management device and not key to any service offerings. and strategy experts. but frankly that’s where a lot of really good learning takes place. and the job manager is in charge of developing a work plan. Booz’s commercial career model might be best described as an hourglass: As a new hire. Early on.” Just as on the commercial side. since we use the ‘no walls’ concept. as one insider says.structure to meet specific client needs. you’ll start by gaining broad exposure. If you make it to the level of principal or officer. and the quicker you demonstrate the ability to write sensibly and quality-check your work. government assignments are staffed with a variety of functional and subject matter experts. but everyone is busy. operations. “As an associate.
But new hires shouldn’t expect to move fluidly between the two sides of the firm. Wherever you go in the world. Booz encourages you to follow your passion in terms of industry interests. but we embrace diversity and look for more of it. this diversity applies to Booz Allen on a global scale.” The Firm The Bottom Line Things are picking up all over the consulting industry: Booz Allen was on campus recruiting in the fall of 2003 and will return in 2004. “There’s some movement but it’s on the margins. otherwise you won’t be successful.” 9 . you have someone in the office speaking another language. They are really different business models. “We are an international company.No matter which side of Booz Allen you work on. Says one principal. As one WCB recruiter puts it. skill needs. “Not only do we have a very diverse bunch of people here. than does the commercial side of our business. education needs. We have a wonderful government business.” Another insider says. etc. but it has a different set of requirements. I’ve never felt stifled. insiders agree that diversity is what sets Booz Allen’s culture apart from that of other management consulting firms. “You must have an international mindset. So you must have an international outlook. “Everybody works in teams. I’ve worked with other consulting firms.” one European insider tells us. but your individuality is encouraged. I think that’s something people fail to understand.” Unlike at some other firms. The firm’s diversity of clients and expertise in both the private and public sectors have been driving factors in its stability. I feel like I have a lot of autonomy.. and this is the only one where I’ve really found this international exposure.
while its deep technology expertise puts it well ahead of companies like Accenture. A companywide rebranding effort was launched in 2001 to position Booz Allen as one firm serving both public. We work very hard to make sure that they understand the recommendations.” Booz Allen’s track record of serving both government and corporate clients is certainly its strongest differentiator. So when we leave. “[We’re a] firm of very smart.” says another insider. “That translates well into the client environment because we know that we work very hard to make not ourselves but our client look good. “which makes our culture different. This combination of strategy and technology—which gives the firm the ability to help clients carry out its recommendations—is what Booz Allen insiders say its government and commercial clients have come to expect and rely on. many insiders emphasize that its follow-through is one of Booz Allen’s most distinguishing characteristics. Bain. and BCG. we know that our clients are going to be able to execute well.” And it’s the culture within the firm that supports its ability to offer this brand of thorough support to clients. Indeed. “Our value proposition is different.” says one insider. but as a result the company is sometimes viewed—by both insiders and outsiders—as two firms within a firm. along with McKinsey. because we didn’t just hand them a recommendation—they created it with us. We’re willing to drop everything to go support a client. talented individuals who are very concerned about seeing other people be successful. and it succeeded in alleviating to some degree that perception in the consulting marketplace.Competitive Strategy The Firm Booz Allen Hamilton’s position in the consulting industry is unique in that its strategy practice places it in the top tier. 10 . and we work with them to make those recommendations happen.and private-sector clients.
K. as another of Booz Allen’s competitive strengths. the division remains distinct. Booz Allen is the logical choice for companies that want to succeed in an area where the firm has earned top-dog status: working with the government. every engagement would have people with those backgrounds.” Still. “We’re seeing an increasing number of companies that want help developing a plan to do more work with the government.” says one insider. both quantitative and qualitative. Global Assurance. we really crack it. This trend is also evident abroad: “In Europe we have a growing public-sector business with some major clients in the U. “Every commercial engagement is staffed with industry experts and functional experts in strategy. operations. one of Booz Allen’s recent initiatives. Beyond security. while our corporate clients want the special expertise we’ve developed through our government work.” integrating security into strategic corporate planning. and German governments. Even if it’s a corporate strategy job. “All consulting firms do the same kind of work.” Insiders see analysis. According to one insider. became the global resilience natural team. though perhaps we put more emphasis on analysis and the research behind our recommendations as opposed to just pulling them out of the sky. and IT.” a recruiter tells us. according to most insiders. across the firm for both commercial and government clients under what it calls “enterprise resilience. We sweat a lot of details to get a right answer. Booz Allen does similar work. ”This is exciting because we are doing the same type of work for them that we do for commercial clients—and we are ahead of the game in the consulting field in this. a government-side group that deals with issues surrounding homeland security for business.” says an insider.” The Firm 11 . “When we crack a problem. The tighter linkage between our business units multiplies the firm’s power. In April 2004.“Our government clients want the benefit of commercial best practices. Every team brings the full power of Booz Allen to bear on every engagement.” Another tells us.
12 .ConsultingCentral. phone: 800-531-0007. Consultants News/Kennedy Information.” Booz Allen came in at number 12. Peterborough.Industry Position The Firm In Consultants News’ June 2004 ranking of the “50 Largest Management Consulting Firms in the World. 20 Largest Consulting Firms.com. up from number 16 in 2003. by 2003 Consulting Revenue Rank 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 Firm IBM Accenture Deloitte Capgemini CSC BearingPoint Hewlett-Packard McKinsey & Co. NH 03458 USA. www. Mercer SAP T-Systems Booz Allen Hamilton LogicaCMG Atos Origin Oracle Unisys Altran EDS TietoEnator Watson Wyatt Worldwide Source: Excerpted and reprinted with permission of Consultants News June 2004.
13 . Booz Allen Hamilton Deloitte Boston Consulting Group Accenture Source: Based on a study by Universum. IBM Bain & Co. who ranked the companies where they The Firm would most like to work. Consulting Firms that Ranked in the Top 50 Rank 1 4 7 10 11 13 27 Firm McKinsey & Co.Where MBAs Want to Work In 2004. published in Fortune. in a ranking of employers most popular among MBAs. The following ranking is a result of Universum’s 2004 survey of MBAs. from 26th to tenth. 4/19/2004. Fortune. Booz Allen leapt 16 spots. Ann Harrington.
Booz Surveys was largely a firm of independent consultants who worked on their own under the Booz umbrella. it seems that Mr. and personnel. entered the business world. He worked almost exclusively on his own for 15 years. After hiring George Fry in 1925. This lack of structure was evidently a little too much for Allen—he actually quit the firm twice over the years. advising the U. and part lone wolf. organization. Fry. Army and businesses and conducting market surveys and statistical analyses. together with newly hired Carl Hamilton. Allen & Hamilton partnership came into being. Thus the Booz. persuaded Jim that they were ready to develop a formal management structure and operate the firm as an ongoing business. a psychology and economics graduate from Northwestern University. when founder Ed Booz.A Quick History Lesson The Firm Booz Allen Hamilton dates back to 1914. From the start. Jim Allen is widely credited with building the firm into a consulting powerhouse by spearheading its growth and diversification. 14 . The firm’s early years were pretty tumultuous. part business advisor. he helped define the new industry of management consulting. Ed Booz expanded his empire to a third employee in 1929: fellow Northwestern economics graduate Jim Allen. Allen was lured back to Booz for a second time in 1943 (this time as chairman). In 1936. and today’s Booz Allen Hamilton was born. During the early years. Although Ed Booz gets top billing on the corporate letterhead. and by the early ’40s both Jim Allen and George Fry had bolted for greener pastures. Booz was part entrepreneur. Edwin G. Ed Booz and George Fry. Booz’s approach was to begin by studying a company’s management. With this process.S.
Ralph Shrader became the CEO of the company. Booz Allen began to emphasize its technical savvy. To cope with the changing times. Booz Allen worked alongside the U. the new Booz Allen took on a significant amount of consulting work for the federal government during World War II. which laid the groundwork for Booz Allen’s modern-day Worldwide Technology Business (WTB). Charlie Bowen. Booz Allen continued to prosper over the years—so much so that its partners decided to take the firm public in 1970 under the guidance of a new chairman. and he assumed the chairmanship in October of that year. The next year. William Stasior took charge in 1991. In April 1999. The Booz Allen commercial-sector business is headquartered in New York City. He wasn’t elected for that. A poor showing in the stock market led to the repurchase of the company. Although many others vie for multimillion-dollar government consulting gigs. a third of the partners had jumped ship.S.Besides working for commercial businesses. and Booz Allen has been a privately held corporation ever since. The tumultuous times continued well into the 1980s. splitting its business into separate government (WTB) and commercial (WCB) units. The wave of change just overtook the company.) One firm insider says. now the firm’s corporate headquarters as well as headquarters for its government business. By 1988. the company moved to McLean. WTB has continued to be one of the most successful businesses in the field. Department of Defense. when Michael McCullough put the already unstable firm through a vast restructuring of everything from industry focus to geographic areas. “Ralph Shrader has surfed well in chaotic times.” The Firm 15 . Virginia. but he incorporated that well into the plan. (During the early stages of government testing of the Internet. in which technology and the Internet were quickly changing the landscape of the industry. Awaiting him was a chaotic new consulting market. The 1990s were much more prosperous for Booz Allen.
Booz Allen was affected (like everyone else) by the bursting of the Internet bubble and a generally slumping economy. Today.In 2001. The Firm 16 . Booz Allen is successfully leveraging the strengths of its WTB and WCB units. However. and engagements with participants from both units are increasingly common.000 employees worldwide and is among the best-known strategy and technology consulting firms in the world. Booz Allen fared better than most firms thanks to the relative strength of its government business. Booz Allen has grown to more than 15.
strategy. View from the Middle Booz Allen has taken a different approach to the standard management consulting setup.Organization of the Firm The Firm View from the Top In a world of mega-mergers. Booz Allen positions itself as one firm serving both government. Now Booz Allen prefers that commercial consultants—except for those specializing in IT or operations—start their careers gaining broad skills across industries before they “go deep” and concentrate on one area by joining a natural market team. Booz Allen has remained independent and privately held. and information technology specialists together to form cross- 17 . called the Worldwide Commercial Business (WCB). That means the firm’s officers still call all the shots (and pull in the big bucks). government-focused Worldwide Technology Business (WTB). Historically. The firm’s staffing model brings industry. Booz Allen’s approach to client work is based on the theory that a complex business problem cannot be adequately addressed using a single methodology. operations. new commercial-sector hires had to align with a practice group (industry focus) right away. The organization consists of two business units: the corporate consulting group. perspective. and the larger. “I think we lost some people [in the past] because we weren’t as flexible as we could be. Though people within the firm are typically aligned with one side of the firm or the other.and private-sector clients.” says a recruiter. or framework.
” Some offices are more difficult to get hired into than others. which attract people from across the United States. which for the most part “attracts graduates of the University of Chicago and Kellogg. rather than just a narrower approach. see more competition for available positions than does Chicago. recruiters say that San Francisco and New York. across all areas of expertise within the firm. but we encourage folks to work across multiple types of industries and jobs.” The location you join becomes your home team. you’ll work across industries and natural market teams. and 98 percent of the time. recruits are encouraged to join the organization in the geographic location they desire. For instance.” Major areas of expertise include the following: The Firm • Strategy • Organization and change leadership • Operations • Information technology • Technology management • Global assurance (homeland defense and enterprise resilience services) View from the Bottom On the commercial side. According to a principal at the firm. “Virtual teams are formed and disbanded as needed. Commercial-sector recruiters tell us. “That way our clients get the best thinking from across the firm.functional project teams. too.” says one insider. Early in your Booz Allen career. we ask candidates for their geographic preference. but not Columbia. “In every step of the recruiting process. The people who won’t get their choice are the people who change their minds six times in the process. “You can express interests and preferences. But we know we need X amount of people for the New York office. People 18 . they get it. and we need to know what they’re thinking.
‘I’m a media guy. and a return to your home-team location on Friday. In addition. D. And teams are often joint engagements that include consultants from both the government and commercial sectors. and I only want to be a media guy’ —we look for people to be more rounded than that. It’s headquartered in McLean. “We most often work in teams. Virginia. I actually had a team of 13 clients 19 .C. Booz Allen prefers to serve a smaller group of core clients. virtually all project teams include members of the client organization—in accordance with Booz Allen’s belief that. particularly those on the government side. Insiders report that people in some offices have less intense travel demands. Rather than spread its staff among hundreds of different clients. Senior associates have teams of four to five that they run.come in the door and say. to deliver enduring results. It isn’t uncommon for the firm to simultaneously staff several teams working on different projects for a single client. The Firm wherever that might be. and most of its clients are situated in and around nearby Washington. Those who prefer to travel less might want to join Booz Allen’s government consulting practice. which include Booz Allen associates mixed with client personnel. clients themselves must be an integral part of the consulting process. A typical commercial team may consist of the following: • One or two consultants • Four or five associates • Two or three senior associates • One or two principals • One partner But teams on some projects. “The structure is normally a principal running a project.” says an insider. we encourage folks to get out and kind of kick around a bit.” The typical workweek means Monday through Thursday at the client’s location. Early on. may be substantially larger.
” 20 . “There is no official time it takes to make partner. there’s a lot of cooperation. they gave me resources and trusted me to do my job and gave lots of coaching and mentoring. I often get a quick e-mail back with a thorough explanation of their situation and some reference material.” There are seven job titles at Booz Allen. Once I had proven my credibility with [upper management]. There was never any feeling of being second-class because I was junior to them. you find yourself in a team room with all levels of people on either side of you. “I have never once felt like I am being taken less seriously or prohibited from doing my job because of my level. We each used the other as a sounding board. each with a Booz Allen associate and two clients. I expected much more of a hierarchy. On the client site.” And a senior associate says. “Every path is customcrafted. In reality. but job titles don’t seem to get in the way of a team effort to do quality work. and recruiters confirm that there is interest in promoting people more quickly. as I would hope an associate or consultant would feel walking into my office. ranging from consultant (the entry point for undergrads) to senior vice president (known inside the firm as senior The Firm partner). This isn’t the kind of place where people try to get credit for things they didn’t do. One Booz principal says.” Another tells us. but still.” A WTB insider says. I would feel absolutely comfortable walking into a senior partner’s office here.at one engagement. “It’s a real meritocracy. “When I came here. and you cannot help but have contact and interaction. and I’ll contact them out of the blue. At another. “I was promoted to senior associate last fall and all three of the people at my level were supportive. As a matter of fact.” says a recruiter. and you get rewarded for it. I had two subteams. Very helpful. You get to show what you’re good at. it might be a little more structured and hierarchical. I often get referrals to others who may have had a similar business problem to the one on my project.” Insiders say that promotions occur faster than they used to.
Inc.com American Express Blue Cross Blue Shield BMW Boeing Borden. BP-Amoco Caterpillar Chicago Transit Authority Dallas Symphony E-Trade Federal Aviation Administration Ford Motor Company General Electric Government of Peru Group AXA Grupo Synkro Honeywell Hudson-Bergen Light Rail Project (New Jersey) Internal Revenue Service L’Oréal The Firm 21 .Recent Client List Despite consulting firms’ notorious secrecy about their clients. we’ve turned up a few that Booz Allen has worked with: Abbott Laboratories Amazon.
S. Police Department The World Bank The Firm 22 . Ministry of Economic Affairs (Netherlands) Motorola MTV Networks Museum of Television and Radio National Basketball Association The Nature Conservancy Net Brasil New Jersey Transit New York Times Nissan Procter & Gamble Pfizer Special Olympics.S.C.Lucent Technologies Metropolitan Life Insurance Co.. National Guard Washington. Inc. D. Standard & Poor’s TAG Heuer Turner Broadcasting United Airlines U. Food and Drug Administration U.
With a team that included security.S.S. catchily titled the Regulating and Command and Control (C2) Evacuation System (TRAC2ES). TRANSCOM officials subsequently report that TRAC2ES has saved lives during recent encounters in Afghanistan and Iraq. it was still not in operation. the U. the Booz Allen team “identified important concerns at even the most well prepared agencies. and counterterrorism experts. Federal Transportation Authority After 9/11.” U. Booz Allen developed and implemented a novel threat-andvulnerability-assessment tool in just 30 days—in time to secure Utah’s public transit for the Winter Olympics. to address these issues. After the conflict. Booz Allen helped the U. Five years after beginning work on a system. According to the FTA. Transportation Command More than half the soldiers wounded in Operation Desert Storm were taken to wrong locations and ill-facilitated hospitals. transportation. Transportation Command realized that it needed to drastically overhaul its patienttracking procedures. 23 .S. Department of Transportation Federal Transit Administration (FTA) assess the security of public-transit systems nationwide. Booz Allen stepped in and transformed the Web-based system to instantaneously track patients from origin to destination throughout the military’s health care system. during war and peace times.S.Typical Studies The Firm U.
Three months before its pilottest date. and convinced various military constituencies to accept the new system. which is attached to existing satellite payloads. but also implemented organizational changes. and according to Booz Allen. one of the largest financial institutions in Southeast Asia.S. Booz Allen not only engineered the technology. a prestigious award that acknowledges innovative projects that return unused or abandoned industrial and commercial sites to productive uses. is used to streamline vast operations and locate wounded soldiers. Blue Force was put to use in Afghanistan. Colorado. 24 . senior military commanders now rank Blue Force Tracking among the three most important new capabilities available to allied forces in Afghanistan. regulatory analysis. overhauling 500 branches and ultimately positioning it ahead of the competition. secured funding. Booz Allen devised a way to use global positioning system technology to track battlefield movement in real time. but modernized its business model. This project won the Pennsylvania Department of Environmental Protection’s Phoenix Award. into a thriving. livable community space. and land-use planning to help turn long-neglected buildings in Denver.5 percent compared to its main competitor’s 7. Space-Based Blue Force Tracking Together with the U. Bangkok Bank. the bank’s stock rose 23.” the system. Among other strides: Between 2001 and early 2003.5 percent. Named “Space-Based Blue Force Tracking. Space Command. Innovative Approach to “Brownfield” Project Booz Allen used its expertise in outreach. To make the project work. Booz Allen instituted a rapid “fix and build” program that not only restored The Firm and increased the bank’s profitability.Bangkok Bank In the wake of the Asian financial crisis of the late ’90s. was on the brink of collapse.
health care. and financial services. you could find a better work/life balance on the government side of the firm. including energy. insiders report that engagements are generally shorter than they used to be.to 8-week engagements seem to be becoming increasingly common. “The assignments in the market are now a little shorter than before. which 25 . in McLean. and many government-sector consultants are based in the federal government’s backyard. the multimonth mega-projects still exist. especially from the lows of 2001 and early 2002.” And a government-side insider warned that recent “rapid growth is causing a significant amount of work. but they also means there’s a good chance that you’ll see plenty of variety. but well-defined 6. “In the 2 years I’ve been here. If you’re not sure you can hack the demanding lifestyle of a commercial consultant.to 3-month assignments.” Working for the Government WTB insiders report that they are afforded what is a comparative luxury in the world of consulting—a personal life outside of work.” says one associate. They used to be 6 months to 1 year. multiyear contracts. So. Virginia. “I’ve worked on several strategy and operations projects in a number of industries. Of course. WTB tends to work on longer.” Another insider says. business is picking up in the consulting industry. and at least on the commercial side.What’s Hot The Firm Short and Sometimes Sweet Though the economy is still unreliable. we have to be faster and more flexible in staffing people. One insider tells us that shorter projects can mean longer hours. now we work 2. But clients are looking to get more bang for their consulting buck.
26 . But after September 11. there’s a great diversity of work.” Booz Allen’s cross-firm initiative encompassing homeland security for the government sector. It’s not just applying the same thing over and over.accounts for the key quality-of-life difference between WTB and WCB. “My clients are 10 miles away. “It’s not a place where you can hang out and be a slacker.” And there’s no indication that government-sector work isn’t every bit as interesting and challenging as that of its commercial-sector cousin. the firm recognized a need for similar services in the commercial sector. We’ll help you handle the overflow. We did a bioterrorism war game involving the FDA. on national security issues. such as the CIA and NSA. my team’s skills.” The Firm Security Blanket Booz Allen has long worked for government agencies. another insider adds. “I’ve done well at the firm by being able to adapt and figure out how my skills. and the security needs shared by both. We’ve also done war-gaming exercises. One insider describes the type of work Enterprise Resilience teams have done: “If your computers all went through the World Trade Center. business resilience for its corporate clients. “I’ve gotten to work for a multitude of clients. “because other teams come to us. Another adds.” Says another. If you come in hoping for that. Cue “Enterprise Resilience. and my service offerings fit different client needs. I travel maybe 40 percent of the time. then you will be quickly overcome. Even though my team has the same technical theme.” says one WTB insider. “Some of my WCB colleagues travel 80 percent of the time. we could help you figure out if you should build a redundant call center.” However. which is a big deal for information-intensive industries such as banking and insurance.” says one insider. the Centers for Disease Control. I’m not on the road every Monday through Thursday.
“One of our primary reasons for doing this. and I’m not sure I’d be able to do it at any other firm. and we treat them just like any other client. The event—formerly the Kemper Open. is one of The Firm the most prominent members of the firm working in this area. My office takes that seriously. We have committed to donate at least $1 million every year to nonprofits in the D. the United Negro College Fund. “It’s a project that has been generating a lot of internal buzz.insurance companies. and HMOs. D. area. In 2004. It’s a great opportunity. “was to be able to give back to the Washington metro community. It was a 3-day game to model what would happen if smallpox broke out in a city like Detroit or Virginia Beach.” James Woolsey.C. Christmas in April. One insider working on a project for the Children’s Defense Fund says.” an insider says. and I think that’s kind of nice.C. “This is my second pro bono project at Booz Allen. and Amigos de las Americas. Former President Bill Clinton is another high-profile participant in the project. which Booz Allen works on in collaboration with Columbia Business School and the National Black MBA Association. It makes me feel good about my consulting work. Booz Allen signed a 3-year agreement to take over title sponsorship of the PGA Tour event in Washington. In the first 23 years 27 . now the Booz Allen Classic—attracts more than 180.” Another hot pro bono project is the Harlem Small Business Initiative. Feel-Good Consulting Booz Allen makes an effort to offer its consultants plenty of opportunities to do good deeds. We’re trying to help people understand the scary world we live in. a Booz Allen vice president who used to run the CIA.” says one insider.000 fans annually. It’s worth noting that Booz Allen doesn’t limit itself to charitable involvement and pro bono projects with star power. its roster includes the Special Olympics.
most of which was not earmarked for charities in the local area. but we’re being more aggressive about getting our message out now. So this is a huge deal. “We’re investing in our brand in ways that we never did before.of the tournament. [Historically] we’ve been a little bit more discreet. “Our brand has never been better. it raised only $8 million for charity.” says one insider.” The Firm 28 .” The PGA sponsorship also reflects the company’s current initiative to raise the profile of the Booz Allen brand.
On the Job • Consultants • Associates On the Job 29 .
“It’s a reflection of the market. We also look for people with business backgrounds who can do analysis. including the following: • Conduct industry research • Develop analytical approaches to solving business problems • Run computer models • Interview clients On the Job 30 . According to one recruiter. especially those with electrical engineering and computer science degrees. However. We look for technical people. computer scientists—people who have information systems and telecommunications backgrounds.Consultants In 2004. “We tend to look for engineers. Booz Allen will be recruiting MBAs and others with advanced degrees into its commercial business almost exclusively. That said. but it’s unfortunate because it piles more work onto associates. there are always exceptions. Undergraduates from leading colleges and universities are more likely to find opportunities on the government side of the firm. the general lack of consultants on projects has not gone unnoticed by associates (MBAs and other advanced-degree holders). as one WTB insider explains.” Though not common. and the work they do is similar to that of associates. “The profile of the type of undergraduate we recruit for WTB varies. because the person is very logical.” The move away from hiring consultants into the commercial side of the firm reflects corporate clients’ preference for having more senior people on projects. Undergraduates enter the firm with the title of consultant.” says one. But I have somebody on my team who has a bachelor’s and a master’s in philosophy. a few consultants are still doing work within WCB.
and technology associates who reportedly have worked on similar studies. media.• Analyze data • Participate in group brainstorming sessions “” The environment here is more A Day in the Life of a Consultant collaborative than 8:30 Grab coffee and a scone on the way into the competitive. Head out for dinner with rest of the team. sweet home. The office. 1:30 2:00 2:30 3:30 4:00 5:00 7:00 9:00 Call television trade organizations and order reports on television advertising. Leave voice mail for several communications. 12:30 Ask team member to pick up a sandwich and Coke so I can keep surfing KOL. 11:15 Dial into Knowledge Online (KOL) system to uncover internal company resources on TV programming profitability. Start developing television show profitability model. Tonight’s topic: Which slide will the partner want to change first? Home. the indirect and shared costs that will be allocated across all of the shows? 10:30 Call accounting office to request report with show-by-show production costs and advertising revenues. how much profit a television show generates for the network: What costs will we include? What are the direct costs vs. Whoa! Plenty of new data to crunch! Day’s over. More time on the spreadsheet. Quick meeting with associate to discuss modeling technique. term ‘teamwork’ is 8:45 Discuss how to structure our analysis of really lived here. Run down to accounting to pick up cost/revenue report before the accountants all head home. On the Job 31 .
but each associate was basically running his or her own work team. test that data and check the accuracy of it. While working on a project. Then I tend to use the different levels of the firm as an apprenticeship program to help train them.” Associates are responsible for a number of different tasks. We developed growth forecasts and looked at new markets. Here’s a representative list: • Develop financial models • Facilitate work-group discussions • Conduct industry research and interview clients • Lead brainstorming meetings with project team 32 .” A recruiter explains the process: “We hire a kind of ‘athlete’ out of business school: someone who’s really smart and dedicated. There were four associates. I train them how to be a management consultant. I put them on a series of jobs that are anywhere from 8 weeks to 5 months. one associate reports that she “led a client team of about eight VPs and general managers. it’s my job to gather data. which vary depending on the type of engagement. and ask the right questions in order to put it together and come up with sound results. “As an associate. It’s a very different business model. follow up with clients to make sure I completely understand the data.Associates New MBAs at Booz Allen are hired as associates. Most of their time is spent working as a part of a project team. two senior associates. and a partner on the case.” Even relatively recent associate hires enjoy a great deal of responsibility on On the Job project teams. and I build a tool kit that’s going to help them get to the next level.
On the Job 2:30 3:00 4:00 4:40 7:00 33 . What’s behind this? Put a consultant on the case. My laptop just crashed—I hate the new version of Excel! Think I’ll cool off by taking a quick walk around the building. Meet with the officer from operations for a project update and status report. Work with consultant to reconstruct that beautiful model I lost in virtual spreadsheet land. He says I’m doing a fantastic job and perhaps there’s a project management opportunity in my future. I’m thinking. Now my job is to put this into a financial model that tells a story: Is this a potential acquisition target? Is there an opportunity to add value to this franchise. Time to wrap it up for the day.• Prepare presentations and write reports. Discover one franchise that looks interesting—several outlets. 12:30 Quick lunch break: sandwiches in the cafeteria with the rest of the team. but lower profitability than other chains. Yes! Consultant has gathered great data on the target franchise. Our job: Evaluate international retail-expansion opportunities. My job: Focus on opportunities in Australia and Asia. offer recommendations to the officer in charge. Outline objectives for tomorrow’s meetings. or is it a dog? I can’t believe it. 1:00 Back to the data collection project. 10:30 Arrive at client site just in time for a meeting with client’s director of strategic planning. present portions of presentations to senior management • Help manage client teams A Day in the Life of an Associate 7:30 Catch flight to Dallas for another week at everyone’s favorite oil-company client. “What about acquisition opportunities?” 11:30 Work with consultant to generate data on petroleum franchises in Australia. He says the company once considered opening a retail franchise in Australia but decided against it—too pricey.
Get onto the Stairmaster before the health club closes. On the Job 34 .8:00 8:30 9:30 Check in at the Four Seasons. Grab dinner at the hotel restaurant. call my boyfriend. and settle in for an early evening.
The Workplace • Lifestyle • Culture • Workplace Diversity • Compensation • Civic Involvement The Workplace • Vacation • Training • Career Path • Insider Scoop 35 .
In 2003, Consulting Magazine ranked Booz Allen sixth among the “Top 10 Best Consulting Firms to Work For” in the United States and second in the “Morale” category. Though consulting can be a grind, Booz Allen does make an effort to keep its employees happy while they are being productive. The firm recently collected numerous other awards for work/life balance: • Ranked second among the “Best Places to Work” in The Netherlands (Het Financieele Dagblad and Great Place to Work Institute, 2004) • Among the top 25 “Best Places to Work” in Germany (Psychonomics AG and Great Place to Work Institute) • Named to the top 10 “Most Desirable MBA Employers” (Fortune, 2004) • Named to the top 10 of the “100 Best Companies for Working Mothers” (Working Mother, 2003) • One of 50 “Great Places to Work” in Washington, D.C. (Washingtonian)
• One of the “100 Best Places to Work in IT” (Computerworld) • Recipient of a BEST Award (American Society for Training and Development, 2003) • Recipient of a Workplace Excellence Award (Society for Human Resources Management) Booz Allen encourages flextime, and more than 45 percent of employees take the firm up on it. Employees job share, work compressed weeks or flexible hours, and telecommute from around the world—which the firm supports with laptops, e-mail, and dial-in lines for ready access to its intranet resources. Since 2000, the firm has invested $10.8 million in laptop computers, and in 2002, Booz Allen took steps to improve remote connectivity. These efforts have increased employees’ work options: “We certainly have the capacity to do
everything remotely, which has created opportunities for people,” says an insider. “Now we have people who live in Rhode Island and Pennsylvania who are able to network their way into our New York, Boston, or McLean offices—the Northeastern hub. So there is a bit more flexibility in location.”
Hotshots burn out quickly here. You may be successful in the short term, but people won’t want to work with you again.
On the commercial side, the firm’s travel policies include attempting to bring everybody back to the home office on Fridays and not scheduling client presentations on Mondays. The 5-4-3-2-1 program recommends that consultants and associates be limited to 5 days of work per week, 4 days and 3 nights at the client site, two projects per year, and one project at a time. The firm tries to hit these goals 80 percent of the time, recognizing that they’re not always attainable on teams assigned to projects with short time frames. According to an insider, “If you need to limit travel, the firm will try to balance the business’s needs with your development needs to accommodate that.” “We’re trying to put people within a 3-hour drive of their home office,” an insider tells us. “We’re still trying to embrace the 5-4-3-2-1. We also have a new [experimental] role in the New York office, an ombudsman who is responsible in a nonthreatening way for monitoring the work/life balance in different jobs. We embrace a generic social contract which is committed to certain workload levels; preservation of agreed-upon things that are important to the team: certain nights off, respect for appointments that are outside of the office, preservation of family events, etc.” “There’s no getting away from the fact that you’re out of town most of the week,” adds one insider. I’ve lived in Dallas for 3 years and don’t have a great
network of friends yet.” But others, like one insider who tells us his daily commute is an hour and a half from door to desk, actually prefer out-of-town assignments. “At the client site, everything is written off as an expense, and there’s no (daily) commute,” an insider says. And then there’s the insider who was not complaining when he told us that he’d “flown on a chartered Learjet for the last 8 weeks.” Those who work on the government side report that considerably less travel is required of them, primarily because many of their clients are located near the firm’s McLean, Virginia, headquarters or near other large government-focused offices, including San Diego and Colorado Springs.
Hours at Booz Allen depend largely on the practice to which you are assigned, the client, and the stage of the project. A principal tells us, “You’re generally at the client site Monday through Thursday, and then you’re looking at 12- to 14-hour days, maybe a little less on Monday because you’re on an early flight.
Friday, you’re looking at a 10-hour day. There’s a ramp-up phase at the beginning of a project, where the hours are more aggressive; then an execution phase, where it’s more manageable; and then at the end another ramp-up phase to tie it all together. Short-burn projects are more aggressive.” Another insider notes that operations projects tend to have slightly shorter hours than strategy projects. The average workweek is reportedly between 55 and 70 hours, but insiders say personal time off is available when you need it. “I got married this year,” says one, “and they told me to take as much time as I needed.” Correspondingly, a senior associate who’s been with the firm for 5 years says, “I took 6 months out of my career track to be a school manager. I needed some time: My second child was born, and I wanted to spend some time at home and not traveling
Booz Allen provides support. but I won’t be able to get and then you’re looking at 12. [The firm] really values employees. that she works in an area that allows employees to manage the work/life balance. maybe a night anymore. given certain contract and classified requirements.” Still. For example. you’ve got to do classified work in the office. I can say. there are some teams that are not up to speed with that [work/life balance]. however. in the next few days. I’m overwhelmed. and this is what I plan to achieve early flight. Friday. “We say work/life balance is important. It becomes more manageable when little less on Monday you have the courage to say.” says an insider. “The number-one thing I like about Booz Allen is the flexible work/life balance. “but there’s the reality of consulting.” Several insiders emphasize that at Booz Allen you have the ability to adjust the pressure and that managers are receptive to “” You’re generally at the client site Monday requests for help. and I’ve built up a decent reputation. I haven’t been at a 100 percent [work time] in the 3 years since my son was born. “There are some legitimate reasons why that is not uniform across WTB. ‘I will do this tonight. Says one. I’m home Wednesdays and Fridays with the baby. “Now that I’m more through Thursday.to 14the other stuff done. Not every team can do that. But let me tell you. senior.” The Workplace 39 . Can you you’re looking at a help me prioritize?’ The managers don’t always 10-hour day.” She notes. It will provide company cars if you leave after dark and dinner allowances when you work late. realize when they’re overloading you. ‘This is what I can because you’re on an achieve tonight. when the hours get intense.” A senior associate on the government side says.[for work].’ because I won’t stay up all hour days.
and perspectives. Every single employee.Culture Consultants throughout the firm stress that you’ll be hard-pressed to find a single “Booz Allen type. “Booz Allen is a company made up of many individuals.” says one insider. but once you get to know the individuals. you’re constantly amazed by where people are coming from and what they’ve done. in interviews with firm insiders. it appears that at Booz Allen the only lack of diversity is in insiders’ opinions of their colleagues.” says one insider. the word diversity is used with eerie frequency: “We have a very diverse bunch of people here—all kinds of backgrounds. a government-side insider says. It’s the first thing the senior managers look at when determining how to progress someone. but have in common that they believe in the same values. “The people are pretty diverse as far as interests and educational backgrounds are concerned. It’s very much a values-based culture. People have dreams outside of consulting. Booz Allen instills a prevailing ethic that resonates clearly across the firm. Booz Allen Family Values The Workplace Within its diverse workforce.” Similarly. “It’s very diverse and a little eclectic in the sense that we may all appear to be professionals and consultants upon first meeting.” In fact. “The culture of WTB is centered around a set of core values that are explicitly stated on the first page of the [employee] manual.” Yet another says. It’s not a platitude. walks of life. who are very different. one could say that we have a culture where the individual comes first. “Based on that. Another says. is assessed on them every year.” In fact.” 40 . no matter what level. closely followed by the firm—not the other way around.
” The Workplace In general. It’s a compliment when people take your idea and pull it apart. but you can’t be thin-skinned. “I do not find any competition between my peers within the firm. . so you have to be ready to contribute. You work with an intellectual set of people. People are always sharing knowledge and helping each other out. The people are great to work with and all have very interesting and diverse backgrounds to share. . It is competitive but not in a negative sense—more collegial. People try to tear your idea apart.” But laid-back and supportive doesn’t always mean warm and fuzzy. Allen is very challenging but also very friendly.” 41 . Another insider says that “You have to be comfortable with your ideas and confident enough to dispassionately sit back and pick through something you’ve just said.Competition and personality clashes might be expected at a firm staffed by so many individualists. People try to tear your idea apart. . however knowledge is shared and there is a very familial atmosphere. The team needs to crack the case. “The atmosphere at Booz “” You have to be confident enough to dispassionately sit back and pick through something you’ve just said. “I think Booz Allen’s culture is more down to earth and supportive than some firms.” Says another. the] high level of demand placed on each of us to deliver quality thinking to our clients makes us compete against these expectations but not each other. [instead. so you can’t be thin-skinned. but insiders say that conflicts are rare. Booz Allen exists as a relatively laid-back alternative to the BCGs and McKinseys of the consulting world.” says one insider. not the individual.” says one insider. It’s a compliment when people take your idea and pull it apart. “I feel that the people in my office really care about each other. “The atmosphere is definitely a combination of intellectual competition and camaraderie.
“There are people who are squatters and have their own offices. sometimes called hoteling. First you share an office.” an insider says. your mileage may vary depending on the team you work on.” Likewise. Everyone here is really smart. But it’s a decent balance. associates can conduct conversation that’s both professional and social.” says an insider. The senior associates have their own offices. if you’re just stopping in. There’s a laptop on every desk and team rooms in every hallway. have a combination of both types. “The people here are very funloving. Coworkers? Most insiders with whom we talked emphasized the balance struck between fun and professionalism at their individual offices.” 42 . and I’ve made some lifelong friends here.” says an insider The Workplace assigned to the McLean. and it’s nice being around people I can learn a lot from and who challenge me. office structure varies depending on where you’re stationed. Virginia. “There is a fair amount of variation in the subcultures of different project teams. then the office has a window. I was just in with my team—a working session over lunch. staffers have assigned spaces. headquarters. Romans. with lots of team dinners and other fun interactions. There are five or six associates in large rooms so they can talk. Of course. Most of the doors are open. But I also like the fact that everyone here is extremely professional. like the London office. Because of the cubicle setup.” A New York insider says. whereas others consist of virtual offices. “There’s a ranking system. and then you get a private office. In some offices. “Some partners and job managers are very outgoing.Friends. “There are sets of cubicles for the associates [in the New York office].” Some offices. “Then there’s a virtual office in a hub where you come in and get assigned a place to sit. And there’s the bullpen. Some are more in the ‘eat your spinach’ mode and head back to the hotel to do e-mail and room service.
” According to one insider.” Even so. though. Is there a super-robust after-hours environment? Probably less than I would like to see. In general. but it’s difficult. Do we do things socially as a work group? Absolutely. Says one insider. and that’s a lot of the appeal. there’s definitely some of that.Another insider counters. Cutbacks after 2001 and the recent hiring boom have both had some effect on employees’ relationships. there’s a lot of social interaction. “There isn’t a lot of chit-chat between employees.” A WTB insider says the recent increases in hiring on that side are being felt among staff. we have all these new people across the firm who don’t know Booz Allen. I think it used to be considerably better a few years ago. Some offices schedule activities—like ice cream socials and citywide scavenger hunts—to get employees together. People are on the road. and other informal social opportunities. usually in their cohort. which I think stems from the fact that we share offices and too much talking could be distracting. but coming out of the downturn. it’s a decent place to come in as an associate. “Social interaction outside of work really varies by level. saying. but also on Booz Allen project teams. I think people are a little gun-shy and tend to invest a little less in work relationships. but it’s a concern. So this culture thing is hard. so on a Friday or Saturday. It’s not something I don’t like. “On the client site. but would I participate in it a lot more? That’s difficult to say. And more than one insider mentions marriages that were made not only in heaven. In terms of the office culture. many insiders mention seasonal outings. As you get more senior.” The Workplace 43 . most folks have some strong personal relationships with a couple other folks in the office. happy hours. there’s a real inclination to go visit your other life and your friends outside of work. “We are growing so fast on the TB side.
staff development. Minority hiring trends tend to differ from office to office. policies. but we’re better than most of our clients. Once people get to the more senior point. “I think minorities seems to do better [here] in general.Workplace Diversity Booz Allen began a formal.” 44 . we haven’t been able to maintain that [level of diversity].” Still another insider says. Booz Allen’s commitment to diversity was a significant factor in his decision to join the firm: “Since I’m African-American. it meant a lot to me that Booz Allen had quite a few black partners. “There probably aren’t enough minority and women in upper management. We’re certainly not representative of the general population at higher levels.” says an insider. training. It meant they took diversity seriously. A WCB insider says. In 2001. though some insiders The Workplace report that the government side of the firm is more diverse than the commercial side. not as much Latino and AfricanAmerican. We don’t have as many female partners as some of our competitors do. and that was a big selling point. retention. “It’s still largely Asian and Caucasian. For at least one insider.” The firm actively recruits at minority conferences such as the National Black MBA and National Hispanic MBA conferences. firmwide diversity initiative in 1993 and appointed a director of diversity to oversee diversity recruiting. and benefits. the firm rolled out a new paid internship program for college juniors and seniors who attend any of the United Negro College Fund’s 39 member colleges and universities. We have a good mix of minorities and women up to the point of the senior associate position. [but] I don’t think it’s anything cultural.
Blacks at Booz Allen. firm-sponsored series of professional development workshops that includes the Women’s Professional Development. and brown-bag lunch sessions on topics such as “Interacting with People with Disabilities. and GLOBE Forum (for gay. Disability Forum. bisexual. The firm’s Women of Greater Washington along with other site-specific women’s forums addresses gender issues at the firm. and it offers a half-day course to teach The Workplace managers how to conduct interviews that are both probing and sensitive to diversity. the firm offers courses in diversity such as “Working Effectively in a Diverse Organization” and “Managing in a Diverse Organization. including the African-American Forum. Hispanic Forum.” computer-based courses designed to strengthen employees’ diversity skills. Booz Allen also provides sexual harassment awareness training for employees. German Diversity Task Force. 45 . Asian American Professional Development. and transgendered employees). and Sexual Orientation in the Workplace courses.” The firm is making diversity training mandatory for its officers and principals.Internally. as is Ralph Shrader. lesbian. Insiders report that women at Booz Allen generally support one another. is an employee-driven.” Diversity Training According to a Booz Allen recruiter. Asia-Pacific–American Forum. For all staff. “Our former CEO was a huge proponent of diversity. Hispanic Interest Group.” Booz Allen’s Professional Development Diversity Series. Booz Allen Hamilton Parents Network. African-American Professional Development. Nonexempt Employee Forum. offering “encouragement and mentoring. Junior Exempt Employee Forum. ESL Pilot Group. and it really gives it a lot of weight. open to all employees. coming from the top like that. the company has many employee groups that support diversity in the workplace. Latin American Professional Development. Disabilities Task Force. our current CEO.
and retaining a diverse workforce has garnered the firm awards and acclaim from a number of corners. the firm was among the top ten and ranked number one among consulting firms. Booz Allen has been recognized for its diversity initiatives by such organizations as the Human Rights Campaign. in 2002 and 2003. sponsored by the firm’s Disability Forum. or supervise. hiring. “We’re 46 . Its “Disability One-Stop” site. Opportunities for Women In addition to being recognized for its commitment to diversity. In the July 2002 issue of Consulting Magazine. 2004) • New Freedom Initiative Award (U. Chao. five AfricanAmerican Booz Allen officers were profiled.) The Workplace • Employer of Choice (Minority Corporate Counsel Association. and the National Disability and Business Council.S. provides training.C.The firm has a diversity intranet site. D. Booz Allen has an annual awards ceremony to recognize employees who’ve made a significant professional contribution to enhancing the firm’s diversity. information. Recognition Booz Allen’s commitment to attracting. Secretary of Labor Elaine L. work for. Moreover. Black Collegian magazine. Washington. Booz Allen has been named to Working Mother’s list of the “100 Best Companies for Working Mothers” for each of the last 5 years. and resources for staff with disabilities and the people they work with. 2003) In addition. The firm also received several awards last year for its diversity efforts: • Excellence Through Diversity Award (Parents and Friends of Lesbians and Gays of Metropolitan. which includes information about diversity at the firm and links to forums’ websites.
The lack of female partners to me is very discouraging. “They’ve got the diversity thing down. There are very few women partners. Some insiders think the firm could do a better job when it comes to promoting women. In September 2000. In 2002.exceptionally proud of that. and employees nationwide. company headquarters in McLean. A ton more could be done on that point. “” They’ve got the diversity thing down. Every year the firm also recognizes six of its female colleagues with the Women of Distinction Award. I don’t think it’s bad at all for women.” However. One female insider says. The firm should maybe give women more options. by partnering with two consulting is hard if child-care companies. and balance. each with more than 620 you’re trying to start a locations across the United States. women very discouraging. the firm extended its child-care benefits to There are very few women partners. The firm should give women Booz Allen has allowed officers to work partmore options. This is a colleaguenominated award that honors women who exemplify strong character and spirit. The lack time and offers parental leave to both male and of female partners is female employees. Virginia. there The Workplace 47 . The firm sponsors a number of networking lunches and forums for female employees and a new Women’s Professional Development Course. but we have a long way to go. Once you get to principal and partner. another female insider says. sensitivity. at lot of diverse men. but it happens to be a lot of diverse men. the firm opened the Booz Allen Family Center. selflessness.” says a recruiter. have been elected to the partnership level while working part-time. “At my level [associate] and lower. including an all-day but it happens to be a kindergarten and extended-hours care. to provide child care. In a few instances. and consulting is hard if you’re trying to start a family. family.
but I think having a trailing spouse may be necessary to make it and have kids in this kind of environment. . It’s not just Booz Allen. “Minorities are also never represented well enough.” Indeed one senior associate says. I think they do fine. men. This is harsh to say.” says one insider. This is really getting down to society’s expectations for women vs. Some part-time programs have been tried.” In summary: “There are probably never enough women represented in the firm. .aren’t that many role models. but from what I have seen. It’s a long slog of travel in the future of anyone aspiring to be a partner. “Women have a hard time staying around long enough to make it. That kind of arrangement is still rare for women. and the women who are at the higher levels got to where they are without maintaining lifestyle balance—but you could say that about the men as well. . but they don’t seem to fare particularly well. For those that don’t elect to have children.” The Workplace 48 . and it crosses right though the primary child-bearing years for professional women. we do a much better job in this area than our competitors.
between salaries on Booz Allen’s government and commercial business sides. “WTB is a more classic corporate structure with long careers—people stay for 20 to 25 years. “If you want a job where you’re not working until midnight and traveling all the time. etc.” WTB insiders. however. they don’t work. If I am sent to. On holidays. If you want a fast pace. you’re going to be paid less.” says an insider.” Although the firm says its salary structures are based on market rates rather than on less quantifiable elements such as lifestyle. so starting salaries don’t vary a great deal from one firm to the next. There are differences. we are very much a top-drawer firm. “With the war for The Workplace 49 . insist that their light travel schedules and regular work hours are dictated by the nature of their work: “I think one reason that the [WTB side could be] perceived as being laidback is because our clients are government and they work a very prescribed schedule during the week.” We expect salaries to rise across the industry for 2004–05. “There’s a lot of stability because there’s no forced up-or-out model. In some cases I cannot even work [off premises] and charge it to the project. “It’s a trade-off. the FBI on a national holiday and they’re closed. insiders report that the lifestyle differences are the very reason they find the salary gap acceptable. say. weekends. you’re compensated accordingly.. Booz Allen does not release specific salary information. however.Compensation Consulting firms are in direct competition for top talent. I cannot go in and work. Sometimes we can’t access the clients after 5:00. The price we pay for stability is lower salaries and not as boutique-y a kind of image. but as an insider tells us. though in our market in the federal sector.” says one. Those on the government side reportedly earn less because of differences in fee structure and the partner-to-staff team ratios.
Summer associates who return to the commercial sector after graduation from business school may be reimbursed for their second year of tuition. compared to private-sector positions. In addition to base pay. and profit sharing. Compensation packages for undergrads start at around $60.” The government-sector positions pay less. we expect salaries to rise more quickly than they have since the dotcom bust. 50 . and you’ll be eligible for paid parental leave. and several other resources to help you achieve work/life The Workplace balance. Commercial consultants are also eligible for year-end bonuses. Booz Allen has a profit-sharing and savings plan called the employee capital accumulation plan (ECAP). Summer internships at the MBA level pay a prorated amount based on the MBA starting salary. In the United States. in which each year the firm can contribute up to 10 percent of an employee’s eligible compensation (and it’s often the full 10 percent) and 5.000.7 percent of eligible compensation over the Social Security wage base (if applicable). ECAP has two parts: a 401(k) plan. many employees are eligible for a year-end bonus based on the employee’s performance as well as the firm’s. in which staff can put up to 10 percent of salary. you’ll get to choose from a selection of health plans. In addition.talent heating up. and signing bonuses vary widely if offered at all. paid personal leave to meet specified personal commitments. and Booz Allen frequently offers tuition support to those who choose to get an MBA if they return to the firm after graduation. which pay on the high side. Relocation bonuses are based on need.
‘Look I see an opportunity for you be successful. encourages participation in various community events.” says an insider.” Insiders also tell us that Booz Allen has a weekly e-mail bulletin that. This is saying. which helps staff find volunteer opportunities and guides them through the process of securing the firm’s support for charities and organizations in which they are already involved. “There are people who are smart and motivated but who don’t care about the folks around them—and this is not caring in the touchy-feely sense. I’ll bend over backward for you.’” Some of the company’s pro bono and charitable activities include work with the Special Olympics. and I don’t want you to waste that. “We get a lot of support from the partnership. I can help you be successful but I’m not going got get involved unless you ask me. According to one insider who has helped renovate homes in Chicago. “It’s one of the things I like best about Booz Allen. along with announcing contract awards and job openings. and there is recognition for it. more likely than not. Booz Allen’s intranet site includes an area called Community Relations Online. and nonprofit arts organizations. Toys for Tots. If you see a cause you want to get involved in. The Workplace “There are constant opportunities to get involved. doing pro bono work. Staff members volunteer their time by working in various community service projects at schools. Booz Allen will back up an employee’s civic commitment with dollars or equipment and time allowances. Amigos de las Americas. The Neediest Kids.Civic Involvement Booz Allen’s Community Relations program helps employees participate in a variety of activities and organizations. shelters. 51 .” says one insider. the firm is going to support it. If you ask me to help.” Booz Allen’s approach to pro bono and community work reflects the company culture. and participating in charity races.
and teams whose volunteer service. or corporate citizenship demonstrate the firm’s core values. and generate substantial impact. and the Smithsonian Institution.” Booz Allen’s charitable efforts run the gamut from the type of strategizing the firm does for Fortune 500 companies to hands-on work such as rebuilding homes and clearing park trails. incorporate professional expertise. This year’s awards came in six categories: • Individual volunteer service The Workplace • Individual leadership • Office or business unit volunteer service • Group collaboration volunteer service • Pro bono initiatives • Forum or affinity group volunteer service 52 . CEO Ralph Shrader spoke out on the importance of civic involvement in a speech at Yale. The firm also raises more than $50. employee groups.America’s Charities. Northern Virginia Family Services.000 annually for the Children’s National Medical Center. hundreds of Booz Allen volunteers help renovate houses for those in need. In November 2001. produce clear and measurable results. titled “Finding a New Balance in a New World: Combining Ambition and Altruism. The firm sponsors its own Involvement and Impact Awards to honor Booz Allen individuals. to name just a few. Each year. leadership. Christmas in April.
the concept of a cancelled vacation is so foreign to Booz Allen insiders that when asked whether they’d ever been asked to change their vacation plans. no one has ever said that I couldn’t go. In fact. “In the 9 years I’ve been here.Vacation Booz Allen employees are encouraged to use vacation time. The Workplace 53 . 3 paid personal days. it isn’t moved. That means that once your vacation request is set up. “The thought never occurred to me. “I usually try to plan my vacation for a time when my project workload is light.” Another insider says. I’ve never had to cancel a vacation. not even a 1-day delay. it often stunned them into silence.” says an insider. That’s also because I communicate my plans far in advance. but once I’ve made plans. and 2 floating holidays that can be used at their discretion. Employees in European offices can expect more vacation time than those joining in the United States.” New employees receive 2 to 5 weeks of vacation plus holidays (depending on the country).
Those from nontraditional backgrounds who join Booz Allen on the commercial side also go through a mini-MBA program. that “most of the training comes from just being on the project and working with the other team members. culture. While many companies cut their training budgets last year. fine-tune their leadership abilities. Summer associates attend a 5-day orientation. And with each promotion.Training Training magazine ranked Booz Allen fourth in its “Training Top 100 List” for 2004. Not only does the firm offer tuition assistance and pay for self-led. Booz Allen increased its investment in learning and development by nearly 12 percent. You’re expected to carry your own weight. and enhance interpersonal communication. also giving it the “Best in Class” honor in the Professional Services Company category. however. individualized training in specialized areas.to 10-day orientations—taking place in training centers around the world—where they learn about Booz Allen’s heritage. Many insiders agree. and approach to consulting. employees go through a cohort class that’s designed The Workplace to help them develop their craft and analytical skills. it puts all new hires through 7.” 54 . so a lot of the learning comes from your day-to-day work.
One way is through its mentorship program. a WTB insider says that a formal mentoring program instituted in her office several years ago fizzled out. A recruiter confirms that the firm is interested in moving people up faster and points out that every path to partner is custom- The Workplace 55 . Most consulting firms have some sort of mentoring program. ‘Can I talk to you?’” says a senior associate. Booz Allen helps employees find challenging assignments and avenues to develop their careers.” One way or another. Consultants. However. Senior associates select a market-facing team and build professional depth through specialization in an industry or function. Commercial associates are hired into home offices and work on a series of engagements across industries and functions so they can develop broad skill sets. Staffing opportunities are posted on an intranet site. all WTB insiders sing praise for the support they receive. and employees are able to nominate themselves for upcoming projects. and doors to offices are generally open. associates. though she also says that good guidance abounds: “We do it informally—through our assessments and through personal recommendations. Promotions at Booz Allen are based on merit and. insiders say.Career Path Booz Allen seeks to develop professionals who have knowledge and expertise that is broad as well as deep. but several insiders at Booz Allen spoke unusually highly of theirs. and senior associates each have a junior and a senior mentor who let them know what jobs are coming up and help guide their choices. “I personally have about ten people who come into my office and ask. are occurring more quickly than in the past. Booz Allen employees—from consultant through senior vice president—tend to be on a first-name basis.
I can only do that because I take enjoyment in seeing someone else be successful. “This goes back to this whole idea of helping other people succeed. “I think there’s always going to be pressure around that. which means that at certain points in your career. Booz Allen’s commercial side has an up-or-out policy.” 56 . an insider says. it’s about managing the team. managing relationships with them) or in thought leadership (which means you’ll become an expert in an industry and share your knowledge with others in the firm).” This kind of support underscores the firm’s culture in general. but everyone on your project—your mentors and your job managers—want you to succeed.” As you rise through the Booz Allen ranks. you get help from all over the place: from partners down to the most junior people.crafted. and that takes some of the uneasiness out of it. There’s a minimum hurdle you have to surpass. “Now you can drive as hard and as fast as you want. There’s a sense of reality that at a certain time you either get promoted or move on. As you get more senior. “How quickly you progress is up to you. it’s about delivering the work. So when you finally break down and ask for help. According to a senior associate.” says a recruiter. This flexibility allows people with different skill sets to find a place within the firm.” The typical path to partnership takes 6 to 8 years. As for what gets you promoted. “It’s different things at different levels. But I don’t think it’s anything that I can’t get around. you’ll have the opportunity to play a role either in content leadership (which means you’ll sell projects and work closely with clients. An insider says. you must be promoted or asked to leave the The Workplace company. That also means that you have the same high-caliber people internally who want to help you be successful. then about managing the client and delivering the business. but people who play to one area or another are recognized. You can’t be a super communicator and a poor deliverer. At early stages.
C. Booz Allen sponsors the consultant in business school (provided that he or she agrees to come back to work at Booz Allen). but it also has opportunities for students pursuing degrees in the liberal arts and the hard sciences. The Workplace If you like consulting. Booz Allen helps a consultant find a position in a client company. but want the experience of working on the client side without leaving Booz Allen. Most undergraduates join the firm in the government sector. science. the firm offers the Third Year in Industry program. information systems. The year in industry gives consultants relevant industry experience that can help them both in business school and later on if they decide to return to consulting or industry.boozallen. there is no up-or-out policy. where the consultant spends a year broadening his or her exposure to the client’s industry before business school. Resumes for internship opportunities are accepted throughout the year and can be submitted online at www. economics. and business administration. math. When the year is over. In this program. Opportunities for Undergraduates Although most of Booz Allen’s hires on the commercial side are MBAs. the firm does hire from a variety of undergraduate backgrounds. humanities. A good way to get a foot in the door before you graduate is via a Booz Allen internship.. Booz Allen’s government side has a technology and public management internship program with positions located throughout the Washington.com. business. D. 57 . and computer science.On the government side. including engineering. This program seeks students with backgrounds in computer science. and people can either move up or stay at the same level for years without any pressure to leave. engineering. metropolitan area.
with representatives in more than 60 countries and offices on every continent except Antarctica. and senior vice president. To fill out the balance of its full-time MBA class. first-year MBA candidates are recruited on campus beginning in January for the Booz Allen summer program. but employees who want one have a good chance of landing an international assignment. Opportunities for Midcareer Candidates Booz Allen actively recruits PhDs and other non-MBA advanced-degree candidates as well as experienced professionals from other consulting firms and The Workplace related industries. they’re eligible for the same promotions and other opportunities as Booz Allen staff hired directly out of school. this depends on your language skills and the market. Many of those who participate in the summer program receive offers of full-time employment that they have 6 to 9 months to accept. they move up the ranks to senior associate. Of course. Experienced industry professionals enter at different levels depending on their qualifications. Booz Allen recruiters return to campus in the fall to court second-year students. At the top of the pyramid lie the lofty positions of principal. After 2 to 3 years. New hires are typically staffed into offices within their home countries. where they manage projects. Insiders report that there’s a real upward pull for people who are ready and able to take on more responsibility. vice president. 58 . International Opportunities Booz Allen has an impressive worldwide footprint. Once on board. Typically.Opportunities for MBAs New MBA hires start as associates on the commercial side of the firm.
In Europe.” Says yet another. We used to do this opportunistically but it’s becoming more systematic now. “There’s a lot of autonomy and responsibility on projects. where everything’s pretty much done in English. you’ve pretty much got to be multilingual to build yourself a career. If you can do it. You have a lot of self-determination and a lot of responsibility.” reports another insider.” The company’s 360-degree appraisal process is designed to reward excellence. “You’re expected to put your ideas and perspectives in there.” The firm’s European hiring trends are shifting. and we want to hear from new associates as much as from the partner. and employees are impressed by its thoroughness.One insider says. you’ll have a chance to lead the thinking. According to one European recruiter. Says one insider. “I like to describe it as a flat hierarchical organization where you are free to work your own schedule and to set your own deadlines— 59 . “Everybody is very bright and the environment really pushes you.” Insider Scoop What Employees Really Like The Workplace Show Your Stuff “Meritocracy” seems to be a favorite word among insiders describing Booz Allen. “We intend to look for Europeans studying at American business schools who would like to return to Europe. “The Japanese market is totally different from Singapore.
you can design your own career.” Not Just Ivy Leaguers Insiders at Booz Allen tell us that the company’s recruiting efforts have a much wider reach in comparison to some of its competitors. People do have MBAs.” It’s All About the People All of our insiders say that the people at Booz Allen are a major draw. Many employees see this as a real plus. that it relates more to their organization.at any level—you get empowered very early in the process. “The people are talented and work well together. Once you demonstrate that you are on top of things.” says one. This is my fourth consulting firm and it’s the best place I’ve been. “The people are really what keep me here. “I’ve had clients pull me aside and tell me they appreciate how diverse we are.” The Workplace Square Foundation Booz Allen employees point to the company’s broad consulting base as another big positive. Booz Allen offers a full range of consulting services in six main areas: strategy. My concern was that everybody would have the standard engineering degree and then an MBA. A principal says. team-oriented. but they have different life experiences before that. “The people are down-toearth. “The people are a lot more diverse than I thought they would be. You need to be on top of things. It’s fun.” Insiders say this approach strengthens Booz Allen’s staff and helps the firm avoid the snobbery that characterizes other firms in the industry and that can make building a rapport with a client’s staff difficult. pragmatic.’” A European insider says. and smart—but no ‘brains on sticks.” Another insider says. “The camaraderie is great. after the first 6 months. organization and change 60 . One insider says. You need to take responsibility for what you are doing. Unlike firms that offer only strategy consulting or others that specialize in operations or information technology.
Not a lot. you can expect to spend a lot of time on the road. operations. information technology. The Workplace Relations While most Booz Allen insiders celebrate the support and mentoring they receive. According to one insider. Booz Allen. That’s something people need to be honest about: Do you want to be traveling? Do you want to be working the long hours?” In the words of another insider: “Travel is always a drag. the travel demands are much less onerous.” 61 . “I think that some people come into consulting and really aren’t ready for the commitment that it takes. especially if you have kids or someday want to!” On the government side of the business.” “” Watch Out! On the Road Again If you join the commercial side of Booz Allen. like any firm. pushpush-push. is subject to personalities. we build strong relationships with clients. and global assurance. or arrogance. That’s something people need to be honest about: Do you want to be traveling? Do you want to be working long hours? may be predictable over the course of a long project. According to one insider. technology management. maybe 20 percent.” says one insider. “Some partners bring a style that can be tiresome: micromanage. “We really kick the tires on any strategy we propose.leadership. “In the areas where we’re strong. but you’ll remember that 20 percent well. many Booz Allen consultants spend lots of time away from home. Although the work and travel schedule I think that some people come into consulting and really aren’t ready for the commitment that it takes.
that’s definitely not the case. but there’s also a lot of self-direction. But keep in mind that Booz Allen isn’t looking for employees who are brilliant with data but bad with people. especially among partners. “People have to be aggressive in managing their own careers. You can’t be a passive player and walk in the door and expect everything to work out perfectly for you. Playing on stereotypes.” Not to worry. According to one insider. you’re pretty much on your own.” Data-Heavy Though Booz Allen does its share of work on organizational and people issues. “If you have all the answers. insiders acknowledge that the firm places a relatively heavy emphasis on The Workplace quantitative analysis. “You should become really proficient with financial analysis and doing spreadsheets and modeling in order to get respect at this firm. “A lot of one’s success at Booz Allen depends on the network and alliance that you can build for yourself.Looking Out for Number 1 Insiders say that once you finish your training (which one describes as “really quick”). If you think you’re getting into consulting to get away from networking. you might be happier somewhere else. well. 62 . This is coming from someone whose personal weakness is quantitative analysis. There is a whole mentoring program and a staffing group that take people in and ramp them up.” says an insider. but it is something I’d tell people to be aware of. but you can’t relay that message in a convincing manner. one insider notes that the firm might be a better fit for those coming out of MIT’s business school than Harvard’s.” If you’d rather spend your time dealing primarily with people issues.” Another insider tells us. Another insider says. and I’ve done just fine. it’s useless to us and to the client. Booz Allen may not be the place for you. If you’re not comfortable being selfmotivated and assertive about getting ahead. adds this insider: “It doesn’t feel as yucky as it sounds.
Getting Hired • The Recruiting Process • The Interviewer’s Checklist • Interviewing Tips • Grilling Your Interviewer Getting Hired 63 .
and recommendations for prospective hires.” Booz Allen puts candidates for its commercial business through a standard hiring process that begins with first-round interviews on campus and continues with second and (sometimes) third rounds at the office for which the candidate 64 .” says one commercial-side insider. An insider from global operations says. The firm has lately been quoted in various media as saying that its hiring projections are way up. In some cases. it helps to know someone. Booz Allen has been on campus recruiting every year since 2001. Insiders we spoke to think this is an important opportunity to likewise help candidates decide whether Booz Allen is a good match for them. Secondary to that is responding to the posting in the website. hiring is now up all around.” which offers useful analytical frameworks. Booz Allen likes students to have as much contact as possible with the firm before the interview. The “Careers” section of Booz Allen’s website includes a document entitled “Interviewing Tips and Case Primer for Commercial Consulting Candidates. As in most companies. case examples. associates will even call students and then meet with them to discuss their goals for the future. This helps determine whether the student will fit in well at Booz Allen.The Recruiting Process After a few very bad years for MBAs and undergraduates hoping to work in consulting. and according to several insiders on both sides of the firm. “The best way to get a job is to know someone who already Getting Hired works at Booz Allen because more than 50 percent of all new hires come from employee referrals. “We’re increasing our MBA recruiting over last year. things are looking up.
We are also looking for leadership skills.” More than one recent hire we spoke to emphasized that the case interview is the best opportunity to stand out from the crowd. I didn’t feel like they were trying to trick me.” says one recent hire. “It’s a critical part of the evaluation process. achievement in a career before attending business school and an intellectual track record in school.WetFeet. You think that it should be easy to answer questions about yourself. During my case interview. Our cases are based on prior client work of the people doing the interview. We are also looking for leadership skills.” (For a rigorous review of case questions.” Remember. “We are looking for more than brains on a stick.com. and then be able to talk about those in an interview and relate them to your resume. everyone Booz Allen is likely to interview is going to be smart and accomplished. And if you don’t think ahead of time about the key things in your life that have helped make you successful. We are looking for more than a good analyst or a good writer. We are looking for more than a good analyst or a good writer. “Where most people fail is that they do not prepare for the ‘fit’ part of the interview.) Getting Hired 65 . There was a logical flow. Second and third rounds usually involve multiple. and so on. but you’re not likely to have done that in as stressful an environment as a case interview. “Practice the case interview. but is now emphasizing the general resume review as well as conversation to determine how the candidate manages his or her work. deals with conflict. you’re not going to be able to answer the fit questions very well. The company seeks people with a demonstrated record of “” We are looking for more than brains on a stick. Booz Allen relies on case interviews to test a candidate’s analytical abilities. One insider says. back-to-back interviews. check out WetFeet’s Ace Your Case series at www.is being considered. According to one recruiter. accepts responsibility. Cultural fit also weighs heavily in candidate assessment.
and we support that. “We do hire a lot of Getting Hired junior staff coming right out of school. and public policy degrees are likely to attract the most interest. “We look for a candidate. “The firm gives $5. Booz Allen is not actively recruiting undergraduates into its commercial-sector unit. business.” 66 . or defense industry internships on your resume as well. We’re doing analytical work. Interpersonal skills and analytical thinking are probably the top two criteria. national security.000 per year toward tuition. Says one recruiter. “We don’t look for a position per se. “University recruiting is not a large percentage of the recruiting we do for the government business.Undergraduates Currently.” Once you’re in. A typical interview question I’d ask of a college hire: Give me an example of a project you had. “We’re looking for someone who can communicate their thought processes. it now promotes the pursuit of MBAs for some of its employees. Be sure to highlight any government. and how you solved them. but we have to communicate that to our client. computer science. We like to have writing samples. the problems you encountered.” Insiders also emphasize that communication and writing skills are important. but we still hire a large number of undergraduates. A lot of them go back to school as part of their work with us.” says a recruiter. but we look for the best talent.” Expect several rounds of interviews. Where the WTB side used to encourage only technical degrees. But according to one recruiting insider. In an interview I try to probe their analytical thinking process. Booz Allen will help you move ahead. Undergraduates with engineering. I want to make sure these people can write. then obviously relevant experience. where they can take more classes [for that money].” says one WTB recruiter. I like to tell people to come prepared with three things that they’ve built and white papers.” an insider reports. “We try to encourage folks to go to more of a state school.
” Midcareer Candidates Booz Allen hires midcareer people from other consulting firms and from industry. One WTB insider says it looks for “individuals leaving government or military service with consulting experience and especially those with security clearances. The governmentsector side of the firm in particular brings in large numbers of experienced hires.” Says another.” says one insider hired out of B-school. Contact the Booz Allen location of your choice.MBAs The best way to get your foot in the door is to sign up for the on-campus interviewing program at your school. “People with high-level security clearances are extremely precious and few and far between. “I was asked many case questions in my interviews. midcareer candidates must survive several rounds of interviews that include case questions.” Getting Hired 67 . step by step. It can take up to 18 months to get a security clearance. “I know that interviewers derive many questions from cases they’ve been staffed on. Like college hires. WTB seeks candidates with government experience. They want to see how you can establish a framework. to arrive at a logical solution. candidates with security clearances are especially attractive to the firm right now.
Booz Allen designates a specific person to coordinate each campus recruiting effort. “If I were stuck at an airport with this candidate. 68 . His or her checklist will contain most of the following: • Drive (people who aren’t passionate about consulting usually fail) • Analytical skills (ability to analyze and assess data) • Teamwork (everything is done in teams) • Intellectual curiosity (Does this person get excited about solving problems?) • Communication skills (Can this person convey his or her ideas?) • Leadership (ability to get the most out of others) • Client skills (Can this person build effective client relationships?) • Poise (ability to remain cool under pressure) • Credibility (Does this person seem full of hot air?) • Interpersonal skills (see the “The Airport Test” below) The Airport Test What’s the airport test? The interviewer wonders. it wasn’t bad at all. I’ve done it.” This is to say that whoever hired this insider’s traveling companion found somebody who was enjoyable company for those 12 hours. would I go crazy?” An insider elaborates: “You hear about that airport test.The Interviewer’s Checklist To give candidates a more consistent interviewing experience. Aside from it taking 12 hours to get from Detroit Getting Hired to New York.
I see people giving their gut answers right away. One tip from our experts: If you get a question that requires discussing numbers. Demonstrate your enthusiasm for the intellectual side of consulting. (Then again. Booz Allen won’t necessarily be looking for the right answer as much as for evidence of how you think.” a commercial-side recruiter tells us. break it apart. Booz Allen recruiters tell us that candidates often earn dings long before the case arrives.g. “If you can quantify things. be sure to pick those that are easy to handle (e.. 2. You should take a problem. 1. It’s not a list of how you actually did those things. Your interviewer will also want to see that you’re comfortable with numbers. Know your resume. Take the time to structure your response. that’s great. you may convince your interviewers that you’re Booz Allen material. you may just convince them that you’re nuts!) 4.” says one insider. Many don’t know what’s on their resumes. and analyze. “Your resume is supposed to be a list of the most important things you’ve done on one page. Consultants really get turned on by coming up with excellent solutions to difficult business problems. 10.Interviewing Tips 1. “A lot of the time. If you can talk convincingly about how that will turn you on. can’t explain why they want to work for Booz Allen. slouch in their chairs. 100. Practice case questions if you’re applying to Booz Allen’s commercial business. So if you sit down for an hour with your resume Getting Hired 69 .” 5. 3. and otherwise project a low-energy demeanor. “But it’s all a list of actions and results. 250 million).000.
” 7.” 6. It’s also a bad idea to refer to the firm as “BAH. etc. How did I actually get this stuff done? How did I handle people and pitfalls that came along the way. That’s Booz Allen to you.and think. you’ll be much better prepared to answer any question that anyone asks you about yourself.. Know the difference between WCB and WTB. whereas the Worldwide Technology Business serves government and institutional clients. Insiders tell us that the firm’s name is often shortened to omit Hamilton but that Booz by itself is too informal and should be avoided in an interview. Getting Hired 70 . Basically. cowboy. the Worldwide Commercial Business serves commercial clients.
what opportunities exist to work with clients in the commercial sector? And vice versa? • What mechanisms does Booz Allen have in place to support personal and professional development? 71 . We strongly encourage you to spend time preparing questions of your own. • Why did your last client hire Booz Allen instead of one of your competitors? • What are the business benefits and disadvantages of Booz Allen’s long-termrelationship approach with clients? • How do the commercial and government sides of the business work together? • Where do you see Booz Allen’s growth opportunities coming from in the near future? Medium • Describe your efforts to diversify your staff. The “Rare” questions are meant to be boring and innocuous. Rare • Give me examples of recent projects undertaken by the firm. while the “Well Done” ones will help you put the fire to your interviewer’s feet. In the meantime. the samples below should get you started.Grilling Your Interviewer This is your chance to turn the tables and find out what you want to know about Booz Allen. • What’s the turnover rate at Booz Allen? • How easy or difficult is it to transfer between offices? Getting Hired • If assigned to the government sector.
and what wrinkles remain to be ironed out? • Booz Allen has a reputation for developing numbers-driven solutions.• Has the lack of undergraduate hires into WCB led to a heavier workload for associates? • How is Booz Allen addressing changes in the consulting industry? Well Done • Given its large organization and distinct industry groups. and how effective do you think it will be? • How well have the changes you’ve made in your career development and in the organization been received by people in the organization. how well do Booz Allen professionals function on teams? • How many female and minority VPs does Booz Allen have? • What is Booz Allen doing to move ahead of its top-tier consulting competitors. how does Booz Allen maintain a consistent culture and sense of community? • As a collection of individuals. do you think there is any downside to that approach? Getting Hired 72 . Do you find that to be true? If so.
For Your Reference For Your Reference • Consulting-Speak • Recommended Reading • For Further Study • Other Sources of Information • Key People and Places 73 .
Collins and Jerry I. it refers to those firms that want to be around for many decades or centuries. Built to Last. Benchmarks are levels of performance or output against which you can evaluate the performance of something else. in which they destroy the myth that the core product is more important than the vision the company espouses. creating four different sectors.For Your Reference Consulting-Speak To help prepare you for both your interviews and a possible career in the field. BHAG. This buzzword comes from the book Built to Last (see next entry). Don’t be surprised if you’re asked to produce one of these during your interview. a software firm might hire a consulting firm to do a benchmark study on how much other firms are spending on customer service. Here’s another standard-issue item from the consulting toolbox. we’ve asked our insiders to give us the most up-to-date consulting jargon. For example.” this is a favorite consulting tool used to analyze a number of items along two dimensions. not just a few years. More loosely. 2x2. It’s basically a graph with X and Y axes that cross in the middle. Porras. A benchmark study is an analysis of the performance of a number of companies along specified dimensions. 74 . Beware: Unauthorized use of these terms has been known to seriously offend every known species of consultant. Pronounced “two by two. Benchmark. A book written by James C. The term now enjoys widespread usage as describing a company with a strong culture based on a core ideology or identity. Big Hairy Audacious Goal.
as in. as in. your product. and media—or “converging” industries. “If Dannon. Most firms use this term to refer to a specific type of consulting work dedicated to such things as helping a company restructure its organization and cope with the human problems that accompany such an effort. think it through. Yoplait. Consulting services in telecommunications (cable. the telephone. your interviewer will give you a set of facts and ask you a question to analyze how you structure a problem. computers. Convergence. Here’s a $5 buzzword that sounds like it’s making things clear.For Your Reference Business design. The top line is sales. Things a company does best. when really it’s just muddying up an already fuzzy concept. and ultimately come up with a solution. the TV. it’s about growing your bottom line.” (The bottom line is profit. such as.” They could also just be wacky. how you gear up the troops. 75 . and Internet). Communication technology that helps companies manage customer information. wireless.” or business-related. Here’s a consultant’s definition: “For a company. it’s not about growing your top line.” Case interview. Customer relationship management (CRM). In a case interview. It has everything to do with whom you hire and what they do. how you execute your offering.) “Business design is about what you do. the PDA. Core competencies. wireline. what kind of people would they be?” Change management. Case questions can be numerical. and the PC will someday all become one. It’s your channel. “How many dimes are currently in circulation?. The thinking is that the Internet. “Suppose a client asked you to figure out why his business is experiencing an unusual decline in sales and a severe cash flow problem. and Colombo yogurts came to life.
76 . say. ERP spurred doubledigit annual growth for firms. the more analytical you’ll sound. and inventory.” Or it can be something more MBA-ish. The product or solution you give (deliver) to the client. A popular consulting project during the ’90s. Deliverables typically come with dates (when you will deliver). It can be as simple as. for instance. nobody admits to doing just pure strategy work. Interviewers often note which term you use— just to see whether you’ve read the company literature. From 1997–98 to around 2000. most firms shifted their focus from reengineering—which often meant downsizing—to growth. like Porter’s Five Forces. These days. Growth involved taking a small private start-up from. Implementation. Growth. If you promise an analysis of shipping costs. An IT solution to streamline operations by connecting all parts of a business electronically—including HR.For Your Reference Deliverable. billing. As a result. The reason? Too many consulting firms were criticized for leaving behind a big stack of slides that never resulted in any action by the client. Basically. These are all different ways in which the firms refer to a specific project. that’s your deliverable. but you’ll impress your interviewer if you get it right. Engagement/project/study/case/job. “The company’s problems stem from both internal and external factors. Enterprise resource planning (ERP). Using the wrong word is not an automatic ding. Consultants love frameworks. and the more you use them (up to a point). Framework. 25 or 30 employees to more than 500 and going public. all of the firms talk about how they work with clients to make sure that their expensive analyses and recommendations are actually implemented. a framework is any kind of structure you can use to look at a problem.
and a partner or case team manager would spin through dozens of overhead slides displaying all of the analysis his or her firm had completed. Increasingly. the presentation was the means by which a consulting firm shared all of its insights and recommendations with a client company. In a manufacturing company. Many consulting firms do a big business providing operations advice. rather than strictly on hours. Pay-for-performance. payroll management. pay your bills. lots of companies are turning to outsiders to provide many of the functions and services traditionally done inhouse. this refers to any period of time during which you aren’t staffed to a project. this includes the buying and processing of raw materials as well as the sale and distribution of the final products. so there’s a chance you’ll be able to leave the office early. Although you won’t necessarily see any sunshine here. Outsourcing.For Your Reference On the beach. it’s still a popular drill at most firms. public firms are turning to these services because they create stable revenue flows. and data processing. In the traditional consulting project. 77 . Presentation. you also won’t have to be any place in particular. Although the standard overhead slideshow is now considered a bit sterile. which their investors like. To reduce overhead expenses. At the simplest level. this just means that they help clients run their businesses better. Operations. Operations refers to all of the day-to-day tasks associated with the running of a company. do your laundry. In consulting. Popular candidates for outsourcing include accounting services. and maybe even see your honey. marketing communications. Billing based on performance. The client’s top management team would assemble in a boardroom.
White-space opportunity. The place you want to get to. from the gathering of raw materials needed to make the product to the delivery of the final product to the customer. Value chain analysis.For Your Reference Reengineering. Reengineering lost its cachet in the mid-’90s. and they engage lots of consulting firms to help them do it. There are all manner of ways. Think of it as an unbridged gap between what you do and what others do. or an untapped source of growth. If you’re heading true north. An analysis of all of the processes that go into a product. each stage adds value to the product. 78 . Shareholder value analysis. Means you could be hanging out with the clerks at Kinko’s. Sexy terms for an office setup in which nobody has a personal desk or office. The goal of many companies is to enhance their value to shareholders. A money-making opportunity in an area you aren’t set up to make money in. you’re moving in the right direction. proprietary and not. Virtual office/hoteling. At best. True north. to analyze shareholder value. a reengineering project was supposed to involve a complete rethinking of a company’s operations from ground zero. In its purest sense.
-area job market.600 people last year in the public-sector space—there aren’t enough MBA students in the major schools to fill all those spots. saying. 5/16/04. which credits that boom in part to government spending. Interview with Ralph Shrader In this interview. He uses the health-care industry. illustrating how Booz Allen’s work with the U. in support of the firm’s effort to apply private-sector technological solutions to government issues. Shrader as saying. Part of the summary includes the news that Booz Allen hired 1.For Your Reference Recommended Reading “D.C.and public-sector business capabilities thereby making it stronger and more successful overall. It focuses on Booz Allen. according to this article. 60. “This year everyone is starting to feel good again. but the short-term prognosis is generally upbeat.” Source: Neil Irwin. Booz Allen CEO Ralph Shrader discusses the recent upswing in hiring on both the government and commercial sides of the firm. identifying the firm as a “mainstay of Washington’s professional and business services industry” and “the number two source of local employment behind the government itself. It also describes Booz Allen as being “on a hiring binge.350 more people than it had originally planned last year.” It cautions that over-reliance on government tax and spending policies to boost an economy can be risky.S. Region Job Market Has Look of a Boom” Last year. which he calls “a major player” for Booz Allen today. we’re back in the hiring business big time. “This year. Food and Drug Administration 79 .” and quotes CEO Ralph W. Washington Post. as an example.C.” and “We hired close to 3.600 jobs were added to the D.” He also describes how the firm is able to cross-pollinate its private.
that highlights the inefficacy of the modern MBA. “Why an MBA May Not Be Worth It” The article subhead reads “One reader says he used his MBA to line his African gray parrot’s birdcage. July/August 2004. 47% consider their firms’ morale to be no better than neutral. the article contends. Source: Consulting Magazine. between this and last year’s similar findings. Fisher mentions that “the supercompetitive job market of the late ’90s led top consulting firms like McKinsey and Booz Allen to hire people who lacked MBAs. on average. which found that “of 5. 3 weeks of on-thejob training—after which. Source: Anne Fisher. Fortune. Anne Fisher says she’s been hearing a lot lately from disgruntled MBA-holders who can’t get work. according to extensive research by the firms themselves. The paper says.457 consultants from 50 of the profession’s 75 largest firms. “Half of Consultants Aren’t Happy With Their Jobs” This article discusses the results of a 2003 Consulting Magazine poll. As an advice columnist for Fortune. Those folks (most of whom had only undergraduate liberal arts degrees) got.” and includes the current glut of MBA degrees in a stagnant market as one of the reasons MBAs aren’t getting jobs. She goes on to outline a scholarly paper.For Your Reference makes it better able to assist pharmaceutical companies seeking to bring new products to market. is that as the 80 . recently written by two business school professors. they did their jobs just as well as or even better than their MBA peers. “There is little evidence that mastery of the knowledge acquired in business schools enhances people’s careers.” The difference. 6/14/04.” All of which provides a noteworthy contrast to the article above in which Ralph Shrader suggests that Booz Allen’s current growth could consume all the MBAs graduating from the major schools this year.” The implication follows from there.
the Booz Allen source lends insight into what is particularly valued at his firm. The accompanying Consulting Magazine survey ranks Booz Allen at number six (down from the previous year’s number three but still firmly in the top ten) among the “Best Consultancies to Work For. et al. who says. figure decision making at the company is a tortuous process. many consultants who are dissatsified with long hours and diminishing returns are now leaving the profession..” underscoring that Booz Allen and its employees fared the tough times relatively well with work/life standards mostly intact. The article includes tips from a Booz Allen representative. Wall Street Journal. 81 . Source: Karen Hube. Source: Consultants News. 3/29/04. “Culture Club” “I got my best information by arriving early and speaking to the receptionist. and compare the responses among individuals.” Aside from offering good advice for jobseekers.For Your Reference economy recovers and industry begins hiring again. “If you have 10 interviews [for the same job] in three months.” and “Ask the interviewer or the company representative about her own background.” says one advice-giver in this Wall Street Journal piece about how to get the skinny on a company’s office-culture before getting a job there. November 2003. Does the company bring in people from eclectic backgrounds? That says a lot about what you’re likely to find at the firm.
For Your Reference
For Further Study
Booz Allen employees recommend the following books for prospective hires: 1. The Advice Business, by Charles Fombrun and Mark D. Nevins (Pearson Education, 2003). 2. Marketing and the Bottom Line, by Tim Ambler (Financial Times/Prentice Hall; 2nd edition, 2004). 3. Platform Leadership: How Intel, Microsoft, and Cisco Drive Industry Innovation, by Annabelle Gawer and Michael A. Cusumano (Harvard Business School Press; 1st edition, 2002).
The Human Factor: Leadership in the E-economy
Rolf Habbel (Uberreuter Wirtschaft, 2001). “If the company’s executives do not manage to convince the employees that the enterprise is going in the right direction, that it will last, that it must be innovative in order to win its future, and that it actually depends on its customers to survive, the company has no chance of being successful in the long term,” writes Booz Allen Vice President Rolf Habbel in the preface to his book. Unless you read German, you may not be able to actually read this book, but you might want to be familiar with the message of its author, Habbel, a Munich-based partner at Booz Allen. “This book tries to elaborate and demonstrate that man—often overlooked as a ‘small wheel’ in the greatness of new management methods and concepts—is more and more critical to being successful in this change,” Habbel writes. His message is that even though we may be armed with the best ideas and most advanced technology tools, the biggest barrier to the successful implementation of change is that we too often ignore the “the human factor.” For more, visit www.boozallen.com.
For Your Reference
The Entertainment Economy: How Mega-Media Forces Are Transforming Our Lives
Michael J. Wolf (Times Books, 1999). Here’s a book about how mass media rules our lives that won’t tell you to destroy your television set. Instead, it’ll tell you to turn it on and learn some lessons about what sells and what doesn’t in today’s economy. It’s written by Michael J. Wolf, a former senior partner at Booz Allen who jumped ship for McKinsey in 2001. In a nutshell, Wolf ’s thesis is that to get ahead in today’s media-saturated marketplace, consumer businesses in all industries have to win and retain an audience by feeding it fresh, engrossing content. The influence of entertainment in all aspects of business and society is what he calls the “e-factor.”
Timothy M. Laseter (Jossey-Bass Publishers, 1998). Written by Booz Allen insider Timothy Laseter, this book explores a fundamental operational issue affecting all kinds of businesses: sourcing. Now that reengineering has gone out of favor, optimizing supplier relationships is one of the hottest cost-cutting strategies in use today. If your interests lie in business processes, read this book for some tips on helping your future clients maximize their bottom line by profitably outsourcing their assembly lines.
Smart Alliances: A Practical Guide to Repeatable Success
John Harbison and Peter Pekar, Jr. (Jossey-Bass Publishers, 1998). Written by Booz Allen consultants, Smart Alliances examines the familiar “buy or build” dilemma that has faced CEOs of all stripes at one time or another. Does it make more sense to acquire an outside business or to create one’s own? Harbison and Pekar’s proposed solution gives some compelling evidence in favor of a third alternative: forging strategic alliances with competing or complementary businesses for mutual benefit.
For Your Reference
Other Sources of Information
For more information on Booz Allen publications, check out www.boozallen.com. A general resource for information about the consulting industry is Consultants News, which is published by Kennedy Information. For more information about this and other Kennedy publications, visit www.consultingcentral.com or the Kennedy Information website, www.kennedyinfo.com. Visit www.WetFeet.com for more information about a number of consulting firms, their jobs, and recruiting. And for help with your case interviews, check out the WetFeet’s best-selling Ace Your Case series. Reading Fortune, Forbes, Business Week, the Wall Street Journal, and the New York Times is a great way to stay up to date on the latest events and issues that management consultants address, and will arm you with plenty of information for your interviews.
The company will not accept e-mail or paper resumes. chief human resources officer Recruiting Contacts Interested candidates can post their profiles or apply for a specific job through the careers section of the Booz Allen website at www.com.boozallen. Worldwide Technology Business Dan Lewis.For Your Reference Key People and Places Key People Ralph Shrader. chairman and CEO Dennis Doughty. president. president. Worldwide Commercial Business Horacio Rozanski.S. U. Commercial Sector Cynthia Shamin 212-551-6444 Europe Commercial Sector Alison Devey 44-207-393-3212 (London office) Latin America/Asia Pacific/Middle East Commercial Sector Ana Quintella Rodriguez 212-551-6193 Government Sector Judy Merkel 703-902-6900 85 .
boozallen.C.For Your Reference Major Offices North American Offices (Commercial Sector) Atlanta Boston Chicago Cleveland Colorado Springs Dallas Houston Los Angeles McLean. 86 . D. Virginia (corporate headquarters) Miami New Orleans New York (commercial headquarters) Philadelphia San Antonio San Diego San Francisco Tampa Washington.com. International Offices For a complete listing of Booz Allen locations around the world. go to www.
WETFEET’S INSIDER GUIDE SERIES JOB SEARCH GUIDES Getting Your Ideal Internship Job Hunting A to Z: Landing the Job You Want Killer Consulting Resumes Killer Investment Banking Resumes Killer Resumes & Cover Letters Negotiating Your Salary & Perks Networking Works! INTERVIEW GUIDES Ace Your Case: Consulting Interviews Ace Your Case II: 15 More Consulting Cases Ace Your Case III: Practice Makes Perfect Ace Your Case IV: The Latest & Greatest Ace Your Case V: Return to the Case Interview Ace Your Interview! Beat the Street: Investment Banking Interviews Beat the Street II: Investment Banking Interview Practice Guide CAREER & INDUSTRY GUIDES Careers in Accounting Careers in Advertising & Public Relations Careers in Asset Management & Retail Brokerage Careers in Biotech & Pharmaceuticals Careers in Brand Management Careers in Consumer Products Careers in Entertainment & Sports Careers in Human Resources .
Doctors & Lawyers Industries & Careers for MBAs Industries & Careers for Undergrads COMPANY GUIDES Accenture Bain & Company Boston Consulting Group Booz Allen Hamilton Citigroup’s Corporate & Investment Bank Credit Suisse First Boston Deloitte Consulting Goldman Sachs Group J.Careers in Information Technology Careers in Investment Banking Careers in Management Consulting Careers in Manufacturing Careers in Marketing & Market Research Careers in Nonprofits & Government Careers in Real Estate Careers in Supply Chain Management Careers in Venture Capital Consulting for PhDs. Morgan Chase & Company Lehman Brothers McKinsey & Company Merrill Lynch Morgan Stanley 25 Top Consulting Firms Top 20 Biotechnology & Pharmaceuticals Firms Top 25 Financial Services Firm .P.
. At WetFeet. and he returned with soaked feet. and entertaining way. Think of us as your own private research company whose primary mission is to assist you in making more informed career decisions. consulting services. Every time he went hunting in the Maine woods. but entrepreneurs make boots. and very literally. Bean. And L.com and InternshipPrograms. and our exclusive research studies. had a case of wet feet. WetFeet Insider Guides provide you with inside information for a successful job search. . and add thousands of dollars to their compensation packages. we needed products like the WetFeet Insider Guides to help us through the research and interviewing game. WetFeet’s services include two award-winning websites (WetFeet. share a passion about the job-search process and a commitment to delivering the highest quality products and customer service. his shoes leaked. “So.Who We Are WetFeet is the trusted destination for job seekers to research companies and industries. Leon Leonwood Bean got his start because he quite simply. And that’s exactly what we’re doing at WetFeet. avoid illfated career decisions. And he told his friends. But they didn’t exist. About Our Name One of the most frequent questions we receive is. we do the work for you and present our results in an informative. Web-based recruiting technologies. the company. credible. one day.com). Today. In addition. the successful mail-order company. So we started writing. So. The quality of our work and knowledge of the job-seeking world have also allowed us to develop an extensive corporate and university membership. The lesson we took from the Bean case? Lots of people get wet feet. WetFeet was founded in 1994 by Stanford MBAs Gary Alpert and Steve Pollock. . Bean. And he did. all because a man who had wet feet decided to make boots. was born .L. and they lined up to buy their own pairs of Bean boots. who come from diverse backgrounds. WetFeet serves more than a million job candidates each month by helping them nail their interviews. he decided to make a better hunting shoe. such as the annual WetFeet Student Recruitment Survey.L. and manage their careers. what’s the story behind your name?” The short story is that the inspiration for our name comes from a popular business school case study about L. While exploring our next career moves. Our team members.
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