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Booz Allen Hamilton
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. . . . . . . . .Table of Contents Booz Allen Hamilton at a Glance . . . . . . . . . . . . . . 5 Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Recent Client List. . . . . . . . . . . . . . . . . . . . . 49 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25 On the Job . . . . . . . . . . . . . 30 Associates. . . . . . . . . . . . . 44 Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Lifestyle . . . . . . . . . . . . . 36 Culture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 The Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 A Quick History Lesson . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Industry Position . . . . . . . . . . . . . . . . . . . . . . 21 Typical Studies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Consultants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Workplace Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . 23 What’s Hot . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Organization of the Firm . . . . . . . . . . . . . 6 Competitive Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . . . . . . . . . . . 84 Key People and Places . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71 For Your Reference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 Vacation . . . . . . . . . . . . . . . . . . . . . . . . . 73 Consulting-Speak . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82 Other Sources of Information . . . . . . . . . . . . . . . . . . . . . . . . . . 53 Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74 Recommended Reading . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 The Recruiting Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69 Grilling Your Interviewer. . . . . . . . . . . . . . . 68 Interviewing Tips. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 79 For Further Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59 Getting Hired. . . . . . . . . . . . 55 Insider Scoop . . . . . . . . . . 64 The Interviewer’s Checklist . . . . 54 Career Path. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Civic Involvement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
” “It tends to impress interviewers when you have detailed questions about particular areas or activities of the firm. significant IT capabilities • Reputation for developing workable solutions based on very thorough analysis • Serves both government and corporate clients • Strong reputation in strategy.com Primary Competitors Accenture. SAIC Key Differentiating Factors • Part of the management consulting old guard • Combines strategic consulting with implementation. VA 22102 Phone: 703-902-5000 Fax: 703-902-3333 www. your bluff might very well be called. We used to do this opportunistically but it’s becoming more systematic now. For Booz Allen there is not one type of case. McKinsey & Co. organizations/leadership.boozallen. Bain & Co. and come up with something realistic. However do not try to puff yourself up too much. be prepared for a case interview. operations.At a Glance Booz Allen Hamilton at a Glance Headquarters 8283 Greensboro Drive McLean.” 1 .. and information technology • Global presence with experience in 20 industries In the Recruiter’s Words “First of all.. put a framework around it. to take different information. We’re looking for your ability to think.” “We intend to look for Europeans studying at American business schools who would like to return to Europe. The Boston Consulting Group.
no one is going to make sure that you show up. If not. • Your interviewer will be looking for what sets you apart. during a previous work experience. I was pleasantly surprised by how much cooperation there really is. interests. I think a lot of it just has to do with the fact that if a team is successful in their work. but that’s not the case at all.” “There’s nothing better than when the [client team] gets the accolades at the end of an engagement. You may be asked to describe a particular assignment or discuss an industry or current trend. These are usually based on an actual client engagement on which the interviewer has worked. no one really looks good. validated assumptions. If interviewing with the commercial side of the firm. you’ll also be asked one or more case questions. they all look good. So there’s little reward in anything less than a cooperative outlook. we also look for people who have good functional expertise. but also the ability to make things happen. ‘Your team did a great job. I think that’s very different from some of the other firms.” In the Interview • Typically. I’ll get that internally when the client CEO calls the partner and says. Think about ways you’ve demonstrated your ability to meet a unique challenge—whether through your involvement in sports. or resume. I was worried that ‘up-or-out’ would drive a lot of negative behaviors. we want to be able to bring not only the big ideas.” “When we recruit.At a Glance “We look for good structure.” 2 . we look for not only strong generalists. and other things such as creativity and business sense. you’ll be asked to discuss in detail some aspect of your work experience. You have to find the motivation to do it yourself.” “You have to be very self-motivated: No one is going to tell you what to do. or in the course of your education.” “Coming into consulting from industry. I don’t need that recognition. no one is going to hold your hand.” “We want someone who can think logically. who is responsible and a self-starter.’ My partner will know that I did that. What Insiders Say “In contrast to our competitors.
everyone has a very different perspective and background. 15. and driven—very high-caliber players.7 percent Personnel Highlights Consulting professionals. too. ambitious. the commercial side of the firm hires few undergraduates. they become senior associates and begin to manage projects. After 2 to 3 years. • MBAs. You bring such different perspectives and points of view to a problem that you really produce a superior answer. And I’ve felt that.000+ 13. But on top of that.At a Glance “We tend to hire overachiever types [into the World Technology Business unit]. currently. Booz Allen does not release hiring projections. Most non-MBAs enter Booz Allen at the associate level. 2004–05 Undergraduate MBA MBA summer hires. enter as associates. Promotion to principal is the final step before being elected an officer (informally known as “partner”) of the firm. 2004 Worldwide United States New hires. People seem to really like their work. who make up the majority of commercial-sector hires. Revenue 2004 revenue: $2.7 billion 1-year growth rate: 22. They’re into it. 2004 Note: All figures are WetFeet estimates.” “Everyone is very bright. • Booz Allen actively recruits experienced hires on both the government and commercial sides of the firm. The firm also recruits PhDs and other non-MBA advanced-degree holders.000+ 400 250 300 3 .” The Career Ladder • Undergraduates enter the government side of the firm as consultants. It’s not uncommon to see cars there on the weekend.
Booz Allen does not release salary information.At a Glance Compensation.000 (can vary) depends on need $40.000–65.000 n/a depends on need Note: All figures are WetFeet estimates. 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. 2003–04 Undergraduate Hires Starting salary Signing bonus Relocation bonus MBA Hires Starting salary Signing bonus Relocation bonus $100. 4 .
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 .
It focuses on long-term client relationships. WCB traditionally caters to Fortune 1000 corporations. consultants work in the trenches and see their recommendations put into action. “We recognize where we are different and we know where we are the same. firmwide infrastructure. who was later joined by Jim Allen and Carl Hamilton. whereas WTB works with government and other public-sector organizations. so much so that it has enabled the company to expand its commercial offerings. Booz Allen Hamilton is one of the most highly regarded firms in the management consulting industry. including the institution of the Global Operation Team.000—is thriving. or GO Team. CEO Ralph Shrader recently told Consulting Magazine. In recent years. the firm has endeavored to create a single. WTB’s large-scale implementation projects have made it more comparable to consulting firms like Accenture and government-consulting powerhouse SAIC. and BCG. Booz Allen comprises two business units: the Worldwide Commercial Business (WCB) and the considerably larger Worldwide Technology Business (WTB).000-plus employees. Booz Allen’s government business—which employs nearly 12. which is responsible for the worldwide organization of the entire firm.Overview The Firm Founded in 1914 by Ed Booz. 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. As it is. The firm stands out not only by helping devise strategy. it’s also one of the largest. but also by sticking around to help clients carry out the changes it prescribes. I believe that for the fore- 6 . Bain. competing with strategy consulting firms such as McKinsey. With more than 100 offices on six continents and 15.
” Another European insider agrees. The opportunities are quite good. According to one insider. Staff members are hired into a geographical location.” says an 8-year veteran. is picking up. there is always demand for health-care products and services. “Public-sector business on the commercial side. there will always be a need for distinctiveness between certain segments of our business. The Firm Following the consulting slump that hit the industry hard in 2001. or home team. On the commercial side. but there is a lot more in common than we ever gave ourselves credit for. which is mostly consulting to ministries in Europe.” Health-care consulting is also on the rise. but your individuality is encouraged. Our economics are fantastic right now. Booz Allen seems to be entering a time of growth and optimism. “we had one of our best years in terms of profitability last year. I’ve never felt stifled. the WTB grew much faster. While WCB was going down a bit. “Of the years I’ve been here. health-care consulting has plenty of job security and growth potential.” As a result. According to the October 2003 issue of Consultants News. Booz encourages you to follow your passion. Booz Allen is organized around industry and functional “natural market” teams. Booz Allen’s work with government agencies that regulate health care have placed at in the forefront of this market.” 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. “WTB has been doing very well during the downturn. “As a specialty. and project teams are staffed from across the firm’s organizational 7 . No matter how the economy is doing.” “” Everybody works in teams.seeable future. which ensures some solid ground for the firm even during volatile economic times. firms that cater to the health care industry are in good standing. better than the last couple of years.
but everyone is busy. Every project team. “The business is currently being managed through these segments. They are just a management device and not key to any service offerings. “most of your work is reasonably structured: The proposal drives the deliverables. most of your work will be focused on an industry or technical competency. however. there is a fair amount of rewriting for a big review. according to insiders.” one insider tells us. After a few years of experience. however. This sector.” Just as on the commercial side. since we use the ‘no walls’ concept.” The Firm 8 . but frankly that’s where a lot of really good learning takes place. If you make it to the level of principal or officer. You are almost always working on a team. 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. operations. industry. is staffed with a mix of information technology. and strategy experts. Early on. is organized along the following business segments: • Civil • Defense • National security This could soon change. expect a lot of oversight on your work. as one insider says. Booz’s commercial career model might be best described as an hourglass: As a new hire. and the job manager is in charge of developing a work plan. the more leash you will be given. “As an associate. you’ll start by gaining broad exposure. you’ll again apply your experience to a wider range of cases. working on at least two projects a year in a variety of industries.structure to meet specific client needs. In general. although an associate typically ‘owns’ some kind of work stream. No decision has been made on the future of segments.
education needs.” 9 . “Not only do we have a very diverse bunch of people here.” Unlike at some other firms.” Another insider says. As one WCB recruiter puts it. I’ve worked with other consulting firms. and this is the only one where I’ve really found this international exposure. I feel like I have a lot of autonomy.” 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.” one European insider tells us. but your individuality is encouraged. They are really different business models.No matter which side of Booz Allen you work on. “You must have an international mindset. otherwise you won’t be successful. “Everybody works in teams. The firm’s diversity of clients and expertise in both the private and public sectors have been driving factors in its stability. But new hires shouldn’t expect to move fluidly between the two sides of the firm. So you must have an international outlook. “There’s some movement but it’s on the margins.. “We are an international company. We have a wonderful government business. skill needs. insiders agree that diversity is what sets Booz Allen’s culture apart from that of other management consulting firms. you have someone in the office speaking another language. but we embrace diversity and look for more of it. but it has a different set of requirements. I’ve never felt stifled. I think that’s something people fail to understand. Says one principal. this diversity applies to Booz Allen on a global scale. than does the commercial side of our business. etc. Wherever you go in the world. Booz encourages you to follow your passion in terms of industry interests.
So when we leave. while its deep technology expertise puts it well ahead of companies like Accenture.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.and private-sector clients. Indeed. and it succeeded in alleviating to some degree that perception in the consulting marketplace. along with McKinsey. We’re willing to drop everything to go support a client.” says one insider. talented individuals who are very concerned about seeing other people be successful. Bain. we know that our clients are going to be able to execute well. 10 . “That translates well into the client environment because we know that we work very hard to make not ourselves but our client look good.” says another insider. but as a result the company is sometimes viewed—by both insiders and outsiders—as two firms within a firm. We work very hard to make sure that they understand the recommendations. many insiders emphasize that its follow-through is one of Booz Allen’s most distinguishing characteristics. “which makes our culture different. A companywide rebranding effort was launched in 2001 to position Booz Allen as one firm serving both public.” And it’s the culture within the firm that supports its ability to offer this brand of thorough support to clients.” Booz Allen’s track record of serving both government and corporate clients is certainly its strongest differentiator. “[We’re a] firm of very smart. “Our value proposition is different. because we didn’t just hand them a recommendation—they created it with us. 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. and we work with them to make those recommendations happen. and BCG.
operations. According to one insider. we really crack it. every engagement would have people with those backgrounds.“Our government clients want the benefit of commercial best practices. 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.” Another tells us. “When we crack a problem.” Still.” a recruiter tells us. Booz Allen does similar work.” The Firm 11 .K.” Insiders see analysis. and German governments.” says one insider. Every team brings the full power of Booz Allen to bear on every engagement. both quantitative and qualitative. ”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.” integrating security into strategic corporate planning. “Every commercial engagement is staffed with industry experts and functional experts in strategy. “All consulting firms do the same kind of work. as another of Booz Allen’s competitive strengths. We sweat a lot of details to get a right answer. became the global resilience natural team. one of Booz Allen’s recent initiatives. Global Assurance. and IT. while our corporate clients want the special expertise we’ve developed through our government work. This trend is also evident abroad: “In Europe we have a growing public-sector business with some major clients in the U.” says an insider. the division remains distinct. Even if it’s a corporate strategy job. In April 2004. across the firm for both commercial and government clients under what it calls “enterprise resilience. “We’re seeing an increasing number of companies that want help developing a plan to do more work with the government. according to most insiders. The tighter linkage between our business units multiplies the firm’s power. though perhaps we put more emphasis on analysis and the research behind our recommendations as opposed to just pulling them out of the sky. a government-side group that deals with issues surrounding homeland security for business. Beyond security.
com. 20 Largest Consulting Firms. Consultants News/Kennedy Information. phone: 800-531-0007. 12 .Industry Position The Firm In Consultants News’ June 2004 ranking of the “50 Largest Management Consulting Firms in the World. 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.ConsultingCentral. www. NH 03458 USA. 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. Peterborough.” Booz Allen came in at number 12. up from number 16 in 2003.
Consulting Firms that Ranked in the Top 50 Rank 1 4 7 10 11 13 27 Firm McKinsey & Co. Fortune. Ann Harrington. Booz Allen leapt 16 spots. IBM Bain & Co. 13 . who ranked the companies where they The Firm would most like to work. from 26th to tenth. published in Fortune.Where MBAs Want to Work In 2004. The following ranking is a result of Universum’s 2004 survey of MBAs. 4/19/2004. Booz Allen Hamilton Deloitte Boston Consulting Group Accenture Source: Based on a study by Universum. in a ranking of employers most popular among MBAs.
Although Ed Booz gets top billing on the corporate letterhead. Allen was lured back to Booz for a second time in 1943 (this time as chairman). During the early years. Booz Surveys was largely a firm of independent consultants who worked on their own under the Booz umbrella. together with newly hired Carl Hamilton.A Quick History Lesson The Firm Booz Allen Hamilton dates back to 1914. After hiring George Fry in 1925. With this process. From the start. Booz was part entrepreneur. entered the business world. and today’s Booz Allen Hamilton was born. This lack of structure was evidently a little too much for Allen—he actually quit the firm twice over the years. he helped define the new industry of management consulting. The firm’s early years were pretty tumultuous. advising the U. Edwin G. it seems that Mr. Ed Booz expanded his empire to a third employee in 1929: fellow Northwestern economics graduate Jim Allen. a psychology and economics graduate from Northwestern University. Jim Allen is widely credited with building the firm into a consulting powerhouse by spearheading its growth and diversification. Allen & Hamilton partnership came into being. Booz’s approach was to begin by studying a company’s management. Fry. 14 . persuaded Jim that they were ready to develop a formal management structure and operate the firm as an ongoing business. Thus the Booz. He worked almost exclusively on his own for 15 years. Army and businesses and conducting market surveys and statistical analyses. In 1936. and by the early ’40s both Jim Allen and George Fry had bolted for greener pastures. Ed Booz and George Fry. and personnel.S. part business advisor. and part lone wolf. organization. when founder Ed Booz.
He wasn’t elected for that. “Ralph Shrader has surfed well in chaotic times. (During the early stages of government testing of the Internet. and he assumed the chairmanship in October of that year. By 1988. William Stasior took charge in 1991. In April 1999. now the firm’s corporate headquarters as well as headquarters for its government business. and Booz Allen has been a privately held corporation ever since. the company moved to McLean. The 1990s were much more prosperous for Booz Allen. The wave of change just overtook the company. Department of Defense.) One firm insider says. Ralph Shrader became the CEO of the company. the new Booz Allen took on a significant amount of consulting work for the federal government during World War II. Booz Allen began to emphasize its technical savvy. WTB has continued to be one of the most successful businesses in the field. The Booz Allen commercial-sector business is headquartered in New York City.S. Although many others vie for multimillion-dollar government consulting gigs. Awaiting him was a chaotic new consulting market. but he incorporated that well into the plan. in which technology and the Internet were quickly changing the landscape of the industry. 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. Booz Allen worked alongside the U. Virginia. A poor showing in the stock market led to the repurchase of the company. which laid the groundwork for Booz Allen’s modern-day Worldwide Technology Business (WTB). The tumultuous times continued well into the 1980s. splitting its business into separate government (WTB) and commercial (WCB) units.” The Firm 15 .Besides working for commercial businesses. Charlie Bowen. The next year. To cope with the changing times. when Michael McCullough put the already unstable firm through a vast restructuring of everything from industry focus to geographic areas. a third of the partners had jumped ship.
Today. Booz Allen fared better than most firms thanks to the relative strength of its government business. However. and engagements with participants from both units are increasingly common. Booz Allen has grown to more than 15. Booz Allen was affected (like everyone else) by the bursting of the Internet bubble and a generally slumping economy.000 employees worldwide and is among the best-known strategy and technology consulting firms in the world. Booz Allen is successfully leveraging the strengths of its WTB and WCB units. The Firm 16 .In 2001.
strategy. That means the firm’s officers still call all the shots (and pull in the big bucks). Booz Allen has remained independent and privately held. government-focused Worldwide Technology Business (WTB). new commercial-sector hires had to align with a practice group (industry focus) right away. and the larger. or framework. Though people within the firm are typically aligned with one side of the firm or the other. View from the Middle Booz Allen has taken a different approach to the standard management consulting setup. 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. The organization consists of two business units: the corporate consulting group. and information technology specialists together to form cross- 17 .Organization of the Firm The Firm View from the Top In a world of mega-mergers. “I think we lost some people [in the past] because we weren’t as flexible as we could be. perspective. Booz Allen positions itself as one firm serving both government.” says a recruiter.and private-sector clients. 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. called the Worldwide Commercial Business (WCB).
“That way our clients get the best thinking from across the firm. but not Columbia. For instance. “In every step of the recruiting process. which attract people from across the United States. which for the most part “attracts graduates of the University of Chicago and Kellogg. they get it. across all areas of expertise within the firm. Commercial-sector recruiters tell us. and 98 percent of the time. rather than just a narrower approach.” says one insider. According to a principal at the firm.” The location you join becomes your home team. see more competition for available positions than does Chicago. The people who won’t get their choice are the people who change their minds six times in the process. but we encourage folks to work across multiple types of industries and jobs. we ask candidates for their geographic preference. too.functional project teams. “You can express interests and preferences. you’ll work across industries and natural market teams.” 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. People 18 .” Some offices are more difficult to get hired into than others. “Virtual teams are formed and disbanded as needed. recruits are encouraged to join the organization in the geographic location they desire. Early in your Booz Allen career. But we know we need X amount of people for the New York office. and we need to know what they’re thinking. recruiters say that San Francisco and New York.
“The structure is normally a principal running a project. and a return to your home-team location on Friday. virtually all project teams include members of the client organization—in accordance with Booz Allen’s belief that.” The typical workweek means Monday through Thursday at the client’s location. we encourage folks to get out and kind of kick around a bit. Insiders report that people in some offices have less intense travel demands. 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. to deliver enduring results. particularly those on the government side.” says an insider.come in the door and say. “We most often work in teams. D. I actually had a team of 13 clients 19 . may be substantially larger. Those who prefer to travel less might want to join Booz Allen’s government consulting practice. It isn’t uncommon for the firm to simultaneously staff several teams working on different projects for a single client. And teams are often joint engagements that include consultants from both the government and commercial sectors. Early on. ‘I’m a media guy. In addition.C. Booz Allen prefers to serve a smaller group of core clients. and most of its clients are situated in and around nearby Washington. which include Booz Allen associates mixed with client personnel. Rather than spread its staff among hundreds of different clients. clients themselves must be an integral part of the consulting process. The Firm wherever that might be. Senior associates have teams of four to five that they run. Virginia. and I only want to be a media guy’ —we look for people to be more rounded than that. It’s headquartered in McLean.
” Insiders say that promotions occur faster than they used to. In reality. and recruiters confirm that there is interest in promoting people more quickly. and I’ll contact them out of the blue. and you cannot help but have contact and interaction. On the client site. Very helpful.” Another tells us. As a matter of fact. One Booz principal says. I would feel absolutely comfortable walking into a senior partner’s office here. I often get a quick e-mail back with a thorough explanation of their situation and some reference material. “I was promoted to senior associate last fall and all three of the people at my level were supportive.” says a recruiter.” There are seven job titles at Booz Allen. I expected much more of a hierarchy. “There is no official time it takes to make partner. “It’s a real meritocracy. they gave me resources and trusted me to do my job and gave lots of coaching and mentoring. but job titles don’t seem to get in the way of a team effort to do quality work. and you get rewarded for it. you find yourself in a team room with all levels of people on either side of you.” 20 . Once I had proven my credibility with [upper management].” And a senior associate says. as I would hope an associate or consultant would feel walking into my office.” A WTB insider says. “I have never once felt like I am being taken less seriously or prohibited from doing my job because of my level. each with a Booz Allen associate and two clients. I had two subteams. We each used the other as a sounding board.at one engagement. ranging from consultant (the entry point for undergrads) to senior vice president (known inside the firm as senior The Firm partner). “When I came here. there’s a lot of cooperation. “Every path is customcrafted. At another. but still. I often get referrals to others who may have had a similar business problem to the one on my project. This isn’t the kind of place where people try to get credit for things they didn’t do. You get to show what you’re good at. There was never any feeling of being second-class because I was junior to them. it might be a little more structured and hierarchical.
com American Express Blue Cross Blue Shield BMW Boeing Borden.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. 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 . Inc.
S.Lucent Technologies Metropolitan Life Insurance Co. Inc. D. Food and Drug Administration U.S. 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. National Guard Washington. Standard & Poor’s TAG Heuer Turner Broadcasting United Airlines U.C.. Police Department The World Bank The Firm 22 .
catchily titled the Regulating and Command and Control (C2) Evacuation System (TRAC2ES). After the conflict.Typical Studies The Firm U. and counterterrorism experts. the U. Booz Allen helped the U. to address these issues. it was still not in operation.” U. TRANSCOM officials subsequently report that TRAC2ES has saved lives during recent encounters in Afghanistan and Iraq.S. Department of Transportation Federal Transit Administration (FTA) assess the security of public-transit systems nationwide. 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. Transportation Command realized that it needed to drastically overhaul its patienttracking procedures.S. Transportation Command More than half the soldiers wounded in Operation Desert Storm were taken to wrong locations and ill-facilitated hospitals.S.S. the Booz Allen team “identified important concerns at even the most well prepared agencies. transportation. during war and peace times. Federal Transportation Authority After 9/11. With a team that included security. 23 . According to the FTA. 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. Five years after beginning work on a system.
Colorado. one of the largest financial institutions in Southeast Asia. and according to Booz Allen.S. Blue Force was put to use in Afghanistan. livable community space. was on the brink of collapse. Space Command. the bank’s stock rose 23. Three months before its pilottest date.5 percent. regulatory analysis. overhauling 500 branches and ultimately positioning it ahead of the competition. To make the project work.Bangkok Bank In the wake of the Asian financial crisis of the late ’90s. Bangkok Bank. into a thriving. which is attached to existing satellite payloads.” the system. Among other strides: Between 2001 and early 2003. but modernized its business model. is used to streamline vast operations and locate wounded soldiers. a prestigious award that acknowledges innovative projects that return unused or abandoned industrial and commercial sites to productive uses. Booz Allen instituted a rapid “fix and build” program that not only restored The Firm and increased the bank’s profitability. secured funding. and convinced various military constituencies to accept the new system. but also implemented organizational changes. 24 . Named “Space-Based Blue Force Tracking. Booz Allen devised a way to use global positioning system technology to track battlefield movement in real time. and land-use planning to help turn long-neglected buildings in Denver. Innovative Approach to “Brownfield” Project Booz Allen used its expertise in outreach. senior military commanders now rank Blue Force Tracking among the three most important new capabilities available to allied forces in Afghanistan. Space-Based Blue Force Tracking Together with the U. This project won the Pennsylvania Department of Environmental Protection’s Phoenix Award. Booz Allen not only engineered the technology.5 percent compared to its main competitor’s 7.
One insider tells us that shorter projects can mean longer hours. but they also means there’s a good chance that you’ll see plenty of variety. Of course. and at least on the commercial side. So. But clients are looking to get more bang for their consulting buck. insiders report that engagements are generally shorter than they used to be. the multimonth mega-projects still exist. “In the 2 years I’ve been here. They used to be 6 months to 1 year. which 25 .to 8-week engagements seem to be becoming increasingly common.” says one associate. health care. “The assignments in the market are now a little shorter than before.” Another insider says. you could find a better work/life balance on the government side of the firm. but well-defined 6. business is picking up in the consulting industry. in McLean. WTB tends to work on longer. and financial services.to 3-month assignments. now we work 2. Virginia.” 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. multiyear contracts.” And a government-side insider warned that recent “rapid growth is causing a significant amount of work. especially from the lows of 2001 and early 2002. and many government-sector consultants are based in the federal government’s backyard. we have to be faster and more flexible in staffing people. If you’re not sure you can hack the demanding lifestyle of a commercial consultant.What’s Hot The Firm Short and Sometimes Sweet Though the economy is still unreliable. including energy. “I’ve worked on several strategy and operations projects in a number of industries.
I travel maybe 40 percent of the time.accounts for the key quality-of-life difference between WTB and WCB.” Says another. One insider describes the type of work Enterprise Resilience teams have done: “If your computers all went through the World Trade Center.” However. But after September 11.” And there’s no indication that government-sector work isn’t every bit as interesting and challenging as that of its commercial-sector cousin. and the security needs shared by both. I’m not on the road every Monday through Thursday. It’s not just applying the same thing over and over.” Booz Allen’s cross-firm initiative encompassing homeland security for the government sector. the Centers for Disease Control. We did a bioterrorism war game involving the FDA. we could help you figure out if you should build a redundant call center. We’ll help you handle the overflow. We’ve also done war-gaming exercises. “because other teams come to us. “I’ve done well at the firm by being able to adapt and figure out how my skills. business resilience for its corporate clients. then you will be quickly overcome. and my service offerings fit different client needs. there’s a great diversity of work. “It’s not a place where you can hang out and be a slacker.” The Firm Security Blanket Booz Allen has long worked for government agencies. which is a big deal for information-intensive industries such as banking and insurance. “I’ve gotten to work for a multitude of clients. the firm recognized a need for similar services in the commercial sector. Even though my team has the same technical theme. If you come in hoping for that. Cue “Enterprise Resilience. “My clients are 10 miles away. on national security issues. such as the CIA and NSA. another insider adds. 26 . Another adds.” says one insider. my team’s skills.” says one WTB insider. “Some of my WCB colleagues travel 80 percent of the time.
D. It’s a great opportunity.” an insider says. 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.insurance companies. Feel-Good Consulting Booz Allen makes an effort to offer its consultants plenty of opportunities to do good deeds. and Amigos de las Americas.C. “This is my second pro bono project at Booz Allen. In the first 23 years 27 . the United Negro College Fund. It was a 3-day game to model what would happen if smallpox broke out in a city like Detroit or Virginia Beach. We have committed to donate at least $1 million every year to nonprofits in the D. Christmas in April. is one of The Firm the most prominent members of the firm working in this area. and HMOs. The event—formerly the Kemper Open.C.” Another hot pro bono project is the Harlem Small Business Initiative. its roster includes the Special Olympics. One insider working on a project for the Children’s Defense Fund says.000 fans annually. and I think that’s kind of nice. and I’m not sure I’d be able to do it at any other firm. It’s worth noting that Booz Allen doesn’t limit itself to charitable involvement and pro bono projects with star power.” James Woolsey. now the Booz Allen Classic—attracts more than 180. a Booz Allen vice president who used to run the CIA. Former President Bill Clinton is another high-profile participant in the project. “was to be able to give back to the Washington metro community. “It’s a project that has been generating a lot of internal buzz. Booz Allen signed a 3-year agreement to take over title sponsorship of the PGA Tour event in Washington. area. We’re trying to help people understand the scary world we live in. My office takes that seriously. and we treat them just like any other client. In 2004. “One of our primary reasons for doing this.” says one insider.
” says one insider. but we’re being more aggressive about getting our message out now.” The PGA sponsorship also reflects the company’s current initiative to raise the profile of the Booz Allen brand.” The Firm 28 . So this is a huge deal.of the tournament. “We’re investing in our brand in ways that we never did before. it raised only $8 million for charity. [Historically] we’ve been a little bit more discreet. “Our brand has never been better. most of which was not earmarked for charities in the local area.
On the Job • Consultants • Associates On the Job 29 .
“We tend to look for engineers. there are always exceptions. We also look for people with business backgrounds who can do analysis. “It’s a reflection of the market. as one WTB insider explains. That said. According to one recruiter.” says one. especially those with electrical engineering and computer science degrees. “The profile of the type of undergraduate we recruit for WTB varies. because the person is very logical. but it’s unfortunate because it piles more work onto associates. However. including the following: • Conduct industry research • Develop analytical approaches to solving business problems • Run computer models • Interview clients On the Job 30 . Booz Allen will be recruiting MBAs and others with advanced degrees into its commercial business almost exclusively.Consultants In 2004. the general lack of consultants on projects has not gone unnoticed by associates (MBAs and other advanced-degree holders).” The move away from hiring consultants into the commercial side of the firm reflects corporate clients’ preference for having more senior people on projects. We look for technical people. and the work they do is similar to that of associates. computer scientists—people who have information systems and telecommunications backgrounds. a few consultants are still doing work within WCB. Undergraduates from leading colleges and universities are more likely to find opportunities on the government side of the firm. Undergraduates enter the firm with the title of consultant. But I have somebody on my team who has a bachelor’s and a master’s in philosophy.” Though not common.
Tonight’s topic: Which slide will the partner want to change first? Home. Quick meeting with associate to discuss modeling technique. Run down to accounting to pick up cost/revenue report before the accountants all head home. Whoa! Plenty of new data to crunch! Day’s over. 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.• 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. Start developing television show profitability model. More time on the spreadsheet. 12:30 Ask team member to pick up a sandwich and Coke so I can keep surfing KOL. Leave voice mail for several communications. 11:15 Dial into Knowledge Online (KOL) system to uncover internal company resources on TV programming profitability. media. and technology associates who reportedly have worked on similar studies. On the Job 31 . Head out for dinner with rest of the team. how much profit a television show generates for the network: What costs will we include? What are the direct costs vs. 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. term ‘teamwork’ is 8:45 Discuss how to structure our analysis of really lived here. sweet home. The office.
Associates New MBAs at Booz Allen are hired as associates. There were four associates. Most of their time is spent working as a part of a project team. but each associate was basically running his or her own work team.” A recruiter explains the process: “We hire a kind of ‘athlete’ out of business school: someone who’s really smart and dedicated. 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 . follow up with clients to make sure I completely understand the data. I put them on a series of jobs that are anywhere from 8 weeks to 5 months. It’s a very different business model. and I build a tool kit that’s going to help them get to the next level. I train them how to be a management consultant. test that data and check the accuracy of it.” Associates are responsible for a number of different tasks. which vary depending on the type of engagement. Then I tend to use the different levels of the firm as an apprenticeship program to help train them. “As an associate. two senior associates. one associate reports that she “led a client team of about eight VPs and general managers. While working on a project. and ask the right questions in order to put it together and come up with sound results. We developed growth forecasts and looked at new markets. it’s my job to gather data.” Even relatively recent associate hires enjoy a great deal of responsibility on On the Job project teams. and a partner on the case.
or is it a dog? I can’t believe it. offer recommendations to the officer in charge.• Prepare presentations and write reports. I’m thinking. but lower profitability than other chains. 10:30 Arrive at client site just in time for a meeting with client’s director of strategic planning. Our job: Evaluate international retail-expansion opportunities. Discover one franchise that looks interesting—several outlets. 1:00 Back to the data collection project. 12:30 Quick lunch break: sandwiches in the cafeteria with the rest of the team. 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. On the Job 2:30 3:00 4:00 4:40 7:00 33 . What’s behind this? Put a consultant on the case. Outline objectives for tomorrow’s meetings. He says the company once considered opening a retail franchise in Australia but decided against it—too pricey. My job: Focus on opportunities in Australia and Asia. Yes! Consultant has gathered great data on the target franchise. “What about acquisition opportunities?” 11:30 Work with consultant to generate data on petroleum franchises in Australia. Time to wrap it up for the day. He says I’m doing a fantastic job and perhaps there’s a project management opportunity in my future. 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. 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.
Get onto the Stairmaster before the health club closes. Grab dinner at the hotel restaurant. call my boyfriend. and settle in for an early evening.8:00 8:30 9:30 Check in at the Four Seasons. On the Job 34 .
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
Not every team can do that. For example. Can you you’re looking at a help me prioritize?’ The managers don’t always 10-hour day. I’m overwhelmed. maybe a night anymore. It becomes more manageable when little less on Monday you have the courage to say. [The firm] really values employees.” Still.” 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.[for work]. however.to 14the other stuff done. realize when they’re overloading you. Friday. when the hours get intense. and this is what I plan to achieve early flight. I haven’t been at a 100 percent [work time] in the 3 years since my son was born. I can say. ‘This is what I can because you’re on an achieve tonight. “The number-one thing I like about Booz Allen is the flexible work/life balance. “but there’s the reality of consulting.’ because I won’t stay up all hour days. But let me tell you.” A senior associate on the government side says. “There are some legitimate reasons why that is not uniform across WTB.” says an insider. “Now that I’m more through Thursday. that she works in an area that allows employees to manage the work/life balance. Booz Allen provides support. in the next few days. “We say work/life balance is important. there are some teams that are not up to speed with that [work/life balance]. Says one. I’m home Wednesdays and Fridays with the baby. but I won’t be able to get and then you’re looking at 12. ‘I will do this tonight.” She notes. given certain contract and classified requirements. senior. you’ve got to do classified work in the office. It will provide company cars if you leave after dark and dinner allowances when you work late.” The Workplace 39 . and I’ve built up a decent reputation.
walks of life. and perspectives. no matter what level. “The people are pretty diverse as far as interests and educational backgrounds are concerned. “Based on that. People have dreams outside of consulting. “It’s very diverse and a little eclectic in the sense that we may all appear to be professionals and consultants upon first meeting. but once you get to know the individuals. who are very different. but have in common that they believe in the same values.” In fact.Culture Consultants throughout the firm stress that you’ll be hard-pressed to find a single “Booz Allen type.” In fact. one could say that we have a culture where the individual comes first. closely followed by the firm—not the other way around. Another says. It’s not a platitude. it appears that at Booz Allen the only lack of diversity is in insiders’ opinions of their colleagues.” Similarly.” says one insider. Every single employee. in interviews with firm insiders. Booz Allen Family Values The Workplace Within its diverse workforce. a government-side insider says. you’re constantly amazed by where people are coming from and what they’ve done. It’s the first thing the senior managers look at when determining how to progress someone. Booz Allen instills a prevailing ethic that resonates clearly across the firm.” says one insider. is assessed on them every year. It’s very much a values-based culture.” Yet another says. “The culture of WTB is centered around a set of core values that are explicitly stated on the first page of the [employee] manual.” 40 . the word diversity is used with eerie frequency: “We have a very diverse bunch of people here—all kinds of backgrounds. “Booz Allen is a company made up of many individuals.
Booz Allen exists as a relatively laid-back alternative to the BCGs and McKinseys of the consulting world. so you have to be ready to contribute. [instead.” The Workplace In general. 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. “I feel that the people in my office really care about each other. The team needs to crack the case. “I think Booz Allen’s culture is more down to earth and supportive than some firms.” says one insider. but insiders say that conflicts are rare. .Competition and personality clashes might be expected at a firm staffed by so many individualists. . The people are great to work with and all have very interesting and diverse backgrounds to share. You work with an intellectual set of people. 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. It’s a compliment when people take your idea and pull it apart. People try to tear your idea apart. It is competitive but not in a negative sense—more collegial. People are always sharing knowledge and helping each other out.” says one insider. It’s a compliment when people take your idea and pull it apart. “I do not find any competition between my peers within the firm. Allen is very challenging but also very friendly. however knowledge is shared and there is a very familial atmosphere.” Says another. but you can’t be thin-skinned. so you can’t be thin-skinned. “The atmosphere is definitely a combination of intellectual competition and camaraderie. not the individual. . “The atmosphere at Booz “” You have to be confident enough to dispassionately sit back and pick through something you’ve just said.” But laid-back and supportive doesn’t always mean warm and fuzzy.” 41 . People try to tear your idea apart.
” A New York insider says.Friends. if you’re just stopping in. Because of the cubicle setup. Everyone here is really smart. whereas others consist of virtual offices. “Some partners and job managers are very outgoing. “There is a fair amount of variation in the subcultures of different project teams. Coworkers? Most insiders with whom we talked emphasized the balance struck between fun and professionalism at their individual offices. And there’s the bullpen. I was just in with my team—a working session over lunch. There’s a laptop on every desk and team rooms in every hallway. “There are people who are squatters and have their own offices. Romans. But it’s a decent balance. Of course.” an insider says. “There’s a ranking system. Most of the doors are open. Virginia. have a combination of both types. headquarters.” says an insider The Workplace assigned to the McLean. First you share an office. office structure varies depending on where you’re stationed. Some are more in the ‘eat your spinach’ mode and head back to the hotel to do e-mail and room service. associates can conduct conversation that’s both professional and social.” Likewise. then the office has a window. “Then there’s a virtual office in a hub where you come in and get assigned a place to sit. staffers have assigned spaces. with lots of team dinners and other fun interactions. your mileage may vary depending on the team you work on. like the London office. In some offices. But I also like the fact that everyone here is extremely professional. and I’ve made some lifelong friends here. and it’s nice being around people I can learn a lot from and who challenge me. “There are sets of cubicles for the associates [in the New York office]. sometimes called hoteling. There are five or six associates in large rooms so they can talk. and then you get a private office. “The people here are very funloving.” Some offices.” says an insider. The senior associates have their own offices.” 42 .
Another insider counters. which I think stems from the fact that we share offices and too much talking could be distracting. usually in their cohort. Cutbacks after 2001 and the recent hiring boom have both had some effect on employees’ relationships. but it’s a concern. there’s a lot of social interaction. As you get more senior. “We are growing so fast on the TB side. It’s not something I don’t like. it’s a decent place to come in as an associate. I think it used to be considerably better a few years ago. there’s a real inclination to go visit your other life and your friends outside of work. there’s definitely some of that. and that’s a lot of the appeal. I think people are a little gun-shy and tend to invest a little less in work relationships. People are on the road. so on a Friday or Saturday. though. but coming out of the downturn. Do we do things socially as a work group? Absolutely. and other informal social opportunities. but would I participate in it a lot more? That’s difficult to say. Says one insider. saying.” A WTB insider says the recent increases in hiring on that side are being felt among staff. Is there a super-robust after-hours environment? Probably less than I would like to see. we have all these new people across the firm who don’t know Booz Allen. And more than one insider mentions marriages that were made not only in heaven.” According to one insider. In general. In terms of the office culture. happy hours. most folks have some strong personal relationships with a couple other folks in the office. “There isn’t a lot of chit-chat between employees. Some offices schedule activities—like ice cream socials and citywide scavenger hunts—to get employees together. “Social interaction outside of work really varies by level. many insiders mention seasonal outings.” Even so. but also on Booz Allen project teams. “On the client site.” The Workplace 43 . So this culture thing is hard. but it’s difficult.
“There probably aren’t enough minority and women in upper management. A WCB insider says. we haven’t been able to maintain that [level of diversity]. For at least one insider.Workplace Diversity Booz Allen began a formal.” 44 . In 2001. and that was a big selling point. Minority hiring trends tend to differ from office to office. training. “It’s still largely Asian and Caucasian. We have a good mix of minorities and women up to the point of the senior associate position. not as much Latino and AfricanAmerican. We’re certainly not representative of the general population at higher levels. We don’t have as many female partners as some of our competitors do.” says an insider. 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. retention. though some insiders The Workplace report that the government side of the firm is more diverse than the commercial side. staff development. but we’re better than most of our clients. Once people get to the more senior point. It meant they took diversity seriously. firmwide diversity initiative in 1993 and appointed a director of diversity to oversee diversity recruiting. and benefits. [but] I don’t think it’s anything cultural. 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.” Still another insider says. policies. “I think minorities seems to do better [here] in general.” The firm actively recruits at minority conferences such as the National Black MBA and National Hispanic MBA conferences.
offering “encouragement and mentoring. the firm offers courses in diversity such as “Working Effectively in a Diverse Organization” and “Managing in a Diverse Organization. and transgendered employees). lesbian. Booz Allen also provides sexual harassment awareness training for employees. German Diversity Task Force. ESL Pilot Group. Blacks at Booz Allen.” Booz Allen’s Professional Development Diversity Series. Booz Allen Hamilton Parents Network. Disability Forum. “Our former CEO was a huge proponent of diversity. 45 . Hispanic Interest Group. open to all employees. Junior Exempt Employee Forum. Asia-Pacific–American Forum. Hispanic Forum.” computer-based courses designed to strengthen employees’ diversity skills.” The firm is making diversity training mandatory for its officers and principals. and GLOBE Forum (for gay. and it really gives it a lot of weight. African-American Professional Development. For all staff. Nonexempt Employee Forum. Latin American Professional Development. The firm’s Women of Greater Washington along with other site-specific women’s forums addresses gender issues at the firm. Disabilities Task Force. firm-sponsored series of professional development workshops that includes the Women’s Professional Development. including the African-American Forum. Asian American Professional Development. and brown-bag lunch sessions on topics such as “Interacting with People with Disabilities. and it offers a half-day course to teach The Workplace managers how to conduct interviews that are both probing and sensitive to diversity. coming from the top like that. Insiders report that women at Booz Allen generally support one another. is an employee-driven. our current CEO. the company has many employee groups that support diversity in the workplace. as is Ralph Shrader. bisexual. and Sexual Orientation in the Workplace courses.Internally.” Diversity Training According to a Booz Allen recruiter.
) The Workplace • Employer of Choice (Minority Corporate Counsel Association. 2004) • New Freedom Initiative Award (U. Recognition Booz Allen’s commitment to attracting. Booz Allen has been recognized for its diversity initiatives by such organizations as the Human Rights Campaign. Opportunities for Women In addition to being recognized for its commitment to diversity. five AfricanAmerican Booz Allen officers were profiled. information. and resources for staff with disabilities and the people they work with. “We’re 46 . Its “Disability One-Stop” site.C. provides training. D. Black Collegian magazine. hiring. in 2002 and 2003. 2003) In addition. which includes information about diversity at the firm and links to forums’ websites. Chao.The firm has a diversity intranet site. Secretary of Labor Elaine L. Booz Allen has an annual awards ceremony to recognize employees who’ve made a significant professional contribution to enhancing the firm’s diversity. Moreover. and the National Disability and Business Council. work for. and retaining a diverse workforce has garnered the firm awards and acclaim from a number of corners. In the July 2002 issue of Consulting Magazine. the firm was among the top ten and ranked number one among consulting firms. 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.S. sponsored by the firm’s Disability Forum. or supervise. 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. Washington.
“At my level [associate] and lower. have been elected to the partnership level while working part-time.exceptionally proud of that. The lack of female partners to me is very discouraging. the firm opened the Booz Allen Family Center. but we have a long way to go.” However. but it happens to be a lot of diverse men. The firm sponsors a number of networking lunches and forums for female employees and a new Women’s Professional Development Course. and balance. One female insider says. Every year the firm also recognizes six of its female colleagues with the Women of Distinction Award. women very discouraging. including an all-day but it happens to be a kindergarten and extended-hours care. In September 2000. “” They’ve got the diversity thing down. A ton more could be done on that point. I don’t think it’s bad at all for women. Virginia. each with more than 620 you’re trying to start a locations across the United States. There are very few women partners. there The Workplace 47 . sensitivity. and employees nationwide. to provide child care. In a few instances. company headquarters in McLean. In 2002. Once you get to principal and partner. by partnering with two consulting is hard if child-care companies. and consulting is hard if you’re trying to start a family. Some insiders think the firm could do a better job when it comes to promoting women. at lot of diverse men.” says a recruiter. The lack time and offers parental leave to both male and of female partners is female employees. The firm should maybe give women more options. another female insider says. This is a colleaguenominated award that honors women who exemplify strong character and spirit. family. The firm should give women Booz Allen has allowed officers to work partmore options. “They’ve got the diversity thing down. the firm extended its child-care benefits to There are very few women partners. selflessness.
.aren’t that many role models. This is harsh to say. “Women have a hard time staying around long enough to make it.” says one insider. That kind of arrangement is still rare for women. but I think having a trailing spouse may be necessary to make it and have kids in this kind of environment. but from what I have seen.” Indeed one senior associate says. This is really getting down to society’s expectations for women vs. but they don’t seem to fare particularly well. I think they do fine. Some part-time programs have been tried. “Minorities are also never represented well enough. we do a much better job in this area than our competitors.” The Workplace 48 . 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. For those that don’t elect to have children. It’s not just Booz Allen. and it crosses right though the primary child-bearing years for professional women. It’s a long slog of travel in the future of anyone aspiring to be a partner. . .” In summary: “There are probably never enough women represented in the firm. men.
we are very much a top-drawer firm. The price we pay for stability is lower salaries and not as boutique-y a kind of image.” Although the firm says its salary structures are based on market rates rather than on less quantifiable elements such as lifestyle.” says one. though in our market in the federal sector. however. you’re compensated accordingly. On holidays.” WTB insiders.Compensation Consulting firms are in direct competition for top talent. weekends. Booz Allen does not release specific salary information. Sometimes we can’t access the clients after 5:00. Those on the government side reportedly earn less because of differences in fee structure and the partner-to-staff team ratios. “WTB is a more classic corporate structure with long careers—people stay for 20 to 25 years. you’re going to be paid less. “There’s a lot of stability because there’s no forced up-or-out model. the FBI on a national holiday and they’re closed. In some cases I cannot even work [off premises] and charge it to the project. insiders report that the lifestyle differences are the very reason they find the salary gap acceptable. I cannot go in and work. “It’s a trade-off. but as an insider tells us.” We expect salaries to rise across the industry for 2004–05. “If you want a job where you’re not working until midnight and traveling all the time.. etc. between salaries on Booz Allen’s government and commercial business sides. however. “With the war for The Workplace 49 . so starting salaries don’t vary a great deal from one firm to the next. 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.” says an insider. say. If I am sent to. they don’t work. There are differences. If you want a fast pace.
In the United States. Summer internships at the MBA level pay a prorated amount based on the MBA starting salary.talent heating up. 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. and you’ll be eligible for paid parental leave. and signing bonuses vary widely if offered at all. Relocation bonuses are based on need.7 percent of eligible compensation over the Social Security wage base (if applicable). ECAP has two parts: a 401(k) plan. which pay on the high side. in which staff can put up to 10 percent of salary. 50 . compared to private-sector positions. and profit sharing. Summer associates who return to the commercial sector after graduation from business school may be reimbursed for their second year of tuition.000. Commercial consultants are also eligible for year-end bonuses. In addition. and several other resources to help you achieve work/life The Workplace balance. you’ll get to choose from a selection of health plans. we expect salaries to rise more quickly than they have since the dotcom bust. Booz Allen has a profit-sharing and savings plan called the employee capital accumulation plan (ECAP). and Booz Allen frequently offers tuition support to those who choose to get an MBA if they return to the firm after graduation. In addition to base pay.” The government-sector positions pay less. Compensation packages for undergrads start at around $60. paid personal leave to meet specified personal commitments. many employees are eligible for a year-end bonus based on the employee’s performance as well as the firm’s.
51 . shelters. This is saying. and there is recognition for it.’” Some of the company’s pro bono and charitable activities include work with the Special Olympics. If you see a cause you want to get involved in. “We get a lot of support from the partnership. Booz Allen will back up an employee’s civic commitment with dollars or equipment and time allowances. along with announcing contract awards and job openings. 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. ‘Look I see an opportunity for you be successful. encourages participation in various community events.” Booz Allen’s approach to pro bono and community work reflects the company culture. doing pro bono work.Civic Involvement Booz Allen’s Community Relations program helps employees participate in a variety of activities and organizations. and participating in charity races. “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. and I don’t want you to waste that. the firm is going to support it. and nonprofit arts organizations. The Workplace “There are constant opportunities to get involved.” says an insider. Staff members volunteer their time by working in various community service projects at schools. If you ask me to help. more likely than not. Amigos de las Americas. “It’s one of the things I like best about Booz Allen.” says one insider. Booz Allen’s intranet site includes an area called Community Relations Online. The Neediest Kids.” Insiders also tell us that Booz Allen has a weekly e-mail bulletin that. I can help you be successful but I’m not going got get involved unless you ask me. I’ll bend over backward for you. Toys for Tots. According to one insider who has helped renovate homes in Chicago.
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 . or corporate citizenship demonstrate the firm’s core values. and the Smithsonian Institution. CEO Ralph Shrader spoke out on the importance of civic involvement in a speech at Yale. The firm also raises more than $50. to name just a few. and teams whose volunteer service. produce clear and measurable results.000 annually for the Children’s National Medical Center.” 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. Each year. and generate substantial impact. incorporate professional expertise. The firm sponsors its own Involvement and Impact Awards to honor Booz Allen individuals. In November 2001. hundreds of Booz Allen volunteers help renovate houses for those in need. leadership. Christmas in April.America’s Charities. Northern Virginia Family Services. employee groups. titled “Finding a New Balance in a New World: Combining Ambition and Altruism.
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. That means that once your vacation request is set up. and 2 floating holidays that can be used at their discretion. but once I’ve made plans. no one has ever said that I couldn’t go. “In the 9 years I’ve been here. it isn’t moved. That’s also because I communicate my plans far in advance. “I usually try to plan my vacation for a time when my project workload is light. it often stunned them into silence. not even a 1-day delay. 3 paid personal days. Employees in European offices can expect more vacation time than those joining in the United States. I’ve never had to cancel a vacation. The Workplace 53 . “The thought never occurred to me.Vacation Booz Allen employees are encouraged to use vacation time. In fact.” says an insider.” Another insider says.” New employees receive 2 to 5 weeks of vacation plus holidays (depending on the country).
also giving it the “Best in Class” honor in the Professional Services Company category. Summer associates attend a 5-day orientation.Training Training magazine ranked Booz Allen fourth in its “Training Top 100 List” for 2004. and approach to consulting. however. Booz Allen increased its investment in learning and development by nearly 12 percent. and enhance interpersonal communication. Those from nontraditional backgrounds who join Booz Allen on the commercial side also go through a mini-MBA program. employees go through a cohort class that’s designed The Workplace to help them develop their craft and analytical skills. individualized training in specialized areas. that “most of the training comes from just being on the project and working with the other team members. fine-tune their leadership abilities.” 54 . While many companies cut their training budgets last year. it puts all new hires through 7.to 10-day orientations—taking place in training centers around the world—where they learn about Booz Allen’s heritage. so a lot of the learning comes from your day-to-day work. Not only does the firm offer tuition assistance and pay for self-led. You’re expected to carry your own weight. Many insiders agree. And with each promotion. culture.
are occurring more quickly than in the past. but several insiders at Booz Allen spoke unusually highly of theirs. Booz Allen employees—from consultant through senior vice president—tend to be on a first-name basis.” One way or another.Career Path Booz Allen seeks to develop professionals who have knowledge and expertise that is broad as well as deep. and doors to offices are generally open. 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. associates. Consultants. Most consulting firms have some sort of mentoring program. “I personally have about ten people who come into my office and ask. ‘Can I talk to you?’” says a senior associate. Staffing opportunities are posted on an intranet site. However. 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. and employees are able to nominate themselves for upcoming projects. insiders say. a WTB insider says that a formal mentoring program instituted in her office several years ago fizzled out. Booz Allen helps employees find challenging assignments and avenues to develop their careers. 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 . all WTB insiders sing praise for the support they receive. Senior associates select a market-facing team and build professional depth through specialization in an industry or function. One way is through its mentorship program. 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.
There’s a sense of reality that at a certain time you either get promoted or move on. an insider says. but everyone on your project—your mentors and your job managers—want you to succeed. 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). which means that at certain points in your career. This flexibility allows people with different skill sets to find a place within the firm. it’s about delivering the work.” As you rise through the Booz Allen ranks. There’s a minimum hurdle you have to surpass. “Now you can drive as hard and as fast as you want. “I think there’s always going to be pressure around that. But I don’t think it’s anything that I can’t get around. So when you finally break down and ask for help. I can only do that because I take enjoyment in seeing someone else be successful.” This kind of support underscores the firm’s culture in general.” 56 . That also means that you have the same high-caliber people internally who want to help you be successful. An insider says. As for what gets you promoted. and that takes some of the uneasiness out of it. you’ll have the opportunity to play a role either in content leadership (which means you’ll sell projects and work closely with clients. At early stages. You can’t be a super communicator and a poor deliverer. “How quickly you progress is up to you. but people who play to one area or another are recognized. then about managing the client and delivering the business. “It’s different things at different levels. Booz Allen’s commercial side has an up-or-out policy. “This goes back to this whole idea of helping other people succeed. As you get more senior. it’s about managing the team.crafted.” The typical path to partnership takes 6 to 8 years. you get help from all over the place: from partners down to the most junior people. According to a senior associate.” says a recruiter. you must be promoted or asked to leave the The Workplace company.
Booz Allen’s government side has a technology and public management internship program with positions located throughout the Washington. Booz Allen helps a consultant find a position in a client company. there is no up-or-out policy. and business administration. The Workplace If you like consulting. 57 .C. where the consultant spends a year broadening his or her exposure to the client’s industry before business school. economics. Most undergraduates join the firm in the government sector. engineering. but it also has opportunities for students pursuing degrees in the liberal arts and the hard sciences. information systems.com. Resumes for internship opportunities are accepted throughout the year and can be submitted online at www. In this program. When the year is over. humanities. and people can either move up or stay at the same level for years without any pressure to leave. A good way to get a foot in the door before you graduate is via a Booz Allen internship. Booz Allen sponsors the consultant in business school (provided that he or she agrees to come back to work at Booz Allen). 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. the firm offers the Third Year in Industry program. D. but want the experience of working on the client side without leaving Booz Allen. including engineering. and computer science. Opportunities for Undergraduates Although most of Booz Allen’s hires on the commercial side are MBAs. metropolitan area.boozallen. This program seeks students with backgrounds in computer science. science. the firm does hire from a variety of undergraduate backgrounds.On the government side.. business. math.
first-year MBA candidates are recruited on campus beginning in January for the Booz Allen summer program. International Opportunities Booz Allen has an impressive worldwide footprint. Typically. At the top of the pyramid lie the lofty positions of principal. 58 . they’re eligible for the same promotions and other opportunities as Booz Allen staff hired directly out of school. New hires are typically staffed into offices within their home countries. vice president. Insiders report that there’s a real upward pull for people who are ready and able to take on more responsibility. they move up the ranks to senior associate. After 2 to 3 years. but employees who want one have a good chance of landing an international assignment. 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. this depends on your language skills and the market. with representatives in more than 60 countries and offices on every continent except Antarctica. and senior vice president. where they manage projects. Many of those who participate in the summer program receive offers of full-time employment that they have 6 to 9 months to accept. Once on board. 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.Opportunities for MBAs New MBA hires start as associates on the commercial side of the firm. Of course. To fill out the balance of its full-time MBA class.
” The firm’s European hiring trends are shifting.” reports another insider.” Says yet another. and employees are impressed by its thoroughness. you’ve pretty much got to be multilingual to build yourself a career. You have a lot of self-determination and a lot of responsibility. “We intend to look for Europeans studying at American business schools who would like to return to Europe. and we want to hear from new associates as much as from the partner.” The company’s 360-degree appraisal process is designed to reward excellence.One insider says. Says one insider. If you can do it. “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 . In Europe. “There’s a lot of autonomy and responsibility on projects.” Insider Scoop What Employees Really Like The Workplace Show Your Stuff “Meritocracy” seems to be a favorite word among insiders describing Booz Allen. We used to do this opportunistically but it’s becoming more systematic now. According to one European recruiter. “Everybody is very bright and the environment really pushes you. “You’re expected to put your ideas and perspectives in there. “The Japanese market is totally different from Singapore. you’ll have a chance to lead the thinking. where everything’s pretty much done in English.
organization and change 60 . you can design your own career. “I’ve had clients pull me aside and tell me they appreciate how diverse we are.” says one. “The camaraderie is great. A principal says. after the first 6 months.” Another insider says. Once you demonstrate that you are on top of things. team-oriented. and smart—but no ‘brains on sticks. You need to take responsibility for what you are doing. “The people are really what keep me here. Booz Allen offers a full range of consulting services in six main areas: strategy. “The people are talented and work well together. but they have different life experiences before that. Many employees see this as a real plus.” 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. This is my fourth consulting firm and it’s the best place I’ve been. You need to be on top of things. People do have MBAs. Unlike firms that offer only strategy consulting or others that specialize in operations or information technology. that it relates more to their organization. My concern was that everybody would have the standard engineering degree and then an MBA. “The people are down-toearth.” It’s All About the People All of our insiders say that the people at Booz Allen are a major draw. It’s fun. pragmatic. “The people are a lot more diverse than I thought they would be.” 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.’” A European insider says.” The Workplace Square Foundation Booz Allen employees point to the company’s broad consulting base as another big positive.at any level—you get empowered very early in the process. One insider says.
and global assurance. many Booz Allen consultants spend lots of time away from home. “I think that some people come into consulting and really aren’t ready for the commitment that it takes.” 61 . According to one insider. The Workplace Relations While most Booz Allen insiders celebrate the support and mentoring they receive. pushpush-push. operations. we build strong relationships with clients. According to one insider. “In the areas where we’re strong. technology management. 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.” “” Watch Out! On the Road Again If you join the commercial side of Booz Allen. or arrogance. the travel demands are much less onerous. like any firm. 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. “Some partners bring a style that can be tiresome: micromanage.” says one insider. but you’ll remember that 20 percent well. Booz Allen. is subject to personalities. Not a lot. “We really kick the tires on any strategy we propose. 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. especially if you have kids or someday want to!” On the government side of the business. information technology. you can expect to spend a lot of time on the road.leadership. maybe 20 percent.
“A lot of one’s success at Booz Allen depends on the network and alliance that you can build for yourself. well. Booz Allen may not be the place for you.” If you’d rather spend your time dealing primarily with people issues. But keep in mind that Booz Allen isn’t looking for employees who are brilliant with data but bad with people. 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 think you’re getting into consulting to get away from networking. but you can’t relay that message in a convincing manner. “If you have all the answers. “You should become really proficient with financial analysis and doing spreadsheets and modeling in order to get respect at this firm. According to one insider. but there’s also a lot of self-direction. insiders acknowledge that the firm places a relatively heavy emphasis on The Workplace quantitative analysis. “People have to be aggressive in managing their own careers. Playing on stereotypes.” Data-Heavy Though Booz Allen does its share of work on organizational and people issues.” Another insider tells us.” Not to worry. There is a whole mentoring program and a staffing group that take people in and ramp them up. 62 . adds this insider: “It doesn’t feel as yucky as it sounds.” says an insider. You can’t be a passive player and walk in the door and expect everything to work out perfectly for you. and I’ve done just fine.Looking Out for Number 1 Insiders say that once you finish your training (which one describes as “really quick”). Another insider says. especially among partners. This is coming from someone whose personal weakness is quantitative analysis. but it is something I’d tell people to be aware of. you’re pretty much on your own. you might be happier somewhere else. that’s definitely not the case. If you’re not comfortable being selfmotivated and assertive about getting ahead. it’s useless to us and to the client.
Getting Hired • The Recruiting Process • The Interviewer’s Checklist • Interviewing Tips • Grilling Your Interviewer Getting Hired 63 .
The “Careers” section of Booz Allen’s website includes a document entitled “Interviewing Tips and Case Primer for Commercial Consulting Candidates. Insiders we spoke to think this is an important opportunity to likewise help candidates decide whether Booz Allen is a good match for them.” which offers useful analytical frameworks. “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. In some cases.” 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 . “We’re increasing our MBA recruiting over last year. Booz Allen likes students to have as much contact as possible with the firm before the interview. and recommendations for prospective hires. it helps to know someone. associates will even call students and then meet with them to discuss their goals for the future. The firm has lately been quoted in various media as saying that its hiring projections are way up. Secondary to that is responding to the posting in the website. things are looking up.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.” says one commercial-side insider. case examples. hiring is now up all around. As in most companies. Booz Allen has been on campus recruiting every year since 2001. This helps determine whether the student will fit in well at Booz Allen. An insider from global operations says.
” More than one recent hire we spoke to emphasized that the case interview is the best opportunity to stand out from the crowd.) Getting Hired 65 . deals with conflict. and then be able to talk about those in an interview and relate them to your resume. We are also looking for leadership skills. Booz Allen relies on case interviews to test a candidate’s analytical abilities. you’re not going to be able to answer the fit questions very well. everyone Booz Allen is likely to interview is going to be smart and accomplished. According to one recruiter. and so on. I didn’t feel like they were trying to trick me. accepts responsibility.” Remember. “Practice the case interview.” (For a rigorous review of case questions. The company seeks people with a demonstrated record of “” We are looking for more than brains on a stick. but is now emphasizing the general resume review as well as conversation to determine how the candidate manages his or her work. You think that it should be easy to answer questions about yourself. but you’re not likely to have done that in as stressful an environment as a case interview. Cultural fit also weighs heavily in candidate assessment. check out WetFeet’s Ace Your Case series at www. We are looking for more than a good analyst or a good writer. And if you don’t think ahead of time about the key things in your life that have helped make you successful. During my case interview. “It’s a critical part of the evaluation process.WetFeet. We are looking for more than a good analyst or a good writer. One insider says. Second and third rounds usually involve multiple. “We are looking for more than brains on a stick.com. back-to-back interviews. achievement in a career before attending business school and an intellectual track record in school.is being considered. Our cases are based on prior client work of the people doing the interview.” says one recent hire. “Where most people fail is that they do not prepare for the ‘fit’ part of the interview. We are also looking for leadership skills. There was a logical flow.
business. “We’re looking for someone who can communicate their thought processes. Booz Allen will help you move ahead. the problems you encountered. computer science. “University recruiting is not a large percentage of the recruiting we do for the government business.000 per year toward tuition.” an insider reports. Undergraduates with engineering. A typical interview question I’d ask of a college hire: Give me an example of a project you had.” Insiders also emphasize that communication and writing skills are important. “We try to encourage folks to go to more of a state school. In an interview I try to probe their analytical thinking process. “We do hire a lot of Getting Hired junior staff coming right out of school. Booz Allen is not actively recruiting undergraduates into its commercial-sector unit. but we have to communicate that to our client. it now promotes the pursuit of MBAs for some of its employees. Interpersonal skills and analytical thinking are probably the top two criteria. then obviously relevant experience. and we support that. and public policy degrees are likely to attract the most interest. or defense industry internships on your resume as well. We’re doing analytical work. I want to make sure these people can write. where they can take more classes [for that money]. but we still hire a large number of undergraduates.” 66 . “We look for a candidate. “We don’t look for a position per se. “The firm gives $5. But according to one recruiting insider. Be sure to highlight any government.” says one WTB recruiter. A lot of them go back to school as part of their work with us.” says a recruiter. I like to tell people to come prepared with three things that they’ve built and white papers. We like to have writing samples. Says one recruiter. national security. Where the WTB side used to encourage only technical degrees. but we look for the best talent.Undergraduates Currently.” Once you’re in.” Expect several rounds of interviews. and how you solved them.
” Getting Hired 67 .” says one insider hired out of B-school. It can take up to 18 months to get a security clearance. Like college hires. One WTB insider says it looks for “individuals leaving government or military service with consulting experience and especially those with security clearances.” Midcareer Candidates Booz Allen hires midcareer people from other consulting firms and from industry. “I was asked many case questions in my interviews. Contact the Booz Allen location of your choice. candidates with security clearances are especially attractive to the firm right now.” Says another. WTB seeks candidates with government experience. midcareer candidates must survive several rounds of interviews that include case questions. to arrive at a logical solution. “People with high-level security clearances are extremely precious and few and far between. They want to see how you can establish a framework.MBAs The best way to get your foot in the door is to sign up for the on-campus interviewing program at your school. The governmentsector side of the firm in particular brings in large numbers of experienced hires. “I know that interviewers derive many questions from cases they’ve been staffed on. step by step.
68 . I’ve done it. 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. Aside from it taking 12 hours to get from Detroit Getting Hired to New York. would I go crazy?” An insider elaborates: “You hear about that airport test.” This is to say that whoever hired this insider’s traveling companion found somebody who was enjoyable company for those 12 hours. it wasn’t bad at all.The Interviewer’s Checklist To give candidates a more consistent interviewing experience. “If I were stuck at an airport with this candidate. Booz Allen designates a specific person to coordinate each campus recruiting effort.
Booz Allen recruiters tell us that candidates often earn dings long before the case arrives. 250 million). 1. If you can talk convincingly about how that will turn you on. and otherwise project a low-energy demeanor. 2. Demonstrate your enthusiasm for the intellectual side of consulting. can’t explain why they want to work for Booz Allen. be sure to pick those that are easy to handle (e. Booz Allen won’t necessarily be looking for the right answer as much as for evidence of how you think..g. You should take a problem. Consultants really get turned on by coming up with excellent solutions to difficult business problems. you may just convince them that you’re nuts!) 4. “If you can quantify things. Your interviewer will also want to see that you’re comfortable with numbers. Practice case questions if you’re applying to Booz Allen’s commercial business. “But it’s all a list of actions and results. Know your resume. break it apart. So if you sit down for an hour with your resume Getting Hired 69 . One tip from our experts: If you get a question that requires discussing numbers. 10. that’s great. “Your resume is supposed to be a list of the most important things you’ve done on one page. (Then again. I see people giving their gut answers right away. Many don’t know what’s on their resumes. and analyze.” says one insider. slouch in their chairs. It’s not a list of how you actually did those things.” 5. 3.000. you may convince your interviewers that you’re Booz Allen material. 100. “A lot of the time.” a commercial-side recruiter tells us. Take the time to structure your response.Interviewing Tips 1.
Getting Hired 70 . Know the difference between WCB and WTB. you’ll be much better prepared to answer any question that anyone asks you about yourself.” 7. Basically. whereas the Worldwide Technology Business serves government and institutional clients..and think. 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.” 6. cowboy. the Worldwide Commercial Business serves commercial clients. That’s Booz Allen to you. etc. How did I actually get this stuff done? How did I handle people and pitfalls that came along the way. It’s also a bad idea to refer to the firm as “BAH.
while the “Well Done” ones will help you put the fire to your interviewer’s feet. 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 .Grilling Your Interviewer This is your chance to turn the tables and find out what you want to know about Booz Allen. In the meantime. • 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 samples below should get you started. We strongly encourage you to spend time preparing questions of your own. • 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. Rare • Give me examples of recent projects undertaken by the firm. The “Rare” questions are meant to be boring and innocuous.
Do you find that to be true? If so. 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 does Booz Allen maintain a consistent culture and sense of community? • As a collection of individuals. 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. 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. do you think there is any downside to that approach? Getting Hired 72 .
For Your Reference For Your Reference • Consulting-Speak • Recommended Reading • For Further Study • Other Sources of Information • Key People and Places 73 .
This buzzword comes from the book Built to Last (see next entry). Pronounced “two by two. Here’s another standard-issue item from the consulting toolbox. Big Hairy Audacious Goal. it refers to those firms that want to be around for many decades or centuries. The term now enjoys widespread usage as describing a company with a strong culture based on a core ideology or identity. For example. Collins and Jerry I. 74 . Benchmarks are levels of performance or output against which you can evaluate the performance of something else. It’s basically a graph with X and Y axes that cross in the middle. Built to Last. Benchmark. creating four different sectors. Porras. Beware: Unauthorized use of these terms has been known to seriously offend every known species of consultant. More loosely. we’ve asked our insiders to give us the most up-to-date consulting jargon.” this is a favorite consulting tool used to analyze a number of items along two dimensions. 2x2.For Your Reference Consulting-Speak To help prepare you for both your interviews and a possible career in the field. not just a few years. A benchmark study is an analysis of the performance of a number of companies along specified dimensions. a software firm might hire a consulting firm to do a benchmark study on how much other firms are spending on customer service. A book written by James C. Don’t be surprised if you’re asked to produce one of these during your interview. in which they destroy the myth that the core product is more important than the vision the company espouses. BHAG.
and the PC will someday all become one. the TV. Core competencies. when really it’s just muddying up an already fuzzy concept. 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. It has everything to do with whom you hire and what they do. what kind of people would they be?” Change management. 75 . your interviewer will give you a set of facts and ask you a question to analyze how you structure a problem. “How many dimes are currently in circulation?. In a case interview. Here’s a consultant’s definition: “For a company.) “Business design is about what you do. Here’s a $5 buzzword that sounds like it’s making things clear. and ultimately come up with a solution.For Your Reference Business design. “Suppose a client asked you to figure out why his business is experiencing an unusual decline in sales and a severe cash flow problem. how you gear up the troops.” They could also just be wacky. the telephone.” Case interview. and Colombo yogurts came to life. wireline. The thinking is that the Internet. Case questions can be numerical. such as. it’s not about growing your top line.” (The bottom line is profit. Consulting services in telecommunications (cable. the PDA. and Internet). how you execute your offering. as in. It’s your channel. Convergence. and media—or “converging” industries. Customer relationship management (CRM). it’s about growing your bottom line. Things a company does best. Communication technology that helps companies manage customer information. computers.” or business-related. your product. as in. “If Dannon. wireless. think it through. The top line is sales. Yoplait.
“The company’s problems stem from both internal and external factors. 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. Interviewers often note which term you use— just to see whether you’ve read the company literature. say. As a result. It can be as simple as. for instance.” Or it can be something more MBA-ish. If you promise an analysis of shipping costs. These days. nobody admits to doing just pure strategy work. all of the firms talk about how they work with clients to make sure that their expensive analyses and recommendations are actually implemented. and the more you use them (up to a point). Using the wrong word is not an automatic ding. Deliverables typically come with dates (when you will deliver). 76 . but you’ll impress your interviewer if you get it right. Engagement/project/study/case/job. Framework. Growth. These are all different ways in which the firms refer to a specific project. Enterprise resource planning (ERP). the more analytical you’ll sound. The product or solution you give (deliver) to the client.For Your Reference Deliverable. From 1997–98 to around 2000. that’s your deliverable. An IT solution to streamline operations by connecting all parts of a business electronically—including HR. and inventory. a framework is any kind of structure you can use to look at a problem. 25 or 30 employees to more than 500 and going public. A popular consulting project during the ’90s. ERP spurred doubledigit annual growth for firms. most firms shifted their focus from reengineering—which often meant downsizing—to growth. billing. Growth involved taking a small private start-up from. Basically. like Porter’s Five Forces. Implementation. Consultants love frameworks.
Although you won’t necessarily see any sunshine here. and maybe even see your honey. and data processing. which their investors like. Outsourcing. Presentation. the presentation was the means by which a consulting firm shared all of its insights and recommendations with a client company. Pay-for-performance. Popular candidates for outsourcing include accounting services. Operations refers to all of the day-to-day tasks associated with the running of a company. Increasingly. In consulting. Billing based on performance. this includes the buying and processing of raw materials as well as the sale and distribution of the final products. do your laundry. To reduce overhead expenses. rather than strictly on hours. so there’s a chance you’ll be able to leave the office early. pay your bills. Operations. it’s still a popular drill at most firms.For Your Reference On the beach. this just means that they help clients run their businesses better. payroll management. 77 . public firms are turning to these services because they create stable revenue flows. you also won’t have to be any place in particular. Although the standard overhead slideshow is now considered a bit sterile. At the simplest level. 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. Many consulting firms do a big business providing operations advice. The client’s top management team would assemble in a boardroom. lots of companies are turning to outsiders to provide many of the functions and services traditionally done inhouse. marketing communications. this refers to any period of time during which you aren’t staffed to a project. In the traditional consulting project. In a manufacturing company.
True north. In its purest sense. to analyze shareholder value. Reengineering lost its cachet in the mid-’90s. White-space opportunity. Sexy terms for an office setup in which nobody has a personal desk or office. a reengineering project was supposed to involve a complete rethinking of a company’s operations from ground zero. At best. Means you could be hanging out with the clerks at Kinko’s. Virtual office/hoteling. An analysis of all of the processes that go into a product. from the gathering of raw materials needed to make the product to the delivery of the final product to the customer. The place you want to get to. If you’re heading true north.For Your Reference Reengineering. Shareholder value analysis. Think of it as an unbridged gap between what you do and what others do. proprietary and not. A money-making opportunity in an area you aren’t set up to make money in. Value chain analysis. 78 . you’re moving in the right direction. and they engage lots of consulting firms to help them do it. or an untapped source of growth. The goal of many companies is to enhance their value to shareholders. There are all manner of ways. each stage adds value to the product.
but the short-term prognosis is generally upbeat. Region Job Market Has Look of a Boom” Last year. 5/16/04. Washington Post.-area job market.350 more people than it had originally planned last year. according to this article. which he calls “a major player” for Booz Allen today.C. Booz Allen CEO Ralph Shrader discusses the recent upswing in hiring on both the government and commercial sides of the firm. It focuses on Booz Allen.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. He uses the health-care industry. 60.S.” He also describes how the firm is able to cross-pollinate its private.” It cautions that over-reliance on government tax and spending policies to boost an economy can be risky.and public-sector business capabilities thereby making it stronger and more successful overall. which credits that boom in part to government spending. in support of the firm’s effort to apply private-sector technological solutions to government issues. 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. “This year everyone is starting to feel good again. “This year. as an example. we’re back in the hiring business big time.For Your Reference Recommended Reading “D. Food and Drug Administration 79 . Part of the summary includes the news that Booz Allen hired 1.” and quotes CEO Ralph W.” and “We hired close to 3.600 jobs were added to the D.” Source: Neil Irwin. Shrader as saying. Interview with Ralph Shrader In this interview. It also describes Booz Allen as being “on a hiring binge.C. illustrating how Booz Allen’s work with the U.
457 consultants from 50 of the profession’s 75 largest firms. recently written by two business school professors. “There is little evidence that mastery of the knowledge acquired in business schools enhances people’s careers. Fortune. As an advice columnist for Fortune. Source: Anne Fisher. is that as the 80 . “Half of Consultants Aren’t Happy With Their Jobs” This article discusses the results of a 2003 Consulting Magazine poll. 47% consider their firms’ morale to be no better than neutral.” and includes the current glut of MBA degrees in a stagnant market as one of the reasons MBAs aren’t getting jobs. on average. they did their jobs just as well as or even better than their MBA peers. Source: Consulting Magazine. She goes on to outline a scholarly paper. Anne Fisher says she’s been hearing a lot lately from disgruntled MBA-holders who can’t get work. Those folks (most of whom had only undergraduate liberal arts degrees) got.” The implication follows from there. July/August 2004. The paper says. 3 weeks of on-thejob training—after which. between this and last year’s similar findings. “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.” The difference. which found that “of 5. according to extensive research by the firms themselves.For Your Reference makes it better able to assist pharmaceutical companies seeking to bring new products to market.” 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 article contends. that highlights the inefficacy of the modern MBA. 6/14/04. 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.
many consultants who are dissatsified with long hours and diminishing returns are now leaving the profession. the Booz Allen source lends insight into what is particularly valued at his firm. “If you have 10 interviews [for the same job] in three months.For Your Reference economy recovers and industry begins hiring again. Source: Karen Hube. “Culture Club” “I got my best information by arriving early and speaking to the receptionist. Does the company bring in people from eclectic backgrounds? That says a lot about what you’re likely to find at the firm. November 2003. figure decision making at the company is a tortuous process. 3/29/04.. who says. The article includes tips from a Booz Allen representative. 81 .” 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. 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. and compare the responses among individuals.” and “Ask the interviewer or the company representative about her own background. et al. Wall Street Journal.” Aside from offering good advice for jobseekers. Source: Consultants News.” underscoring that Booz Allen and its employees fared the tough times relatively well with work/life standards mostly intact.
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.
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. The company will not accept e-mail or paper resumes.com. Worldwide Technology Business Dan Lewis. president. 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 .For Your Reference Key People and Places Key People Ralph Shrader. Worldwide Commercial Business Horacio Rozanski.S. chairman and CEO Dennis Doughty. president. U.boozallen.
com. Virginia (corporate headquarters) Miami New Orleans New York (commercial headquarters) Philadelphia San Antonio San Diego San Francisco Tampa Washington. 86 . go to www.C. International Offices For a complete listing of Booz Allen locations around the world. D.boozallen.For Your Reference Major Offices North American Offices (Commercial Sector) Atlanta Boston Chicago Cleveland Colorado Springs Dallas Houston Los Angeles McLean.
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