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Booz Allen Hamilton
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. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17 Recent Client List. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Associates. 49 . 10 Industry Position . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 The Firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44 Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 A Quick History Lesson . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Table of Contents Booz Allen Hamilton at a Glance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21 Typical Studies . . . . . . . . . . . . . . . . . . . 6 Competitive Strategy . . . 25 On the Job . . . . . 36 Culture . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Consultants . . . . . . . . . . . . . . . . . . . . . 23 What’s Hot . . . 32 The Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Workplace Diversity . . . . . . . . . . . . . . . . . . . . . 5 Overview . . . . 14 Organization of the Firm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Lifestyle . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69 Grilling Your Interviewer. . . . . . . . . . . . . . 59 Getting Hired. . . . . . . . . . . . . . . . . 64 The Interviewer’s Checklist . . . . . . . . . . . . . . . . . . . . . . . 54 Career Path. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 85 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71 For Your Reference . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 Vacation . . . . . . . . . . . . . . . . . . . . . 68 Interviewing Tips. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Civic Involvement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 84 Key People and Places . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63 The Recruiting Process . . . . . . . . . . . 73 Consulting-Speak . . . . . . . . . . . . . . . . . . . . 53 Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 82 Other Sources of Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 74 Recommended Reading . . . 79 For Further Study . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55 Insider Scoop . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
boozallen. VA 22102 Phone: 703-902-5000 Fax: 703-902-3333 www. Bain & Co. your bluff might very well be called. We used to do this opportunistically but it’s becoming more systematic now. and information technology • Global presence with experience in 20 industries In the Recruiter’s Words “First of all.” “We intend to look for Europeans studying at American business schools who would like to return to Europe.com Primary Competitors Accenture. and come up with something realistic. SAIC Key Differentiating Factors • Part of the management consulting old guard • Combines strategic consulting with implementation. operations.. McKinsey & Co. put a framework around it.. to take different information. However do not try to puff yourself up too much.” 1 .At a Glance Booz Allen Hamilton at a Glance Headquarters 8283 Greensboro Drive McLean. We’re looking for your ability to think. For Booz Allen there is not one type of case. The Boston Consulting Group. significant IT capabilities • Reputation for developing workable solutions based on very thorough analysis • Serves both government and corporate clients • Strong reputation in strategy.” “It tends to impress interviewers when you have detailed questions about particular areas or activities of the firm. be prepared for a case interview. organizations/leadership.
At a Glance “We look for good structure. or in the course of your education.” “When we recruit. but also the ability to make things happen. who is responsible and a self-starter. • Your interviewer will be looking for what sets you apart. I don’t need that recognition.” “We want someone who can think logically. I think a lot of it just has to do with the fact that if a team is successful in their work. ‘Your team did a great job. or resume. If interviewing with the commercial side of the firm. I was pleasantly surprised by how much cooperation there really is. I was worried that ‘up-or-out’ would drive a lot of negative behaviors.’ My partner will know that I did that. no one really looks good. validated assumptions. You may be asked to describe a particular assignment or discuss an industry or current trend. we want to be able to bring not only the big ideas.” In the Interview • Typically.” “You have to be very self-motivated: No one is going to tell you what to do. you’ll be asked to discuss in detail some aspect of your work experience. I think that’s very different from some of the other firms.” “There’s nothing better than when the [client team] gets the accolades at the end of an engagement. they all look good. Think about ways you’ve demonstrated your ability to meet a unique challenge—whether through your involvement in sports. and other things such as creativity and business sense. you’ll also be asked one or more case questions. If not. during a previous work experience. What Insiders Say “In contrast to our competitors. but that’s not the case at all. no one is going to make sure that you show up. no one is going to hold your hand. we also look for people who have good functional expertise. I’ll get that internally when the client CEO calls the partner and says. These are usually based on an actual client engagement on which the interviewer has worked. You have to find the motivation to do it yourself.” “Coming into consulting from industry. So there’s little reward in anything less than a cooperative outlook.” 2 . interests. we look for not only strong generalists.
It’s not uncommon to see cars there on the weekend. But on top of that. The firm also recruits PhDs and other non-MBA advanced-degree holders. they become senior associates and begin to manage projects.” The Career Ladder • Undergraduates enter the government side of the firm as consultants.7 percent Personnel Highlights Consulting professionals. People seem to really like their work. ambitious. You bring such different perspectives and points of view to a problem that you really produce a superior answer.7 billion 1-year growth rate: 22. and driven—very high-caliber players. currently.At a Glance “We tend to hire overachiever types [into the World Technology Business unit]. • Booz Allen actively recruits experienced hires on both the government and commercial sides of the firm. Revenue 2004 revenue: $2. They’re into it. the commercial side of the firm hires few undergraduates. too. And I’ve felt that.000+ 13.” “Everyone is very bright. Booz Allen does not release hiring projections. 15. 2004 Worldwide United States New hires. who make up the majority of commercial-sector hires. enter as associates. everyone has a very different perspective and background. After 2 to 3 years. • MBAs.000+ 400 250 300 3 . 2004–05 Undergraduate MBA MBA summer hires. Promotion to principal is the final step before being elected an officer (informally known as “partner”) of the firm. Most non-MBAs enter Booz Allen at the associate level. 2004 Note: All figures are WetFeet estimates.
2003–04 Undergraduate Hires Starting salary Signing bonus Relocation bonus MBA Hires Starting salary Signing bonus Relocation bonus $100. 4 . Salaries for individuals working in the firm’s government-sector business tend to be lower than salaries for those in the commercial-sector business.000 $15.000–65. Booz Allen does not release salary information.000 (can vary) depends on need $40.At a Glance Compensation.000 n/a depends on need Note: All figures are WetFeet estimates.
The Firm • Overview • Competitive Strategy • Industry Position • A Quick History Lesson • Organization of the Firm • Recent Client List • Typical Studies • What’s Hot The Firm 5 .
000-plus employees. WCB traditionally caters to Fortune 1000 corporations. including the institution of the Global Operation Team. and BCG. 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. whereas WTB works with government and other public-sector organizations. but also by sticking around to help clients carry out the changes it prescribes. firmwide infrastructure. I believe that for the fore- 6 . it’s also one of the largest. or GO Team. consultants work in the trenches and see their recommendations put into action. Booz Allen comprises two business units: the Worldwide Commercial Business (WCB) and the considerably larger Worldwide Technology Business (WTB). who was later joined by Jim Allen and Carl Hamilton. competing with strategy consulting firms such as McKinsey. which is responsible for the worldwide organization of the entire firm. In recent years.000—is thriving. WTB’s large-scale implementation projects have made it more comparable to consulting firms like Accenture and government-consulting powerhouse SAIC. As it is. The firm stands out not only by helping devise strategy. the firm has endeavored to create a single. Booz Allen Hamilton is one of the most highly regarded firms in the management consulting industry. CEO Ralph Shrader recently told Consulting Magazine. Booz Allen’s government business—which employs nearly 12. Bain. “We recognize where we are different and we know where we are the same.Overview The Firm Founded in 1914 by Ed Booz. It focuses on long-term client relationships. With more than 100 offices on six continents and 15. so much so that it has enabled the company to expand its commercial offerings.
Our economics are fantastic right now. “As a specialty.” Health-care consulting is also on the rise. health-care consulting has plenty of job security and growth potential. According to the October 2003 issue of Consultants News. which is mostly consulting to ministries in Europe.seeable future. which ensures some solid ground for the firm even during volatile economic times. there will always be a need for distinctiveness between certain segments of our business. I’ve never felt stifled. Booz Allen is organized around industry and functional “natural market” teams. “we had one of our best years in terms of profitability last year. firms that cater to the health care industry are in good standing.” As a result. Booz encourages you to follow your passion. “Of the years I’ve been here. On the commercial side. Booz Allen’s work with government agencies that regulate health care have placed at in the forefront of this market.” Another European insider agrees. and project teams are staffed from across the firm’s organizational 7 . “WTB has been doing very well during the downturn. the WTB grew much faster.” 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. Staff members are hired into a geographical location. No matter how the economy is doing. Booz Allen seems to be entering a time of growth and optimism. or home team. The Firm Following the consulting slump that hit the industry hard in 2001. The opportunities are quite good. but your individuality is encouraged. According to one insider. there is always demand for health-care products and services. is picking up. but there is a lot more in common than we ever gave ourselves credit for. “Public-sector business on the commercial side. While WCB was going down a bit.” says an 8-year veteran.” “” Everybody works in teams. better than the last couple of years.
and strategy experts. operations.structure to meet specific client needs. In general. most of your work will be focused on an industry or technical competency. you’ll again apply your experience to a wider range of cases. No decision has been made on the future of segments. Early on. and the quicker you demonstrate the ability to write sensibly and quality-check your work. but frankly that’s where a lot of really good learning takes place. “As an associate. government assignments are staffed with a variety of functional and subject matter experts. You are almost always working on a team. working on at least two projects a year in a variety of industries. according to insiders. “The business is currently being managed through these segments. industry. the more leash you will be given. expect a lot of oversight on your work. there is a fair amount of rewriting for a big review. They are just a management device and not key to any service offerings. as one insider says. “most of your work is reasonably structured: The proposal drives the deliverables.” The Firm 8 . and the job manager is in charge of developing a work plan. since we use the ‘no walls’ concept. however. This sector. but everyone is busy. Every project team. If you make it to the level of principal or officer. however. Booz’s commercial career model might be best described as an hourglass: As a new hire.” Just as on the commercial side.” one insider tells us. although an associate typically ‘owns’ some kind of work stream. is staffed with a mix of information technology. you’ll start by gaining broad exposure. is organized along the following business segments: • Civil • Defense • National security This could soon change. After a few years of experience.
Wherever you go in the world. So you must have an international outlook. Says one principal. this diversity applies to Booz Allen on a global scale.No matter which side of Booz Allen you work on. But new hires shouldn’t expect to move fluidly between the two sides of the firm. “You must have an international mindset.” 9 . but it has a different set of requirements. and this is the only one where I’ve really found this international exposure. “We are an international company. They are really different business models. “There’s some movement but it’s on the margins. I’ve never felt stifled.” 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. than does the commercial side of our business. Booz encourages you to follow your passion in terms of industry interests. I’ve worked with other consulting firms. I feel like I have a lot of autonomy. but we embrace diversity and look for more of it. education needs. We have a wonderful government business.. you have someone in the office speaking another language. “Everybody works in teams.” Another insider says. but your individuality is encouraged. As one WCB recruiter puts it. “Not only do we have a very diverse bunch of people here.” Unlike at some other firms. etc. I think that’s something people fail to understand. insiders agree that diversity is what sets Booz Allen’s culture apart from that of other management consulting firms. skill needs. The firm’s diversity of clients and expertise in both the private and public sectors have been driving factors in its stability.” one European insider tells us. otherwise you won’t be successful.
we know that our clients are going to be able to execute well.” says another insider.and private-sector clients.” And it’s the culture within the firm that supports its ability to offer this brand of thorough support to clients. Bain. Indeed. “Our value proposition is different.” Booz Allen’s track record of serving both government and corporate clients is certainly its strongest differentiator. We’re willing to drop everything to go support a client. “That translates well into the client environment because we know that we work very hard to make not ourselves but our client look good. but as a result the company is sometimes viewed—by both insiders and outsiders—as two firms within a firm. many insiders emphasize that its follow-through is one of Booz Allen’s most distinguishing characteristics. 10 . We work very hard to make sure that they understand the recommendations.” says one insider. and we work with them to make those recommendations happen. “[We’re a] firm of very smart. while its deep technology expertise puts it well ahead of companies like Accenture. along with McKinsey. So when we leave. “which makes our culture different. talented individuals who are very concerned about seeing other people be successful. because we didn’t just hand them a recommendation—they created it with us. and BCG. A companywide rebranding effort was launched in 2001 to position Booz Allen as one firm serving both public. and it succeeded in alleviating to some degree that perception in the consulting marketplace. 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.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 IT.” a recruiter tells us. “All consulting firms do the same kind of work.” says an insider. “Every commercial engagement is staffed with industry experts and functional experts in strategy. ”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. one of Booz Allen’s recent initiatives. every engagement would have people with those backgrounds. According to one insider. The tighter linkage between our business units multiplies the firm’s power.” Another tells us. while our corporate clients want the special expertise we’ve developed through our government work. Even if it’s a corporate strategy job. We sweat a lot of details to get a right answer. 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. as another of Booz Allen’s competitive strengths.“Our government clients want the benefit of commercial best practices. Booz Allen does similar work. the division remains distinct.” Still. became the global resilience natural team. Beyond security. “We’re seeing an increasing number of companies that want help developing a plan to do more work with the government. we really crack it. across the firm for both commercial and government clients under what it calls “enterprise resilience. “When we crack a problem.” Insiders see analysis. Every team brings the full power of Booz Allen to bear on every engagement. Global Assurance.” integrating security into strategic corporate planning. operations. This trend is also evident abroad: “In Europe we have a growing public-sector business with some major clients in the U. a government-side group that deals with issues surrounding homeland security for business.” says one insider.K. and German governments. though perhaps we put more emphasis on analysis and the research behind our recommendations as opposed to just pulling them out of the sky. In April 2004. according to most insiders.” The Firm 11 . both quantitative and qualitative.
” Booz Allen came in at number 12. Peterborough.Industry Position The Firm In Consultants News’ June 2004 ranking of the “50 Largest Management Consulting Firms in the World. Consultants News/Kennedy Information. NH 03458 USA.com. 20 Largest Consulting Firms. 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. 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. phone: 800-531-0007. up from number 16 in 2003.ConsultingCentral. 12 . www.
Booz Allen Hamilton Deloitte Boston Consulting Group Accenture Source: Based on a study by Universum. published in Fortune. IBM Bain & Co. The following ranking is a result of Universum’s 2004 survey of MBAs.Where MBAs Want to Work In 2004. in a ranking of employers most popular among MBAs. 4/19/2004. Fortune. who ranked the companies where they The Firm would most like to work. Booz Allen leapt 16 spots. from 26th to tenth. Ann Harrington. 13 . Consulting Firms that Ranked in the Top 50 Rank 1 4 7 10 11 13 27 Firm McKinsey & Co.
persuaded Jim that they were ready to develop a formal management structure and operate the firm as an ongoing business. This lack of structure was evidently a little too much for Allen—he actually quit the firm twice over the years. He worked almost exclusively on his own for 15 years.A Quick History Lesson The Firm Booz Allen Hamilton dates back to 1914. Allen was lured back to Booz for a second time in 1943 (this time as chairman). With this process. and today’s Booz Allen Hamilton was born. organization. The firm’s early years were pretty tumultuous. Ed Booz and George Fry. part business advisor. a psychology and economics graduate from Northwestern University. 14 . Allen & Hamilton partnership came into being. Jim Allen is widely credited with building the firm into a consulting powerhouse by spearheading its growth and diversification. and by the early ’40s both Jim Allen and George Fry had bolted for greener pastures. Thus the Booz. it seems that Mr. together with newly hired Carl Hamilton. From the start. he helped define the new industry of management consulting. Fry. advising the U. Booz was part entrepreneur. and personnel. In 1936. Although Ed Booz gets top billing on the corporate letterhead. Edwin G. Booz Surveys was largely a firm of independent consultants who worked on their own under the Booz umbrella. and part lone wolf. Ed Booz expanded his empire to a third employee in 1929: fellow Northwestern economics graduate Jim Allen. Army and businesses and conducting market surveys and statistical analyses. entered the business world. Booz’s approach was to begin by studying a company’s management.S. After hiring George Fry in 1925. During the early years. when founder Ed Booz.
By 1988. 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. (During the early stages of government testing of the Internet. in which technology and the Internet were quickly changing the landscape of the industry. now the firm’s corporate headquarters as well as headquarters for its government business. Virginia. Department of Defense.” The Firm 15 . “Ralph Shrader has surfed well in chaotic times. Ralph Shrader became the CEO of the company. splitting its business into separate government (WTB) and commercial (WCB) units. In April 1999. The wave of change just overtook the company. WTB has continued to be one of the most successful businesses in the field.Besides working for commercial businesses. To cope with the changing times.) One firm insider says. Booz Allen worked alongside the U. Charlie Bowen. The tumultuous times continued well into the 1980s. the new Booz Allen took on a significant amount of consulting work for the federal government during World War II. which laid the groundwork for Booz Allen’s modern-day Worldwide Technology Business (WTB).S. when Michael McCullough put the already unstable firm through a vast restructuring of everything from industry focus to geographic areas. A poor showing in the stock market led to the repurchase of the company. a third of the partners had jumped ship. and Booz Allen has been a privately held corporation ever since. The Booz Allen commercial-sector business is headquartered in New York City. William Stasior took charge in 1991. and he assumed the chairmanship in October of that year. but he incorporated that well into the plan. Although many others vie for multimillion-dollar government consulting gigs. The next year. the company moved to McLean. Booz Allen began to emphasize its technical savvy. The 1990s were much more prosperous for Booz Allen. Awaiting him was a chaotic new consulting market. He wasn’t elected for that.
Today.000 employees worldwide and is among the best-known strategy and technology consulting firms in the world. Booz Allen has grown to more than 15. and engagements with participants from both units are increasingly common. The Firm 16 . Booz Allen fared better than most firms thanks to the relative strength of its government business. Booz Allen is successfully leveraging the strengths of its WTB and WCB units. Booz Allen was affected (like everyone else) by the bursting of the Internet bubble and a generally slumping economy. However.In 2001.
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. The organization consists of two business units: the corporate consulting group.and private-sector clients. “I think we lost some people [in the past] because we weren’t as flexible as we could be. perspective. Booz Allen has remained independent and privately held. and the larger. Booz Allen positions itself as one firm serving both government. Historically.” says a recruiter. called the Worldwide Commercial Business (WCB). or framework. 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. strategy. and information technology specialists together to form cross- 17 . View from the Middle Booz Allen has taken a different approach to the standard management consulting setup. Though people within the firm are typically aligned with one side of the firm or the other. The firm’s staffing model brings industry.Organization of the Firm The Firm View from the Top In a world of mega-mergers. new commercial-sector hires had to align with a practice group (industry focus) right away. operations. That means the firm’s officers still call all the shots (and pull in the big bucks). government-focused Worldwide Technology Business (WTB).
The people who won’t get their choice are the people who change their minds six times in the process.functional project teams. but not Columbia. you’ll work across industries and natural market teams. “In every step of the recruiting process. but we encourage folks to work across multiple types of industries and jobs. “That way our clients get the best thinking from across the firm. Commercial-sector recruiters tell us. we ask candidates for their geographic preference. According to a principal at the firm. “Virtual teams are formed and disbanded as needed. and we need to know what they’re thinking. But we know we need X amount of people for the New York office.” Some offices are more difficult to get hired into than others. and 98 percent of the time. which for the most part “attracts graduates of the University of Chicago and Kellogg. recruits are encouraged to join the organization in the geographic location they desire. across all areas of expertise within the firm.” 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. see more competition for available positions than does Chicago. too. recruiters say that San Francisco and New York. which attract people from across the United States.” says one insider. People 18 . rather than just a narrower approach.” The location you join becomes your home team. “You can express interests and preferences. Early in your Booz Allen career. they get it. For instance.
Early on. which include Booz Allen associates mixed with client personnel. Virginia. D. Those who prefer to travel less might want to join Booz Allen’s government consulting practice. The Firm wherever that might be. Rather than spread its staff among hundreds of different clients. Senior associates have teams of four to five that they run. And teams are often joint engagements that include consultants from both the government and commercial sectors. It’s headquartered in McLean.come in the door and say. “We most often work in teams. particularly those on the government side.” The typical workweek means Monday through Thursday at the client’s location. to deliver enduring results. and a return to your home-team location on Friday. may be substantially larger. Booz Allen prefers to serve a smaller group of core clients. 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. It isn’t uncommon for the firm to simultaneously staff several teams working on different projects for a single client.” says an insider. ‘I’m a media guy. clients themselves must be an integral part of the consulting process. virtually all project teams include members of the client organization—in accordance with Booz Allen’s belief that. Insiders report that people in some offices have less intense travel demands.C. and I only want to be a media guy’ —we look for people to be more rounded than that. “The structure is normally a principal running a project. we encourage folks to get out and kind of kick around a bit. and most of its clients are situated in and around nearby Washington. I actually had a team of 13 clients 19 . In addition.
At another. “Every path is customcrafted.” There are seven job titles at Booz Allen. they gave me resources and trusted me to do my job and gave lots of coaching and mentoring. I expected much more of a hierarchy. We each used the other as a sounding board. I often get referrals to others who may have had a similar business problem to the one on my project. I often get a quick e-mail back with a thorough explanation of their situation and some reference material. Once I had proven my credibility with [upper management]. One Booz principal says. ranging from consultant (the entry point for undergrads) to senior vice president (known inside the firm as senior The Firm partner). You get to show what you’re good at. “It’s a real meritocracy.” A WTB insider says. “When I came here. there’s a lot of cooperation. On the client site. I had two subteams. it might be a little more structured and hierarchical.” Insiders say that promotions occur faster than they used to.” says a recruiter.” And a senior associate says. “There is no official time it takes to make partner.” Another tells us. There was never any feeling of being second-class because I was junior to them. I would feel absolutely comfortable walking into a senior partner’s office here. as I would hope an associate or consultant would feel walking into my office. each with a Booz Allen associate and two clients. but job titles don’t seem to get in the way of a team effort to do quality work. Very helpful. and you cannot help but have contact and interaction. and recruiters confirm that there is interest in promoting people more quickly. This isn’t the kind of place where people try to get credit for things they didn’t do. As a matter of fact. “I have never once felt like I am being taken less seriously or prohibited from doing my job because of my level. but still. and I’ll contact them out of the blue.at one engagement.” 20 . “I was promoted to senior associate last fall and all three of the people at my level were supportive. you find yourself in a team room with all levels of people on either side of you. In reality. and you get rewarded for it.
Inc. 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 .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.
National Guard Washington. Inc.Lucent Technologies Metropolitan Life Insurance Co.C.S. Food and Drug Administration U. Police Department The World Bank The Firm 22 .S.. D. 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. Standard & Poor’s TAG Heuer Turner Broadcasting United Airlines U.
it was still not in operation.Typical Studies The Firm U. According to the FTA. With a team that included security. After the conflict. Booz Allen helped the U. Transportation Command More than half the soldiers wounded in Operation Desert Storm were taken to wrong locations and ill-facilitated hospitals. TRANSCOM officials subsequently report that TRAC2ES has saved lives during recent encounters in Afghanistan and Iraq. the Booz Allen team “identified important concerns at even the most well prepared agencies.” U. Department of Transportation Federal Transit Administration (FTA) assess the security of public-transit systems nationwide.S. during war and peace times. 23 . catchily titled the Regulating and Command and Control (C2) Evacuation System (TRAC2ES). 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. Federal Transportation Authority After 9/11. 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. to address these issues. the U. and counterterrorism experts. transportation. Transportation Command realized that it needed to drastically overhaul its patienttracking procedures.S. Five years after beginning work on a system.S.S.
Space Command. is used to streamline vast operations and locate wounded soldiers. but also implemented organizational changes. and convinced various military constituencies to accept the new system. Booz Allen devised a way to use global positioning system technology to track battlefield movement in real time.S. the bank’s stock rose 23. This project won the Pennsylvania Department of Environmental Protection’s Phoenix Award. one of the largest financial institutions in Southeast Asia. Bangkok Bank.5 percent compared to its main competitor’s 7. senior military commanders now rank Blue Force Tracking among the three most important new capabilities available to allied forces in Afghanistan. which is attached to existing satellite payloads. was on the brink of collapse. but modernized its business model. Colorado. Booz Allen not only engineered the technology. secured funding.Bangkok Bank In the wake of the Asian financial crisis of the late ’90s. overhauling 500 branches and ultimately positioning it ahead of the competition. regulatory analysis. Among other strides: Between 2001 and early 2003. To make the project work. Named “Space-Based Blue Force Tracking. Blue Force was put to use in Afghanistan.” the system. Booz Allen instituted a rapid “fix and build” program that not only restored The Firm and increased the bank’s profitability. a prestigious award that acknowledges innovative projects that return unused or abandoned industrial and commercial sites to productive uses. into a thriving. Innovative Approach to “Brownfield” Project Booz Allen used its expertise in outreach. livable community space. Space-Based Blue Force Tracking Together with the U.5 percent. and according to Booz Allen. and land-use planning to help turn long-neglected buildings in Denver. 24 . Three months before its pilottest date.
“In the 2 years I’ve been here. business is picking up in the consulting industry. but they also means there’s a good chance that you’ll see plenty of variety. They used to be 6 months to 1 year. you could find a better work/life balance on the government side of the firm.What’s Hot The Firm Short and Sometimes Sweet Though the economy is still unreliable.” Another insider says.” 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. If you’re not sure you can hack the demanding lifestyle of a commercial consultant. “The assignments in the market are now a little shorter than before. but well-defined 6. which 25 . and at least on the commercial side.” And a government-side insider warned that recent “rapid growth is causing a significant amount of work. health care. we have to be faster and more flexible in staffing people. multiyear contracts. the multimonth mega-projects still exist. One insider tells us that shorter projects can mean longer hours.to 3-month assignments. and financial services. and many government-sector consultants are based in the federal government’s backyard. Virginia. But clients are looking to get more bang for their consulting buck. especially from the lows of 2001 and early 2002.” says one associate.to 8-week engagements seem to be becoming increasingly common. “I’ve worked on several strategy and operations projects in a number of industries. Of course. insiders report that engagements are generally shorter than they used to be. including energy. WTB tends to work on longer. in McLean. So. now we work 2.
It’s not just applying the same thing over and over. Another adds.” And there’s no indication that government-sector work isn’t every bit as interesting and challenging as that of its commercial-sector cousin. “Some of my WCB colleagues travel 80 percent of the time. “because other teams come to us. “My clients are 10 miles away. business resilience for its corporate clients.” Booz Allen’s cross-firm initiative encompassing homeland security for the government sector. Cue “Enterprise Resilience. We’ll help you handle the overflow. which is a big deal for information-intensive industries such as banking and insurance.” says one WTB insider. We’ve also done war-gaming exercises. and my service offerings fit different client needs. I travel maybe 40 percent of the time. 26 . such as the CIA and NSA. One insider describes the type of work Enterprise Resilience teams have done: “If your computers all went through the World Trade Center. another insider adds. the firm recognized a need for similar services in the commercial sector. We did a bioterrorism war game involving the FDA. But after September 11.” The Firm Security Blanket Booz Allen has long worked for government agencies. “I’ve gotten to work for a multitude of clients. my team’s skills. there’s a great diversity of work. “I’ve done well at the firm by being able to adapt and figure out how my skills.” Says another.” However. If you come in hoping for that. the Centers for Disease Control. “It’s not a place where you can hang out and be a slacker.accounts for the key quality-of-life difference between WTB and WCB. I’m not on the road every Monday through Thursday. then you will be quickly overcome. Even though my team has the same technical theme. on national security issues. we could help you figure out if you should build a redundant call center. and the security needs shared by both.” says one insider.
We’re trying to help people understand the scary world we live in.” James Woolsey. its roster includes the Special Olympics. and I’m not sure I’d be able to do it at any other firm. “It’s a project that has been generating a lot of internal buzz. The event—formerly the Kemper Open. In 2004. the United Negro College Fund. a Booz Allen vice president who used to run the CIA.” says one insider. and HMOs. It’s worth noting that Booz Allen doesn’t limit itself to charitable involvement and pro bono projects with star power.C. Booz Allen signed a 3-year agreement to take over title sponsorship of the PGA Tour event in Washington. “was to be able to give back to the Washington metro community. My office takes that seriously.000 fans annually. Former President Bill Clinton is another high-profile participant in the project. We have committed to donate at least $1 million every year to nonprofits in the D. It was a 3-day game to model what would happen if smallpox broke out in a city like Detroit or Virginia Beach.insurance companies. and we treat them just like any other client. is one of The Firm the most prominent members of the firm working in this area.” Another hot pro bono project is the Harlem Small Business Initiative. Feel-Good Consulting Booz Allen makes an effort to offer its consultants plenty of opportunities to do good deeds. It makes me feel good about my consulting work. which Booz Allen works on in collaboration with Columbia Business School and the National Black MBA Association.” an insider says. Christmas in April. area. now the Booz Allen Classic—attracts more than 180. D. and Amigos de las Americas. and I think that’s kind of nice. “This is my second pro bono project at Booz Allen. “One of our primary reasons for doing this. It’s a great opportunity. In the first 23 years 27 .C. One insider working on a project for the Children’s Defense Fund says.
“We’re investing in our brand in ways that we never did before. it raised only $8 million for charity.” The PGA sponsorship also reflects the company’s current initiative to raise the profile of the Booz Allen brand. but we’re being more aggressive about getting our message out now. most of which was not earmarked for charities in the local area. [Historically] we’ve been a little bit more discreet.” The Firm 28 .” says one insider. “Our brand has never been better. So this is a huge deal.of the tournament.
On the Job • Consultants • Associates On the Job 29 .
” Though not common.” says one. a few consultants are still doing work within WCB. especially those with electrical engineering and computer science degrees. there are always exceptions. 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. That said. “It’s a reflection of the market. We also look for people with business backgrounds who can do analysis. But I have somebody on my team who has a bachelor’s and a master’s in philosophy. and the work they do is similar to that of associates.” The move away from hiring consultants into the commercial side of the firm reflects corporate clients’ preference for having more senior people on projects. According to one recruiter. We look for technical people. “The profile of the type of undergraduate we recruit for WTB varies.Consultants In 2004. However. Undergraduates from leading colleges and universities are more likely to find opportunities on the government side of the firm. because the person is very logical. the general lack of consultants on projects has not gone unnoticed by associates (MBAs and other advanced-degree holders). computer scientists—people who have information systems and telecommunications backgrounds. as one WTB insider explains. “We tend to look for engineers. Undergraduates enter the firm with the title of consultant. but it’s unfortunate because it piles more work onto associates.
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. Head out for dinner with rest of the team. media. Run down to accounting to pick up cost/revenue report before the accountants all head home. term ‘teamwork’ is 8:45 Discuss how to structure our analysis of really lived here. 11:15 Dial into Knowledge Online (KOL) system to uncover internal company resources on TV programming profitability. Leave voice mail for several communications. Quick meeting with associate to discuss modeling technique. Start developing television show profitability model. More time on the spreadsheet. The office. and technology associates who reportedly have worked on similar studies. Whoa! Plenty of new data to crunch! Day’s over.• 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. sweet home. 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. On the Job 31 . Tonight’s topic: Which slide will the partner want to change first? Home. 12:30 Ask team member to pick up a sandwich and Coke so I can keep surfing KOL. how much profit a television show generates for the network: What costs will we include? What are the direct costs vs.
There were four associates. 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 . While working on a project. and I build a tool kit that’s going to help them get to the next level. and ask the right questions in order to put it together and come up with sound results.Associates New MBAs at Booz Allen are hired as associates. I put them on a series of jobs that are anywhere from 8 weeks to 5 months. “As an associate. which vary depending on the type of engagement. test that data and check the accuracy of it. and a partner on the case. Then I tend to use the different levels of the firm as an apprenticeship program to help train them. We developed growth forecasts and looked at new markets. follow up with clients to make sure I completely understand the data. one associate reports that she “led a client team of about eight VPs and general managers. 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.” Associates are responsible for a number of different tasks.” Even relatively recent associate hires enjoy a great deal of responsibility on On the Job project teams. It’s a very different business model.” A recruiter explains the process: “We hire a kind of ‘athlete’ out of business school: someone who’s really smart and dedicated. it’s my job to gather data. I train them how to be a management consultant. two senior associates.
Meet with the officer from operations for a project update and status report.• Prepare presentations and write reports. 1:00 Back to the data collection project. My laptop just crashed—I hate the new version of Excel! Think I’ll cool off by taking a quick walk around the building. Work with consultant to reconstruct that beautiful model I lost in virtual spreadsheet land. Yes! Consultant has gathered great data on the target franchise. but lower profitability than other chains. 12:30 Quick lunch break: sandwiches in the cafeteria with the rest of the team. Time to wrap it up for the day. Discover one franchise that looks interesting—several outlets. 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. My job: Focus on opportunities in Australia and Asia. He says the company once considered opening a retail franchise in Australia but decided against it—too pricey. 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. or is it a dog? I can’t believe it. On the Job 2:30 3:00 4:00 4:40 7:00 33 . He says I’m doing a fantastic job and perhaps there’s a project management opportunity in my future. 10:30 Arrive at client site just in time for a meeting with client’s director of strategic planning. I’m thinking. offer recommendations to the officer in charge. Our job: Evaluate international retail-expansion opportunities. What’s behind this? Put a consultant on the case. Outline objectives for tomorrow’s meetings. “What about acquisition opportunities?” 11:30 Work with consultant to generate data on petroleum franchises in Australia.
On the Job 34 .8:00 8:30 9:30 Check in at the Four Seasons. Get onto the Stairmaster before the health club closes. Grab dinner at the hotel restaurant. and settle in for an early evening. call my boyfriend.
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
” She notes. “Now that I’m more through Thursday. It becomes more manageable when little less on Monday you have the courage to say. and I’ve built up a decent reputation. For example. “We say work/life balance is important.” A senior associate on the government side says. Can you you’re looking at a help me prioritize?’ The managers don’t always 10-hour day. ‘This is what I can because you’re on an achieve tonight. there are some teams that are not up to speed with that [work/life balance]. “The number-one thing I like about Booz Allen is the flexible work/life balance. ‘I will do this tonight. given certain contract and classified requirements. But let me tell you. 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. Not every team can do that. I’m home Wednesdays and Fridays with the baby.to 14the other stuff done. I can say.” says an insider. “There are some legitimate reasons why that is not uniform across WTB. and this is what I plan to achieve early flight. “but there’s the reality of consulting. but I won’t be able to get and then you’re looking at 12. however.” Still. [The firm] really values employees. Friday.’ because I won’t stay up all hour days.” The Workplace 39 . I’m overwhelmed. maybe a night anymore. in the next few days.[for work]. Says one. when the hours get intense.” 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. realize when they’re overloading you. I haven’t been at a 100 percent [work time] in the 3 years since my son was born. Booz Allen provides support. that she works in an area that allows employees to manage the work/life balance. senior.
walks of life. closely followed by the firm—not the other way around. “It’s very diverse and a little eclectic in the sense that we may all appear to be professionals and consultants upon first meeting. one could say that we have a culture where the individual comes first.” Yet another says. but once you get to know the individuals. who are very different.” says one insider.” Similarly. a government-side insider says. It’s the first thing the senior managers look at when determining how to progress someone. It’s not a platitude. Booz Allen instills a prevailing ethic that resonates clearly across the firm. It’s very much a values-based culture. People have dreams outside of consulting. “Booz Allen is a company made up of many individuals.Culture Consultants throughout the firm stress that you’ll be hard-pressed to find a single “Booz Allen type. “The people are pretty diverse as far as interests and educational backgrounds are concerned. Another says.” In fact. Booz Allen Family Values The Workplace Within its diverse workforce. “The culture of WTB is centered around a set of core values that are explicitly stated on the first page of the [employee] manual.” In fact. the word diversity is used with eerie frequency: “We have a very diverse bunch of people here—all kinds of backgrounds. but have in common that they believe in the same values. and perspectives. is assessed on them every year. “Based on that. Every single employee. it appears that at Booz Allen the only lack of diversity is in insiders’ opinions of their colleagues. you’re constantly amazed by where people are coming from and what they’ve done.” 40 . in interviews with firm insiders. no matter what level.” says one insider.
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. but you can’t be thin-skinned. “I feel that the people in my office really care about each other. People try to tear your idea apart. Allen is very challenging but also very friendly. Booz Allen exists as a relatively laid-back alternative to the BCGs and McKinseys of the consulting world. “I think Booz Allen’s culture is more down to earth and supportive than some firms.” The Workplace In general. It’s a compliment when people take your idea and pull it apart. “The atmosphere is definitely a combination of intellectual competition and camaraderie. so you have to be ready to contribute. People are always sharing knowledge and helping each other out. . not the individual. but insiders say that conflicts are rare. It’s a compliment when people take your idea and pull it apart. .Competition and personality clashes might be expected at a firm staffed by so many individualists. . “I do not find any competition between my peers within the firm. It is competitive but not in a negative sense—more collegial. You work with an intellectual set of people. [instead.” 41 .” says one insider.” But laid-back and supportive doesn’t always mean warm and fuzzy.” Says another. however knowledge is shared and there is a very familial atmosphere. 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. People try to tear your idea apart. The people are great to work with and all have very interesting and diverse backgrounds to share. The team needs to crack the case.” says one insider. so you can’t be thin-skinned. “The atmosphere at Booz “” You have to be confident enough to dispassionately sit back and pick through something you’ve just said.
if you’re just stopping in.” an insider says. staffers have assigned spaces. and it’s nice being around people I can learn a lot from and who challenge me. “There is a fair amount of variation in the subcultures of different project teams. Virginia. and I’ve made some lifelong friends here.” A New York insider says. “The people here are very funloving. have a combination of both types. office structure varies depending on where you’re stationed. your mileage may vary depending on the team you work on.” Likewise. Coworkers? Most insiders with whom we talked emphasized the balance struck between fun and professionalism at their individual offices. And there’s the bullpen. The senior associates have their own offices. “There’s a ranking system. But it’s a decent balance. I was just in with my team—a working session over lunch.” says an insider. “Some partners and job managers are very outgoing. Most of the doors are open.Friends. Romans. “Then there’s a virtual office in a hub where you come in and get assigned a place to sit. First you share an office.” 42 . associates can conduct conversation that’s both professional and social. There’s a laptop on every desk and team rooms in every hallway. headquarters. like the London office. “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.” says an insider The Workplace assigned to the McLean. Some are more in the ‘eat your spinach’ mode and head back to the hotel to do e-mail and room service.” Some offices. whereas others consist of virtual offices. Of course. In some offices. with lots of team dinners and other fun interactions. “There are people who are squatters and have their own offices. Everyone here is really smart. then the office has a window. But I also like the fact that everyone here is extremely professional. Because of the cubicle setup.
many insiders mention seasonal outings. “Social interaction outside of work really varies by level. Is there a super-robust after-hours environment? Probably less than I would like to see. but it’s difficult. “We are growing so fast on the TB side. which I think stems from the fact that we share offices and too much talking could be distracting. though. It’s not something I don’t like. Cutbacks after 2001 and the recent hiring boom have both had some effect on employees’ relationships. As you get more senior. I think people are a little gun-shy and tend to invest a little less in work relationships. I think it used to be considerably better a few years ago. happy hours. saying. but coming out of the downturn. “On the client site.Another insider counters. “There isn’t a lot of chit-chat between employees. Do we do things socially as a work group? Absolutely. we have all these new people across the firm who don’t know Booz Allen. and that’s a lot of the appeal. usually in their cohort. People are on the road. there’s a lot of social interaction.” According to one insider. In general. In terms of the office culture. and other informal social opportunities. Some offices schedule activities—like ice cream socials and citywide scavenger hunts—to get employees together. Says one insider. So this culture thing is hard. there’s a real inclination to go visit your other life and your friends outside of work. but would I participate in it a lot more? That’s difficult to say. And more than one insider mentions marriages that were made not only in heaven.” Even so. but it’s a concern. there’s definitely some of that.” The Workplace 43 . but also on Booz Allen project teams. most folks have some strong personal relationships with a couple other folks in the office. it’s a decent place to come in as an associate.” A WTB insider says the recent increases in hiring on that side are being felt among staff. so on a Friday or Saturday.
retention. Minority hiring trends tend to differ from office to office. Booz Allen’s commitment to diversity was a significant factor in his decision to join the firm: “Since I’m African-American. We have a good mix of minorities and women up to the point of the senior associate position. staff development.” 44 . We don’t have as many female partners as some of our competitors do. [but] I don’t think it’s anything cultural. policies. 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. A WCB insider says. Once people get to the more senior point. and that was a big selling point. We’re certainly not representative of the general population at higher levels.Workplace Diversity Booz Allen began a formal. though some insiders The Workplace report that the government side of the firm is more diverse than the commercial side. it meant a lot to me that Booz Allen had quite a few black partners. “There probably aren’t enough minority and women in upper management.” Still another insider says. and benefits. It meant they took diversity seriously. training. but we’re better than most of our clients. firmwide diversity initiative in 1993 and appointed a director of diversity to oversee diversity recruiting. we haven’t been able to maintain that [level of diversity]. “It’s still largely Asian and Caucasian. In 2001. “I think minorities seems to do better [here] in general. For at least one insider.” says an insider.” The firm actively recruits at minority conferences such as the National Black MBA and National Hispanic MBA conferences. not as much Latino and AfricanAmerican.
and transgendered employees). and it offers a half-day course to teach The Workplace managers how to conduct interviews that are both probing and sensitive to diversity. Asian American Professional Development. Asia-Pacific–American Forum. and GLOBE Forum (for gay. For all staff. Junior Exempt Employee Forum. open to all employees. ESL Pilot Group. coming from the top like that. is an employee-driven. lesbian.” The firm is making diversity training mandatory for its officers and principals. the company has many employee groups that support diversity in the workplace. Booz Allen also provides sexual harassment awareness training for employees. and it really gives it a lot of weight. Blacks at Booz Allen. as is Ralph Shrader. bisexual. Booz Allen Hamilton Parents Network. and Sexual Orientation in the Workplace courses.” Booz Allen’s Professional Development Diversity Series. German Diversity Task Force. Hispanic Forum. Disability Forum. “Our former CEO was a huge proponent of diversity. 45 . Insiders report that women at Booz Allen generally support one another. The firm’s Women of Greater Washington along with other site-specific women’s forums addresses gender issues at the firm.” computer-based courses designed to strengthen employees’ diversity skills. and brown-bag lunch sessions on topics such as “Interacting with People with Disabilities.Internally.” Diversity Training According to a Booz Allen recruiter. Disabilities Task Force. the firm offers courses in diversity such as “Working Effectively in a Diverse Organization” and “Managing in a Diverse Organization. Nonexempt Employee Forum. firm-sponsored series of professional development workshops that includes the Women’s Professional Development. African-American Professional Development. Latin American Professional Development. our current CEO. including the African-American Forum. offering “encouragement and mentoring. Hispanic Interest Group.
2003) In addition. and retaining a diverse workforce has garnered the firm awards and acclaim from a number of corners. in 2002 and 2003. or supervise. sponsored by the firm’s Disability Forum. 2004) • New Freedom Initiative Award (U. Moreover. five AfricanAmerican Booz Allen officers were profiled. Booz Allen has an annual awards ceremony to recognize employees who’ve made a significant professional contribution to enhancing the firm’s diversity.C. Opportunities for Women In addition to being recognized for its commitment to diversity. and the National Disability and Business Council.The firm has a diversity intranet site. “We’re 46 . the firm was among the top ten and ranked number one among consulting firms. D. and resources for staff with disabilities and the people they work with.S. Washington. 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. provides training. In the July 2002 issue of Consulting Magazine. information. Chao. work for. Its “Disability One-Stop” site. Booz Allen has been recognized for its diversity initiatives by such organizations as the Human Rights Campaign.) The Workplace • Employer of Choice (Minority Corporate Counsel Association. 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. Recognition Booz Allen’s commitment to attracting. Secretary of Labor Elaine L. Black Collegian magazine. which includes information about diversity at the firm and links to forums’ websites. hiring.
There are very few women partners. The firm should maybe give women more options. Once you get to principal and partner. selflessness. I don’t think it’s bad at all for women. Some insiders think the firm could do a better job when it comes to promoting women. at lot of diverse men. The lack of female partners to me is very discouraging. company headquarters in McLean. Virginia. Every year the firm also recognizes six of its female colleagues with the Women of Distinction Award. each with more than 620 you’re trying to start a locations across the United States. women very discouraging.” However. but we have a long way to go. The firm sponsors a number of networking lunches and forums for female employees and a new Women’s Professional Development Course. “” They’ve got the diversity thing down. family. to provide child care. This is a colleaguenominated award that honors women who exemplify strong character and spirit. the firm opened the Booz Allen Family Center. have been elected to the partnership level while working part-time. sensitivity. but it happens to be a lot of diverse men. “At my level [associate] and lower. the firm extended its child-care benefits to There are very few women partners. and employees nationwide. In September 2000. A ton more could be done on that point. In a few instances. and consulting is hard if you’re trying to start a family. there The Workplace 47 . In 2002. “They’ve got the diversity thing down. including an all-day but it happens to be a kindergarten and extended-hours care.” says a recruiter. and balance.exceptionally proud of that. by partnering with two consulting is hard if child-care companies. The lack time and offers parental leave to both male and of female partners is female employees. The firm should give women Booz Allen has allowed officers to work partmore options. One female insider says. another female insider says.
. . “Women have a hard time staying around long enough to make it.” Indeed one senior associate says.” says one insider.” In summary: “There are probably never enough women represented in the firm.” 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. but they don’t seem to fare particularly well. It’s not just Booz Allen. This is harsh to say. It’s a long slog of travel in the future of anyone aspiring to be a partner.aren’t that many role models. . but I think having a trailing spouse may be necessary to make it and have kids in this kind of environment. For those that don’t elect to have children. I think they do fine. and it crosses right though the primary child-bearing years for professional women. we do a much better job in this area than our competitors. Some part-time programs have been tried. but from what I have seen. This is really getting down to society’s expectations for women vs. “Minorities are also never represented well enough. That kind of arrangement is still rare for women. men.
“There’s a lot of stability because there’s no forced up-or-out model. 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. weekends. you’re compensated accordingly. between salaries on Booz Allen’s government and commercial business sides.Compensation Consulting firms are in direct competition for top talent. I cannot go in and work. we are very much a top-drawer firm. you’re going to be paid less. say. though in our market in the federal sector.. If I am sent to. they don’t work. “With the war for The Workplace 49 .” We expect salaries to rise across the industry for 2004–05. however. however.” WTB insiders. insiders report that the lifestyle differences are the very reason they find the salary gap acceptable.” says one.” says an insider. There are differences.” Although the firm says its salary structures are based on market rates rather than on less quantifiable elements such as lifestyle. etc. the FBI on a national holiday and they’re closed. “If you want a job where you’re not working until midnight and traveling all the time. “It’s a trade-off. In some cases I cannot even work [off premises] and charge it to the project. The price we pay for stability is lower salaries and not as boutique-y a kind of image. Booz Allen does not release specific salary information. so starting salaries don’t vary a great deal from one firm to the next. If you want a fast pace. Sometimes we can’t access the clients after 5:00. but as an insider tells us. 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. On holidays.
Compensation packages for undergrads start at around $60.” The government-sector positions pay less. in which staff can put up to 10 percent of salary. In the United States. 50 . paid personal leave to meet specified personal commitments.7 percent of eligible compensation over the Social Security wage base (if applicable).000. Commercial consultants are also eligible for year-end bonuses. and several other resources to help you achieve work/life The Workplace balance. you’ll get to choose from a selection of health plans. compared to private-sector positions. 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. Relocation bonuses are based on need. many employees are eligible for a year-end bonus based on the employee’s performance as well as the firm’s. which pay on the high side. 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 profit sharing. ECAP has two parts: a 401(k) plan.talent heating up. and signing bonuses vary widely if offered at all. Summer associates who return to the commercial sector after graduation from business school may be reimbursed for their second year of tuition. Summer internships at the MBA level pay a prorated amount based on the MBA starting salary. In addition. we expect salaries to rise more quickly than they have since the dotcom bust. and you’ll be eligible for paid parental leave. In addition to base pay.
and I don’t want you to waste that. Toys for Tots. According to one insider who has helped renovate homes in Chicago. The Neediest Kids. The Workplace “There are constant opportunities to get involved. If you ask me to help. “It’s one of the things I like best about Booz Allen. This is saying. and nonprofit arts organizations.” says one insider. Booz Allen’s intranet site includes an area called Community Relations Online. 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.” Booz Allen’s approach to pro bono and community work reflects the company culture. shelters.Civic Involvement Booz Allen’s Community Relations program helps employees participate in a variety of activities and organizations. ‘Look I see an opportunity for you be successful. more likely than not. and there is recognition for it. Booz Allen will back up an employee’s civic commitment with dollars or equipment and time allowances. the firm is going to support it. “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. “We get a lot of support from the partnership. along with announcing contract awards and job openings.” says an insider. I’ll bend over backward for you. Staff members volunteer their time by working in various community service projects at schools. I can help you be successful but I’m not going got get involved unless you ask me.’” Some of the company’s pro bono and charitable activities include work with the Special Olympics. encourages participation in various community events.” Insiders also tell us that Booz Allen has a weekly e-mail bulletin that. 51 . If you see a cause you want to get involved in. doing pro bono work. and participating in charity races. Amigos de las Americas.
Each year.” 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. Christmas in April. leadership. employee groups. incorporate professional expertise. This year’s awards came in six categories: • Individual volunteer service The Workplace • Individual leadership • Office or business unit volunteer service • Group collaboration volunteer service • Pro bono initiatives • Forum or affinity group volunteer service 52 .America’s Charities. Northern Virginia Family Services. and generate substantial impact. The firm sponsors its own Involvement and Impact Awards to honor Booz Allen individuals.000 annually for the Children’s National Medical Center. produce clear and measurable results. titled “Finding a New Balance in a New World: Combining Ambition and Altruism. and teams whose volunteer service. to name just a few. hundreds of Booz Allen volunteers help renovate houses for those in need. The firm also raises more than $50. CEO Ralph Shrader spoke out on the importance of civic involvement in a speech at Yale. or corporate citizenship demonstrate the firm’s core values. In November 2001. and the Smithsonian Institution.
no one has ever said that I couldn’t go. I’ve never had to cancel a vacation. “I usually try to plan my vacation for a time when my project workload is light. The Workplace 53 . 3 paid personal days. and 2 floating holidays that can be used at their discretion. but once I’ve made plans.Vacation Booz Allen employees are encouraged to use vacation time.” says an insider. it isn’t moved. 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.” New employees receive 2 to 5 weeks of vacation plus holidays (depending on the country). it often stunned them into silence.” Another insider says. In fact. “In the 9 years I’ve been here. not even a 1-day delay. Employees in European offices can expect more vacation time than those joining in the United States. “The thought never occurred to me. That’s also because I communicate my plans far in advance. That means that once your vacation request is set up.
Booz Allen increased its investment in learning and development by nearly 12 percent. and enhance interpersonal communication. individualized training in specialized areas. culture. that “most of the training comes from just being on the project and working with the other team members. Those from nontraditional backgrounds who join Booz Allen on the commercial side also go through a mini-MBA program. Many insiders agree. employees go through a cohort class that’s designed The Workplace to help them develop their craft and analytical skills. so a lot of the learning comes from your day-to-day work. and approach to consulting. While many companies cut their training budgets last year. it puts all new hires through 7. however.” 54 . Not only does the firm offer tuition assistance and pay for self-led.to 10-day orientations—taking place in training centers around the world—where they learn about Booz Allen’s heritage. Summer associates attend a 5-day orientation. And with each promotion.Training Training magazine ranked Booz Allen fourth in its “Training Top 100 List” for 2004. fine-tune their leadership abilities. You’re expected to carry your own weight. also giving it the “Best in Class” honor in the Professional Services Company category.
associates. are occurring more quickly than in the past. 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 .” One way or another. insiders say. Booz Allen employees—from consultant through senior vice president—tend to be on a first-name basis. Consultants. a WTB insider says that a formal mentoring program instituted in her office several years ago fizzled out. all WTB insiders sing praise for the support they receive. and employees are able to nominate themselves for upcoming projects. One way is through its mentorship program.Career Path Booz Allen seeks to develop professionals who have knowledge and expertise that is broad as well as deep. However. Booz Allen helps employees find challenging assignments and avenues to develop their careers. Most consulting firms have some sort of mentoring program. but several insiders at Booz Allen spoke unusually highly of theirs. Senior associates select a market-facing team and build professional depth through specialization in an industry or function. “I personally have about ten people who come into my office and ask. ‘Can I talk to you?’” says a senior associate. 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. and doors to offices are generally open. Staffing opportunities are posted on an intranet site. 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. Promotions at Booz Allen are based on merit and. though she also says that good guidance abounds: “We do it informally—through our assessments and through personal recommendations.
an insider says. you must be promoted or asked to leave the The Workplace company. “How quickly you progress is up to you. “Now you can drive as hard and as fast as you want. “It’s different things at different levels.” This kind of support underscores the firm’s culture in general. At early stages. it’s about managing the team. As for what gets you promoted.” 56 .” As you rise through the Booz Allen ranks. An insider says. Booz Allen’s commercial side has an up-or-out policy. I can only do that because I take enjoyment in seeing someone else be successful. But I don’t think it’s anything that I can’t get around. but everyone on your project—your mentors and your job managers—want you to succeed. “I think there’s always going to be pressure around that. it’s about delivering the work. There’s a minimum hurdle you have to surpass. you’ll have the opportunity to play a role either in content leadership (which means you’ll sell projects and work closely with clients. you get help from all over the place: from partners down to the most junior people. but people who play to one area or another are recognized.” The typical path to partnership takes 6 to 8 years. As you get more senior. That also means that you have the same high-caliber people internally who want to help you be successful. This flexibility allows people with different skill sets to find a place within the firm. According to a senior associate. There’s a sense of reality that at a certain time you either get promoted or move on. and that takes some of the uneasiness out of it.crafted.” says a recruiter. 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). You can’t be a super communicator and a poor deliverer. then about managing the client and delivering the business. So when you finally break down and ask for help. “This goes back to this whole idea of helping other people succeed. which means that at certain points in your career.
science. metropolitan area. Resumes for internship opportunities are accepted throughout the year and can be submitted online at www. economics. where the consultant spends a year broadening his or her exposure to the client’s industry before business school. Most undergraduates join the firm in the government sector.. information systems. Booz Allen sponsors the consultant in business school (provided that he or she agrees to come back to work at Booz Allen). This program seeks students with backgrounds in computer science. 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. but want the experience of working on the client side without leaving Booz Allen.com. the firm offers the Third Year in Industry program. but it also has opportunities for students pursuing degrees in the liberal arts and the hard sciences. Opportunities for Undergraduates Although most of Booz Allen’s hires on the commercial side are MBAs. 57 .On the government side. A good way to get a foot in the door before you graduate is via a Booz Allen internship.boozallen. the firm does hire from a variety of undergraduate backgrounds. Booz Allen helps a consultant find a position in a client company. business. math. and business administration. humanities. engineering. D. including engineering. and computer science.C. there is no up-or-out policy. When the year is over. and people can either move up or stay at the same level for years without any pressure to leave. In this program. The Workplace If you like consulting. Booz Allen’s government side has a technology and public management internship program with positions located throughout the Washington.
New hires are typically staffed into offices within their home countries. Many of those who participate in the summer program receive offers of full-time employment that they have 6 to 9 months to accept. Insiders report that there’s a real upward pull for people who are ready and able to take on more responsibility.Opportunities for MBAs New MBA hires start as associates on the commercial side of the firm. Booz Allen recruiters return to campus in the fall to court second-year students. 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. International Opportunities Booz Allen has an impressive worldwide footprint. they’re eligible for the same promotions and other opportunities as Booz Allen staff hired directly out of school. To fill out the balance of its full-time MBA class. and senior vice president. first-year MBA candidates are recruited on campus beginning in January for the Booz Allen summer program. At the top of the pyramid lie the lofty positions of principal. Of course. vice president. where they manage projects. After 2 to 3 years. Experienced industry professionals enter at different levels depending on their qualifications. this depends on your language skills and the market. Typically. they move up the ranks to senior associate. with representatives in more than 60 countries and offices on every continent except Antarctica. but employees who want one have a good chance of landing an international assignment. Once on board. 58 .
“We intend to look for Europeans studying at American business schools who would like to return to Europe. you’ll have a chance to lead the thinking. If you can do it.” Insider Scoop What Employees Really Like The Workplace Show Your Stuff “Meritocracy” seems to be a favorite word among insiders describing Booz Allen. In Europe. and employees are impressed by its thoroughness. “There’s a lot of autonomy and responsibility on projects. “The Japanese market is totally different from Singapore. where everything’s pretty much done in English. According to one European recruiter. We used to do this opportunistically but it’s becoming more systematic now. “You’re expected to put your ideas and perspectives in there. You have a lot of self-determination and a lot of responsibility.One insider says. “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 . you’ve pretty much got to be multilingual to build yourself a career. Says one insider.” The company’s 360-degree appraisal process is designed to reward excellence. “Everybody is very bright and the environment really pushes you. and we want to hear from new associates as much as from the partner.” Says yet another.” The firm’s European hiring trends are shifting.” reports another insider.
” It’s All About the People All of our insiders say that the people at Booz Allen are a major draw. that it relates more to their organization. team-oriented. and smart—but no ‘brains on sticks. “The people are talented and work well together. organization and change 60 .’” A European insider says. “The camaraderie is great. Once you demonstrate that you are on top of things. Many employees see this as a real plus. “The people are a lot more diverse than I thought they would be. People do have MBAs. One insider says. but they have different life experiences before that. after the first 6 months. This is my fourth consulting firm and it’s the best place I’ve been. “The people are down-toearth. Booz Allen offers a full range of consulting services in six main areas: strategy.” says one. you can design your own career. Unlike firms that offer only strategy consulting or others that specialize in operations or information technology. You need to be on top of things. It’s fun. You need to take responsibility for what you are doing.” 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. My concern was that everybody would have the standard engineering degree and then an MBA. “The people are really what keep me here.” Another insider says.at any level—you get empowered very early in the process. pragmatic.” The Workplace Square Foundation Booz Allen employees point to the company’s broad consulting base as another big positive.” 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. “I’ve had clients pull me aside and tell me they appreciate how diverse we are. A principal says.
The Workplace Relations While most Booz Allen insiders celebrate the support and mentoring they receive. Booz Allen. Not a lot. you can expect to spend a lot of time on the road. like any firm. 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. “I think that some people come into consulting and really aren’t ready for the commitment that it takes.” “” Watch Out! On the Road Again If you join the commercial side of Booz Allen. information technology.” says one insider. maybe 20 percent.” 61 . “In the areas where we’re strong. but you’ll remember that 20 percent well. and global assurance. the travel demands are much less onerous. many Booz Allen consultants spend lots of time away from home. is subject to personalities. According to one insider. “We really kick the tires on any strategy we propose. 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. According to one insider. “Some partners bring a style that can be tiresome: micromanage. technology management. we build strong relationships with clients. pushpush-push. 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. especially if you have kids or someday want to!” On the government side of the business. operations.leadership. or arrogance.
but there’s also a lot of self-direction. you might be happier somewhere else. “You should become really proficient with financial analysis and doing spreadsheets and modeling in order to get respect at this firm. If you think you’re getting into consulting to get away from networking. But keep in mind that Booz Allen isn’t looking for employees who are brilliant with data but bad with people.” Not to worry. Another insider says. There is a whole mentoring program and a staffing group that take people in and ramp them up. “A lot of one’s success at Booz Allen depends on the network and alliance that you can build for yourself. that’s definitely not the case. and I’ve done just fine. but you can’t relay that message in a convincing manner. If you’re not comfortable being selfmotivated and assertive about getting ahead. This is coming from someone whose personal weakness is quantitative analysis. insiders acknowledge that the firm places a relatively heavy emphasis on The Workplace quantitative analysis.Looking Out for Number 1 Insiders say that once you finish your training (which one describes as “really quick”). well. According to one insider. but it is something I’d tell people to be aware of.” If you’d rather spend your time dealing primarily with people issues. adds this insider: “It doesn’t feel as yucky as it sounds.” Another insider tells us.” Data-Heavy Though Booz Allen does its share of work on organizational and people issues. especially among partners.” says an insider. you’re pretty much on your own. “If you have all the answers. “People have to be aggressive in managing their own careers. You can’t be a passive player and walk in the door and expect everything to work out perfectly for you. it’s useless to us and to the client. 62 . Playing on stereotypes. Booz Allen may not be the place for you. one insider notes that the firm might be a better fit for those coming out of MIT’s business school than Harvard’s.
Getting Hired • The Recruiting Process • The Interviewer’s Checklist • Interviewing Tips • Grilling Your Interviewer Getting Hired 63 .
it helps to know someone. Secondary to that is responding to the posting in the website. things are looking up. In some cases. Insiders we spoke to think this is an important opportunity to likewise help candidates decide whether Booz Allen is a good match for them. and recommendations for prospective hires. An insider from global operations says. hiring is now up all around.” which offers useful analytical frameworks. Booz Allen likes students to have as much contact as possible with the firm before the interview. 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. The “Careers” section of Booz Allen’s website includes a document entitled “Interviewing Tips and Case Primer for Commercial Consulting Candidates. “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.” says one commercial-side insider. Booz Allen has been on campus recruiting every year since 2001. and according to several insiders on both sides of the firm. case examples. “We’re increasing our MBA recruiting over last year. This helps determine whether the student will fit in well at Booz Allen. As in most companies.The Recruiting Process After a few very bad years for MBAs and undergraduates hoping to work in consulting.” 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 are looking for more than a good analyst or a good writer.” (For a rigorous review of case questions. Our cases are based on prior client work of the people doing the interview. check out WetFeet’s Ace Your Case series at www. And if you don’t think ahead of time about the key things in your life that have helped make you successful. but is now emphasizing the general resume review as well as conversation to determine how the candidate manages his or her work. “It’s a critical part of the evaluation process. I didn’t feel like they were trying to trick me. The company seeks people with a demonstrated record of “” We are looking for more than brains on a stick. One insider says.WetFeet.” says one recent hire. You think that it should be easy to answer questions about yourself. accepts responsibility. and so on. you’re not going to be able to answer the fit questions very well.com. According to one recruiter. achievement in a career before attending business school and an intellectual track record in school. and then be able to talk about those in an interview and relate them to your resume. We are looking for more than a good analyst or a good writer. “We are looking for more than brains on a stick. Booz Allen relies on case interviews to test a candidate’s analytical abilities.” More than one recent hire we spoke to emphasized that the case interview is the best opportunity to stand out from the crowd. back-to-back interviews. There was a logical flow. Cultural fit also weighs heavily in candidate assessment.is being considered. We are also looking for leadership skills. but you’re not likely to have done that in as stressful an environment as a case interview. Second and third rounds usually involve multiple. “Practice the case interview.” Remember. “Where most people fail is that they do not prepare for the ‘fit’ part of the interview. We are also looking for leadership skills. deals with conflict. everyone Booz Allen is likely to interview is going to be smart and accomplished. During my case interview.) Getting Hired 65 .
” Once you’re in. but we have to communicate that to our client. and how you solved them. business. and we support that. “The firm gives $5. but we look for the best talent. In an interview I try to probe their analytical thinking process. computer science. We’re doing analytical work. A typical interview question I’d ask of a college hire: Give me an example of a project you had.” Expect several rounds of interviews.” Insiders also emphasize that communication and writing skills are important. “We don’t look for a position per se.000 per year toward tuition. Says one recruiter.Undergraduates Currently. Be sure to highlight any government. national security. “We look for a candidate. A lot of them go back to school as part of their work with us. it now promotes the pursuit of MBAs for some of its employees. the problems you encountered. I like to tell people to come prepared with three things that they’ve built and white papers.” an insider reports. “We try to encourage folks to go to more of a state school. Booz Allen will help you move ahead. But according to one recruiting insider. then obviously relevant experience. or defense industry internships on your resume as well. Where the WTB side used to encourage only technical degrees. Undergraduates with engineering. We like to have writing samples.” says one WTB recruiter. Interpersonal skills and analytical thinking are probably the top two criteria. I want to make sure these people can write. but we still hire a large number of undergraduates. and public policy degrees are likely to attract the most interest. “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.” says a recruiter. where they can take more classes [for that money]. “University recruiting is not a large percentage of the recruiting we do for the government business.” 66 . “We’re looking for someone who can communicate their thought processes.
” Says another. WTB seeks candidates with government experience.” Getting Hired 67 . midcareer candidates must survive several rounds of interviews that include case questions.” says one insider hired out of B-school. candidates with security clearances are especially attractive to the firm right now. The governmentsector side of the firm in particular brings in large numbers of experienced hires. “People with high-level security clearances are extremely precious and few and far between. step by step. “I know that interviewers derive many questions from cases they’ve been staffed on. Contact the Booz Allen location of your choice. They want to see how you can establish a framework. Like college hires.MBAs The best way to get your foot in the door is to sign up for the on-campus interviewing program at your school. It can take up to 18 months to get a security clearance. to arrive at a logical solution. “I was asked many case questions in my interviews. 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’ve done it. Aside from it taking 12 hours to get from Detroit Getting Hired to New York. 68 . Booz Allen designates a specific person to coordinate each campus recruiting effort. it wasn’t bad at all.” This is to say that whoever hired this insider’s traveling companion found somebody who was enjoyable company for those 12 hours. 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. would I go crazy?” An insider elaborates: “You hear about that airport test. “If I were stuck at an airport with this candidate.The Interviewer’s Checklist To give candidates a more consistent interviewing experience.
Booz Allen won’t necessarily be looking for the right answer as much as for evidence of how you think.” 5.. Know your resume. “If you can quantify things. “Your resume is supposed to be a list of the most important things you’ve done on one page. be sure to pick those that are easy to handle (e. One tip from our experts: If you get a question that requires discussing numbers. you may just convince them that you’re nuts!) 4. Take the time to structure your response. “A lot of the time. Many don’t know what’s on their resumes. 10. “But it’s all a list of actions and results. It’s not a list of how you actually did those things. (Then again. Consultants really get turned on by coming up with excellent solutions to difficult business problems. Your interviewer will also want to see that you’re comfortable with numbers. You should take a problem. can’t explain why they want to work for Booz Allen. So if you sit down for an hour with your resume Getting Hired 69 . slouch in their chairs. I see people giving their gut answers right away.” a commercial-side recruiter tells us. you may convince your interviewers that you’re Booz Allen material. Booz Allen recruiters tell us that candidates often earn dings long before the case arrives.000. Practice case questions if you’re applying to Booz Allen’s commercial business. that’s great. 250 million). and otherwise project a low-energy demeanor. Demonstrate your enthusiasm for the intellectual side of consulting.g. 2.Interviewing Tips 1. 3. break it apart. If you can talk convincingly about how that will turn you on. and analyze.” says one insider. 100. 1.
cowboy. Basically. whereas the Worldwide Technology Business serves government and institutional clients. Getting Hired 70 ..” 7. 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. you’ll be much better prepared to answer any question that anyone asks you about yourself. Know the difference between WCB and WTB.” 6. How did I actually get this stuff done? How did I handle people and pitfalls that came along the way. the Worldwide Commercial Business serves commercial clients. That’s Booz Allen to you.and think. etc. It’s also a bad idea to refer to the firm as “BAH.
• 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. 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 . while the “Well Done” ones will help you put the fire to your interviewer’s feet.Grilling Your Interviewer This is your chance to turn the tables and find out what you want to know about Booz Allen. 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. the samples below should get you started. Rare • Give me examples of recent projects undertaken by the firm. In the meantime. 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 .
not just a few years. More loosely. Collins and Jerry I. For example. Benchmark. Beware: Unauthorized use of these terms has been known to seriously offend every known species of consultant. in which they destroy the myth that the core product is more important than the vision the company espouses. Pronounced “two by two. 2x2. BHAG. we’ve asked our insiders to give us the most up-to-date consulting jargon. Here’s another standard-issue item from the consulting toolbox. Porras. It’s basically a graph with X and Y axes that cross in the middle.” this is a favorite consulting tool used to analyze a number of items along two dimensions. This buzzword comes from the book Built to Last (see next entry). Don’t be surprised if you’re asked to produce one of these during your interview. The term now enjoys widespread usage as describing a company with a strong culture based on a core ideology or identity. creating four different sectors. 74 . a software firm might hire a consulting firm to do a benchmark study on how much other firms are spending on customer service. Built to Last. A benchmark study is an analysis of the performance of a number of companies along specified dimensions. it refers to those firms that want to be around for many decades or centuries. Big Hairy Audacious Goal. Benchmarks are levels of performance or output against which you can evaluate the performance of something else.For Your Reference Consulting-Speak To help prepare you for both your interviews and a possible career in the field. A book written by James C.
your interviewer will give you a set of facts and ask you a question to analyze how you structure a problem.) “Business design is about what you do. and Colombo yogurts came to life. computers. “Suppose a client asked you to figure out why his business is experiencing an unusual decline in sales and a severe cash flow problem. 75 . and Internet).” (The bottom line is profit. what kind of people would they be?” Change management. it’s about growing your bottom line. “If Dannon. “How many dimes are currently in circulation?. as in.For Your Reference Business design. wireless. Things a company does best. It’s your channel. In a case interview. and media—or “converging” industries. and the PC will someday all become one. think it through. Core competencies. Consulting services in telecommunications (cable. Convergence. Customer relationship management (CRM). It has everything to do with whom you hire and what they do. Yoplait. when really it’s just muddying up an already fuzzy concept. your product. it’s not about growing your top line. The thinking is that the Internet. The top line is sales. how you gear up the troops. the PDA. the telephone. Communication technology that helps companies manage customer information. such as. Here’s a $5 buzzword that sounds like it’s making things clear.” or business-related. 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. and ultimately come up with a solution. Here’s a consultant’s definition: “For a company. wireline.” Case interview. how you execute your offering. as in. the TV.” They could also just be wacky. Case questions can be numerical.
the more analytical you’ll sound. most firms shifted their focus from reengineering—which often meant downsizing—to growth. A popular consulting project during the ’90s. a framework is any kind of structure you can use to look at a problem.For Your Reference Deliverable. It can be as simple as. but you’ll impress your interviewer if you get it right. and inventory. Interviewers often note which term you use— just to see whether you’ve read the company literature. Growth. Deliverables typically come with dates (when you will deliver). that’s your deliverable. like Porter’s Five Forces. ERP spurred doubledigit annual growth for firms. for instance. Growth involved taking a small private start-up from.” Or it can be something more MBA-ish. 76 . Framework. The reason? Too many consulting firms were criticized for leaving behind a big stack of slides that never resulted in any action by the client. Basically. 25 or 30 employees to more than 500 and going public. An IT solution to streamline operations by connecting all parts of a business electronically—including HR. As a result. all of the firms talk about how they work with clients to make sure that their expensive analyses and recommendations are actually implemented. nobody admits to doing just pure strategy work. The product or solution you give (deliver) to the client. “The company’s problems stem from both internal and external factors. Enterprise resource planning (ERP). Using the wrong word is not an automatic ding. These days. say. and the more you use them (up to a point). Implementation. From 1997–98 to around 2000. If you promise an analysis of shipping costs. billing. Consultants love frameworks. These are all different ways in which the firms refer to a specific project. Engagement/project/study/case/job.
In the traditional consulting project. so there’s a chance you’ll be able to leave the office early. do your laundry. marketing communications. Billing based on performance. Many consulting firms do a big business providing operations advice. the presentation was the means by which a consulting firm shared all of its insights and recommendations with a client company. Although you won’t necessarily see any sunshine here. public firms are turning to these services because they create stable revenue flows. payroll management. Outsourcing. it’s still a popular drill at most firms. pay your bills. and data processing. In a manufacturing company. Operations refers to all of the day-to-day tasks associated with the running of a company. you also won’t have to be any place in particular. To reduce overhead expenses. lots of companies are turning to outsiders to provide many of the functions and services traditionally done inhouse. this just means that they help clients run their businesses better. this includes the buying and processing of raw materials as well as the sale and distribution of the final products. 77 . At the simplest level. rather than strictly on hours. this refers to any period of time during which you aren’t staffed to a project. 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. Presentation. Although the standard overhead slideshow is now considered a bit sterile.For Your Reference On the beach. Increasingly. which their investors like. Pay-for-performance. The client’s top management team would assemble in a boardroom. In consulting. and maybe even see your honey. Popular candidates for outsourcing include accounting services. Operations.
Value chain analysis. A money-making opportunity in an area you aren’t set up to make money in. 78 . Reengineering lost its cachet in the mid-’90s. If you’re heading true north. or an untapped source of growth. Sexy terms for an office setup in which nobody has a personal desk or office. and they engage lots of consulting firms to help them do it. Means you could be hanging out with the clerks at Kinko’s. Shareholder value analysis. True north. White-space opportunity. from the gathering of raw materials needed to make the product to the delivery of the final product to the customer. a reengineering project was supposed to involve a complete rethinking of a company’s operations from ground zero. each stage adds value to the product. you’re moving in the right direction. An analysis of all of the processes that go into a product. Think of it as an unbridged gap between what you do and what others do. to analyze shareholder value. The place you want to get to. The goal of many companies is to enhance their value to shareholders. There are all manner of ways. At best. proprietary and not. In its purest sense. Virtual office/hoteling.For Your Reference Reengineering.
Washington Post.and public-sector business capabilities thereby making it stronger and more successful overall. Interview with Ralph Shrader In this interview. 5/16/04.” and quotes CEO Ralph W. Region Job Market Has Look of a Boom” Last year. Booz Allen CEO Ralph Shrader discusses the recent upswing in hiring on both the government and commercial sides of the firm. in support of the firm’s effort to apply private-sector technological solutions to government issues.” and “We hired close to 3.S.600 jobs were added to the D. as an example. we’re back in the hiring business big time.” Source: Neil Irwin. Shrader as saying.” It cautions that over-reliance on government tax and spending policies to boost an economy can be risky. It focuses on Booz Allen. It also describes Booz Allen as being “on a hiring binge. which credits that boom in part to government spending. 60. according to this article. but the short-term prognosis is generally upbeat.-area job market. “This year. which he calls “a major player” for Booz Allen today.350 more people than it had originally planned last year. illustrating how Booz Allen’s work with the U. “This year everyone is starting to feel good again. Part of the summary includes the news that Booz Allen hired 1. saying.600 people last year in the public-sector space—there aren’t enough MBA students in the major schools to fill all those spots. Food and Drug Administration 79 .For Your Reference Recommended Reading “D. He uses the health-care industry.” He also describes how the firm is able to cross-pollinate its private.C. 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.C.
on average. The paper says. the article contends. 47% consider their firms’ morale to be no better than neutral.457 consultants from 50 of the profession’s 75 largest firms.” 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. Fortune. that highlights the inefficacy of the modern MBA.” The difference. Anne Fisher says she’s been hearing a lot lately from disgruntled MBA-holders who can’t get work. Source: Consulting Magazine. recently written by two business school professors. As an advice columnist for Fortune. 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. Source: Anne Fisher. “Half of Consultants Aren’t Happy With Their Jobs” This article discusses the results of a 2003 Consulting Magazine poll. 6/14/04. according to extensive research by the firms themselves.” and includes the current glut of MBA degrees in a stagnant market as one of the reasons MBAs aren’t getting jobs. they did their jobs just as well as or even better than their MBA peers. which found that “of 5. “There is little evidence that mastery of the knowledge acquired in business schools enhances people’s careers. is that as the 80 . 3 weeks of on-thejob training—after which.” The implication follows from there.For Your Reference makes it better able to assist pharmaceutical companies seeking to bring new products to market. Those folks (most of whom had only undergraduate liberal arts degrees) got. July/August 2004. between this and last year’s similar findings. She goes on to outline a scholarly paper. “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.
” 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. et al. Source: Consultants News. many consultants who are dissatsified with long hours and diminishing returns are now leaving the profession. 81 . 3/29/04. 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. figure decision making at the company is a tortuous process.” and “Ask the interviewer or the company representative about her own background. Wall Street Journal. who says. The article includes tips from a Booz Allen representative. the Booz Allen source lends insight into what is particularly valued at his firm.” underscoring that Booz Allen and its employees fared the tough times relatively well with work/life standards mostly intact. “If you have 10 interviews [for the same job] in three months. November 2003.” Aside from offering good advice for jobseekers.. Does the company bring in people from eclectic backgrounds? That says a lot about what you’re likely to find at the firm.For Your Reference economy recovers and industry begins hiring again. and compare the responses among individuals. Source: Karen Hube. “Culture Club” “I got my best information by arriving early and speaking to the receptionist.
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.
president. chief human resources officer Recruiting Contacts Interested candidates can post their profiles or apply for a specific job through the careers section of the Booz Allen website at www.com. president. Worldwide Commercial Business Horacio Rozanski. U.For Your Reference Key People and Places Key People Ralph Shrader. chairman and CEO Dennis Doughty.S. The company will not accept e-mail or paper resumes.boozallen. 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 . Worldwide Technology Business Dan Lewis.
For Your Reference Major Offices North American Offices (Commercial Sector) Atlanta Boston Chicago Cleveland Colorado Springs Dallas Houston Los Angeles McLean. Virginia (corporate headquarters) Miami New Orleans New York (commercial headquarters) Philadelphia San Antonio San Diego San Francisco Tampa Washington.boozallen. go to www. 86 .C.com. D. International Offices For a complete listing of Booz Allen locations around the world.
WETFEET’S INSIDER GUIDE SERIES JOB SEARCH GUIDES Getting Your Ideal Internship Job Hunting A to Z: Landing the Job You Want Killer Consulting Resumes Killer Investment Banking Resumes Killer Resumes & Cover Letters Negotiating Your Salary & Perks Networking Works! INTERVIEW GUIDES Ace Your Case: Consulting Interviews Ace Your Case II: 15 More Consulting Cases Ace Your Case III: Practice Makes Perfect Ace Your Case IV: The Latest & Greatest Ace Your Case V: Return to the Case Interview Ace Your Interview! Beat the Street: Investment Banking Interviews Beat the Street II: Investment Banking Interview Practice Guide CAREER & INDUSTRY GUIDES Careers in Accounting Careers in Advertising & Public Relations Careers in Asset Management & Retail Brokerage Careers in Biotech & Pharmaceuticals Careers in Brand Management Careers in Consumer Products Careers in Entertainment & Sports Careers in Human Resources .
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one day. Every time he went hunting in the Maine woods. And he did. consulting services. Our team members. WetFeet Insider Guides provide you with inside information for a successful job search. . Think of us as your own private research company whose primary mission is to assist you in making more informed career decisions. WetFeet’s services include two award-winning websites (WetFeet. and very literally.Who We Are WetFeet is the trusted destination for job seekers to research companies and industries. Leon Leonwood Bean got his start because he quite simply. his shoes leaked. we needed products like the WetFeet Insider Guides to help us through the research and interviewing game. “So. was born . and entertaining way. Bean. and he returned with soaked feet. At WetFeet. he decided to make a better hunting shoe. The quality of our work and knowledge of the job-seeking world have also allowed us to develop an extensive corporate and university membership. and they lined up to buy their own pairs of Bean boots. WetFeet was founded in 1994 by Stanford MBAs Gary Alpert and Steve Pollock. The lesson we took from the Bean case? Lots of people get wet feet. About Our Name One of the most frequent questions we receive is. the company. So. and our exclusive research studies.L. . share a passion about the job-search process and a commitment to delivering the highest quality products and customer service. And that’s exactly what we’re doing at WetFeet. who come from diverse backgrounds. we do the work for you and present our results in an informative. and add thousands of dollars to their compensation packages. such as the annual WetFeet Student Recruitment Survey.com). credible. Today. But they didn’t exist. While exploring our next career moves. avoid illfated career decisions. And he told his friends. but entrepreneurs make boots. Bean. WetFeet serves more than a million job candidates each month by helping them nail their interviews.L. And L.com and InternshipPrograms. . So we started writing. had a case of wet feet. In addition. the successful mail-order company. and manage their careers. all because a man who had wet feet decided to make boots. Web-based recruiting technologies. what’s the story behind your name?” The short story is that the inspiration for our name comes from a popular business school case study about L.
what recruiters are looking for. innovative. • About the workplace at Booz Allen. WetFeet has earned a strong reputation among college graduates and career professionals for its series of highly credible. and diverse. combining management strategy with technological expertise. Booz Allen is among the most respected consulting firms in the industry and a top choice for recent graduates and MBAs. and tips from Booz Allen insiders for acing the interview. no-holds-barred Insider Guides. WetFeet’s investigative writers get behind the annual reports and corporate PR to tell the real story of what it’s like to work at speciﬁc companies and in different industries. as well as their colleagues’ distinct backgrounds and personalities. from top to bottom. The firm’s long-term commitment to its clients keeps the work not only interesting.Careers/Job Search Prestigious. travel. www. • About typical responsibilities and day-to-day life for analysts and consultants. Insiders consistently laud the firm’s open. Turn to this WetFeet Insider Guide to learn • How Booz Allen has fared in the challenging economy of recent years. • How the firm is organized. Booz Allen may be the place to be. including the lifestyle.WetFeet. supportive culture and commitment to employee development. and training.com . but also fulfilling. • What the recruiting process entails. hours. • What employees love most and like least about working at Booz Allen. If you think you’re ready to take on challenging assignments. compensation. culture.
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