team by team is different, mine wasn't good for me - werkgeversreview Anonieme werknemer bij Booz Allen Hamilton

2,0
2 apr 2010
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

-work/life balance (flex time is great allowing you to shift hours from one week to another) -L1->L3 can be done quickly giving you a resume boost for jumping ship -lots of opportunities if you don't mind switching teams

Minpunten

-not consistent experience team by team -my management was very weak (extremely poor people development, no transparency, bad communication) -company seemed to be going the way of staff augmentation -not consistent quality (was often times very dissappointed with the quality of employees we hired) -interview was a joke (no real questions, young poor interviewers just checked to see if you could breath and talk)

Ontdek andere reviews over Booz Allen Hamilton

5,0
13 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

-Treated well by company in all areas except salary -Part of a team of professionals

Minpunten

-Pay -Stock discount is 5%

3,0
8 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Strong mission-focused culture with meaningful work supporting national security missions. Great exposure to diverse projects, talented teammates, flexible work arrangements, and opportunities to develop skills across security, intelligence, cyber, and consulting. Benefits and professional development resources are solid.

Minpunten

The company culture and employee experience have changed significantly in recent years. Earlier years felt more mission-focused and employee-centered, while recent organizational shifts, government spending pressures, and increased emphasis on becoming a technology-focused company have created uncertainty for some employees. Frequent changes in priorities, restructuring, and business decisions can make job stability feel less predictable. Employees may sometimes feel disconnected from leadership, and concerns raised through HR or management channels do not always appear to result in meaningful action or transparency.

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