Avasant LLC Asia

Vault’s Verdict

Working on complex problems closely alongside senior leaders and clients in a flat hierarchy, consultants at Avasant’s APAC locations enjoy the firm’s strong opportunities to build their experience and careers. The firm offers basic formal training and lots of on-the-job learning, with a standardized promotion process that can lead all the way to partner for talented employees. 

To help employees connect with each other, the firm regularly hosts offsites and team-building events. It also provides a great deal of flexibility, with staff largely being able to manage their own hours as long as they meet their deadlines. Many work remotely at least part of the time. Of course, serving international clients means that sometimes fulfilling obligations involves working at awkward hours to interface with clients in different global time zones, which some insiders view as challenging.

Compensation at Avasant receives mixed reviews, with some consultants seeing it as competitive and others seeing it as below-market. However, the firm’s pay package does include a variable component, plus the firm’s Avafit program to support mental and physical wellness.

Employee Reviews

Firm Culture

• “Company offsite and team building events.”
• “Encourage fitness.”
• “Talent is immediately recognized. I joined as analyst 11 years back and became a partner in 10 years.”
• “Good opportunity to grow in a flat hierarchy.”

Quality of Life

• “Enough flexibility to accommodate the extended working hours and no micromanagement. Challenging problem statements require frequent brainstorming with client stakeholders, due to which work gets stretched due to time zone differences.”
• “No work-life balance. The India team is expected to work in both India working hours and then be available round the clock to present as per clients' availability in global time zones.”
• “Flexible work hours are the best aspect. Good culture.”

Career Development

• “Immense opportunities with complex problems to be solved. Colleagues and seniors are always there to sit down and develop frameworks to help simplify problem statements. Sometimes, new and complex opportunities are so new that it requires extended hours to first understand the domain and then align on Client's requirements and expectations.”
• “The team is supportive but the training programs, both internal and external, are very basic in nature.”
• “The best part will be the flexibility, and the worst part is the lack of proper structure in the teams.”
• “Promotions and career development is a well-oiled process. Performance reviews are done regularly.”

Compensation

• “Variable component.”
• “It is good as compared to the market.”
• “The compensation is significantly below the market compensation for similar roles considering the level of education and the overall experience. There is no performance discussions. There are significant deductions in the variable component without any reason. This is despite the fact that the business and individual goals are met 100 percent as laid out at the start of the year. There are no discussions, no feedback, and no transparency. Even the promotion cycles are very slow, with no defined roadmap and career path. It all depends on the firm’s current requirements. And, in the rare case when there is a promotion, it is only restricted to designation change and increased responsibilities, without any increase in the compensation.”
• “Avafit program pushes employees to take care of mental and physical wellness. Avasant supports in participation of annual Marathon events.”

Inclusion

• “We do not discriminate.”
• “High ethics and standards. All employees are treated equally and respectfully.”

Business Outlook

• “Always future-forward.”
• “Avasant has proven to be ahead of its times.”

Hiring Process

• “Fast.”
• “Good process.”

Interview Questions

• “Technical interviews coupled with case study.”
• “Questions are based on capability, experience, motivation, etc.”

Uppers

• “Remote work setup, training opportunities, fulfilling consulting role.”
• “Opportunity to learn and grow, culture, compensation.”
• “Flexible hours, learning opportunities, independent responsibility.”
• “Future looking outlook, flexibility, and quality of work/engagements.”

Downers

• “Extended hours due to nature of work in this industry.”
• “Work-life balance.”
• “Poor yearly increment.”
• “Work pressure.”