Heidrick and Struggles EMEA

Vault’s Verdict

New to our EMEA survey, Heidrick & Struggles boasts a supportive and collaborative culture, underscored by a strong client focus and trust among colleagues. The firm values flexibility, offering hybrid working arrangements that contribute to a favorable work-life balance. Early responsibility and close interaction with senior consultants provide enriching learning experiences.

However, the demanding nature of consulting work and internal processes can pose challenges, including work-life balance and stress. For professionals seeking a dynamic environment with a blend of client engagement and intellectual stimulation, Heidrick & Struggles offers a promising platform.

Employee Reviews

Firm Culture

• “Amazing people to work with and really making a difference with our clients.”
• “Great place to work if you are an independent-minded, accountable individual.”
• “It is rare to work with so many people who are both of good character and highly competent.”
• “The ability to work with high-quality people from around the world and the investment that the firm makes in its staff at all levels really do differentiate Heidrick.”
• “Working with our top-level clients and candidates and helping them to reach the next level. No two similar workdays.”

Quality of Life

• “Best aspects: Flexibility, working relationships. Worst aspects: Work/life balance - taking time off and coming back to overwhelming workload.”
• “Consulting is not a 9-5 gig—so it’s expected to work flexibly. I am OK with that as we have flexibility back. We have a very strong wellness ethos and support programs.”
• “Flexibility & autonomy is great. The volume of work can mean it’s very challenging to have a good work life balance.”
• “Offers flexibility to work from home when convenient for clients; changing the outdated need for ‘presenteeism’ has been a massive positive change in the consulting industry since COVID.”
• “Work is exciting but as is often the consulting way very demanding. To be fair to the Heidrick leaders, this is often more driven by demanding clients than the company.”

Career Development

• “Clear process and requirements for promotion.”
• “Great pathways & opportunities for traditional client-facing roles, slightly more difficult to know the options for back-office internal roles.”
• “Strong and clear pathway for promotions. Opportunity to work and learn on a variety of projects.”
• “There are two sides to the same coin, I love the freedom at its best, but it can feel a bit isolated at its worst.”
• “We are given a lot of trust, autonomy, and scope to make an impact on our clients and therefore can do a lot of on-the-job learning.”

Compensation

• “Best: Good bonuses. Worst: Not enough clarity around how pay changes with promotion.”
• “Best aspects: Holiday policy, additional days off between Christmas and New Year’s and for World Mental Health Day.”
• “Limited benefits.”
• “No issues regarding compensation, this is competitive.”
• “The compensation package is good, but it would be vastly improved if we could buy and sell holiday days.”

Community Engagement

• “Employee Resource Groups, partnership programs, charities, and philanthropy.”
• “The company has many ERGs regarding women, ethnic, and LGBT colleagues.”
• “The firm is making a very big effort in terms of diversity of all types.”
• “This is the best place I have worked in terms of DE&I as a lived value.”
• “We have a good program and monthly virtual meetings regarding raising awareness.”

Business Outlook

• “Employee morale is good, and we set ourselves ambitious goals.”
• “Interested in our next 5-year strategy.”
• “Pleased that the firm is not excessively short-term in focus when it comes to making investments.”
• “The market is a bit unpredictable right now; however, our model is equally responsive to a growth market and a recession market.”
• “We are a global company but sometimes I feel we still are a bit too much ‘American’.”

Hiring Process

• “Candidates are usually graduates—this is not always necessary.”
• “Innovative, good at problem-solving and cultural fit.”
• “It is effective and the candidates are kept updated.”
• “Typically 4 to 5 interviews plus psychometrics and Swift with a Competency-Based Interview.”
• “We are a consensus-based firm, so the interviewing process may be a little long, but that helps win buy-in for someone when they join.”

Interview Questions

• “Examples of proactive BD campaigns they have run.”
• “Please provide an example where you needed to be courageous. What was the situation, what did you do, and what did you learn through the process?”
• “Tell me a little about yourself & current role.”
• “What attracted you to this role & Heidrick’s?”
• “Why are you leaving your current role?”