Vault’s Verdict

Kearney’s EMEA offices offer a high degree of autonomy and international mobility for would-be consultants who can effectively navigate the organization. Insiders say the firm empowers them to organize their daily work schedule, dictate how much they want to travel (although travel is frequent with many cross-border projects), and where to work from. It can require making connections with influential senior staff, but international mobility is a real possibility.

Work hours can be long, but the firm makes a concerted effort to promote work-life balance. Most consultants do not work weekends, and many leave early on Fridays. However, they still get exposure to high-stakes projects and big-name clients. 

According to insiders, the firm offers a strong salary package, with good equality across consultants of the same level and excellent pension contributions. Consultants enjoy a variety of benefits, such as, in some offices, on-site massages and a wellness stipend. In the current macroeconomic environment, the firm has slowed some promotions, which has delayed salary progression, but for many, the combination of international opportunities and autonomy more than make up for it.

Employee Reviews

Firm Culture

• “Family flex policy, high flexibility within teams.”
• “Best aspects are the hours worked and firm culture.”
• “Exposure to high-stake projects, big clients, steep learning-curve, smart and fun colleagues.”

Quality of Life

• “There are some very long days but also some very dead days when you have nothing to do—it all depends on the project that you have. Overall, if you are organized, you have some time to go to the gym or spend with your family. Important to note that there is no work done on the weekends and usually everyone wants to finish early on Fridays.”
• “Very much up to the individual how much one wants to travel and where to work from. High number of foreign projects do however mean bigger risk of having to travel.”
• “Extensively dependent on current market developments.”

Career Development

• “Promotions usually are in line with the internal timeline; however, they can often be delayed even if your performance is good enough to promote.”
• “High mobility in terms of both country and practices. Career development somewhat stalled due to macro-environment.”
• “Best aspects would be the international opportunities and mentoring. Worst aspects would be the fact that promotions take longer than peers.”
• “Promotion policies are inconsistent throughout regions. Internal mobility opportunities arise only after you start to get to know senior people that can facilitate them.”

Compensation

• “It’s very high and includes pension—and that pension is a large part of the pay package.”
• “Good pay, equal pay. Lack of transparency across positions.”
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• “Health insurance paid for. In some offices bi-weekly massages and financial support for wellness related activities. Company events include wellness activities.”

Inclusion

• “Several initiatives covering these aspects.”
• “Good balance between men and women.”

Hiring Process

• “Usually four interviews, widely ranging from very structured case studies to unstructured market estimation discussions.”
• “Not an easy process, but with good preparation it is doable.”
• “Business students with experience from student jobs. Also looking for experienced hires.”
• “CEMS is a strong recruiting channel.”

Interview Questions

• “Focus on cultural fit and work ethic.”
• “Typical interviewee-led case.”
• “Deep dive on technological questions and their relevance for strategy.”
• “All of the basic ones.”