Vault’s Verdict
One word pops up over and over when reviewing Kenway Insiders’ responses to our survey: Unique. Insiders constantly go back to this word to describe Kenway’s approach to their professional development, to work-life balance, and to client delivery.
Kenway consultants love that the firm offers them the ability to customize their work-life balance and professional development. At the beginning of each year, each consultant sits down with their manager to plan how many hours they want to work and how much vacation they want to take, and the firm goes out of its way to honor those targets. The firm is happy to train its consultants in new practice areas to expand their skillsets around topics they find interesting, and promotions are based on merit, not tenure.
That said, if you don’t thrive in an entrepreneurial setting, the firm might not be a great fit. While the firm’s dedication to DEI means that everyone has the potential to thrive, compensation can vary greatly depending on performance and the number of hours you choose to work.
Firm Culture
“One of the best things about Kenway is also one of the worst. Kenway employees are expected to have a growth mindset. Kenway will help you grow and help career development. However, if you choose to rest on your laurels, we'll try challenging you but eventually will accept your choices.”
“We are also unique in that all consultants take part in running Kenway through internal projects and leadership opportunities.”
“One of Kenway's main guiding principles is treating each individual uniquely, thus adapting the work conditions (travel requirements, weekly hours) to each individual depending on their situation, provided that the value each worker adds to their clients stays at its peak.”
“Long before DE&I was in focus, ‘to welcome and respect the uniqueness of each individual with whom we engage’ has been a guiding principle at Kenway. No organization focuses more on treating each individual uniquely.”
Quality of Life
“The quality of life at Kenway is second-to-none in the consulting industry. Each year, leadership asks every employee how many hours on average we ideally want to work, and how many weeks of PTO we plan to take. Some people want to work more, while others want to work less. Our variable compensation accounts for our differences, so those who work more will get paid more assuming their quality of work is similar.”
“The firm is very flexible with work from home and client work.”
“There is a lot of emphasis on avoiding burnout. Time off policy is generous and unlike anything I have seen elsewhere.”
“The firm offers a good work-life balance, even if there are ebbs and flows with hours per week. You always have a forum or path to speak with HR, operations, your account team, or a career counselor to help balance this.”
Career Development
“By nature of it being a smaller firm, there is a low barrier to being trained or certified in other practice areas at Kenway. Additionally, Kenway is open to allowing consultants to move around to other practices to improve their skillsets.”
“The best aspect of Kenway's career development is the fact that you can earn a promotion to the level or role you deserve at any time. Every role is based on merit and not seniority.”
“Kenway values my career development. When I express interest in something or want to grow more in another area, I'm almost always told there are opportunities or work I can do to grow in that area. However, we could probably do more trainings in specific practice areas.”
“Kenway has a robust career development program with a good mix of formal, certification-based external training, formal internal training, and career counseling and mentorship. I also love that we have so many opportunities for leadership roles early in one's career.”
Compensation
“Base salary is below market, bonus is above market, and overall compensation (including your base salary, bonus, and employer retirement contributions) is above market.”
“We are a merit-based organization. Therefore, there is no banding or ceiling to how much bonus (and therefore your total comp) can be. We treat everyone uniquely and pay people based on merit, so there are no pay equality issues.”
“One of the best aspects of the firm’s compensation package is the SEP-IRA. This is different than a traditional 401(k) which is employee led, whereas a SEP is employer led. A SEP is taxed differently, is easier to liquidate, and has other various benefits.”
“Kenway's office has a gym that you can join at a very low cost. They have extensive health benefits and try to get employees to participate in walks and races throughout the year.”
Community Engagement/DEI
“At Kenway, we live by a set of guiding principles that promote diversity and inclusion of people from all walks of life. Company leadership goes to great lengths to promote, socialize, educate, and reinforce these behaviors.”
“Kenway's brightest spot in DEI is the diverse backgrounds from which people come, especially due to the firm’s willingness to sponsor visas.”
“Kenway Consulting's leadership team is 50 percent women and 50 percent men, and the firm pays equally across gender and race.”
“Kenway has an employee engagement and philanthropy teams that help facilitate health and wellness efforts, like supporting a yearly 5K or one-mile walk. Kenway allows opportunities for employees to raise causes that are important to them and get the firm involved.”
Business Outlook
“We have outpaced our competition in 2024 in terms of growth and are positioned for a record-setting 2025. This is all due to strategic investments in our people that begun in 2023”
“The firm sets aside time each quarter to spend time going over our business outlook, which allows employees to ask questions to leadership. Kenway also invites all employees to support annual planning activities, which helps drive employee morale.”
“I feel that Kenway is very well-positioned to succeed next year and beyond. We have found great success this year, increased both hiring and bonuses, and expanded the company substantially while the competition shrunk.”
“Due to how we have structured the company (how we go to market, how we conduct business development, and how we deliver to our clients), we've been able to outperform our competitors in a tough environment for consulting firms.”
Hiring Process
“There can be exceptions, but our hiring process requires a skills interview, a behaviors interview, a case study, and a confirming interview before we make a hiring decision. Although the case and skills interviews are important, the behavioral interview is the most important because we want to make sure candidates are aligned to our culture and our why (To Help and Be Helped).”
“The interview process is thorough with an initial screening, then a behavioral interview, and then a case study. Kenway responds in a timely manner and the process does not take too long.”
“We’re looking for individuals who have a constant thirst to learn and grow, the ability to navigate ambiguity, and are comfortable focusing on the means vs. the outcomes.”
“The ideal candidate is someone who wants to work for a top-tier consulting firm but does not define who they are by what their occupation is.”
Interview Questions
“We ask questions to determine if candidates have a growth mindset, to determine if they will do right by Kenway and the client, and to determine what motivates them.”
“Expect a typical case study of a struggling business, where you need to create a presentation around your recommendations.”
“In the case study, you are given a business problem and have 45 minutes to create a PowerPoint and present the case to the interviewer.”
“What is the last piece of feedback you received, and would you change anything about the way it was delivered?”
Uppers
“Flexibility, culture, treating employees uniquely.”
“The ability to be cross-functional, the transparency, and the ability to take control of your own learning and development.”
“Work life balance, challenging work, and incredible people from analysts to directors who all care deeply.”
“You will be surrounded by people smarter than you, who are willing to teach.”
Downers
“Limited transparency on promotion cycles and reasons for not getting a promotion.”
“With so many opportunities for advancement and training, it can be hard to narrow down options or find the right path.”
“Lack of clarity in terms of add-on bonus.”
“Limited international opportunities.”
200 N. LaSalle Street
#1850
Chicago, IL 60601
Phone: (888) 953-6929
Employer Type: Private
CEO: Matt Kueker
COO: Amy Wilkins
CFO: Tim Olson
2025 Employees (All Locations): 87
Chicago, IL (HQ)
Charlotte, NC
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