Capco reviews

We are sorry to read your comments on Capco. As with any consulting firm, billability is considered as part of an individual’s overall performance review, however, this is alongside many other factors including their performance in their role. There is no expectation for an individual to work long hours for a sustained period to achieve promotion and this is certainly not part of our promotion criteria. We place a firm focus on wellbeing at Capco and this is supported through our global Wellbeing@Capco group, sponsored by senior leadership. Indeed, Capco’s approach to wellbeing is frequently highlighted as a strength on this forum. Likewise, we expect that individuals may spend some time on the bench in between projects as this is the nature of consulting. If you would like to discuss your feedback further or would like additional support, please reach out to your HR Business Partner.

Thank you for your review. We are pleased to hear that you enjoyed working with your Capco colleagues and many of the benefits offered by the firm. We are concerned to read some of your other comments as we place a strong focus on the health and wellbeing of our people, and pride ourselves on our inclusive and supportive working environment. We embed this through initiatives such as coaching, Q&A sessions with leadership, our employee benefits offering, and Wellbeing@Capco – a global affinity group with senior sponsorship focused on driving the health and wellbeing agenda across the firm. Colleagues are assessed on their performance in their core role in line with the competency framework and, as is normal practice in consulting, billability is considered as part of this. We hold two promotion cycles per year and all promotions are made in line with our published promotion criteria, with performance assessments and promotion cases taking into account feedback from multiple stakeholders to ensure a fair process. Lots of employees also opt to get involved in Community activity at Capco which is an opportunity for them to follow a passion and develop skills and knowledge in an area they may not typically encounter in their day-to-day role, for example, our diversity, equity, and inclusion agenda or learning and development activities. A specific percentage of the overall performance assessment is directly linked to Community, which ensures that where an individual has made a contribution, this is recognized and rewarded. However, the majority of the performance assessment is always weighted towards performance in the individual’s core role. By its nature, consulting is not a 9-5 job, however if any colleague finds that they are working long hours for a sustained period of time or need additional support they are strongly encouraged to reach out to their Coach or HR Business Partner. Like many consulting firms, Capco has faced some challenges in the current economic climate which has impacted the demand for consulting services. Unfortunately, this resulted in some headcount reductions. Wherever possible, we made alternative arrangements, including adapting our hiring activities to prioritize the resourcing of employees. Where this was not possible, the exit process was managed sensitively, and individuals offered the relevant support. Our leadership and HR teams were as transparent as possible in any communications around this, while remaining sensitive to the impact on those directly affected by the situation. While no one can guarantee future industry trends, based on our strong client relationships, talented Capco team, and pipeline of work, the outlook for our business is positive, and our recent employee pulse surveys show that employee engagement has held up well.