Capco reviews

To suggest that the promotion process takes no account of client feedback does not make sense. The capability to deliver good service and build strong relations with clients is one of the key criteria we assess in the promotion round, as well as your capability to build relations internally, work as a team and contribute to the firm and our culture. We take lots of steps to ensure that the assessment process is based on a fair and objective assessment including an app-supported feedback gathering exercise, a roundtable approach to the final rating and any promotion to ensure it is a collective decision and a platform for staff to raise any concerns or challenges on the process. We are sorry to hear that you find your work dull and we would encourage you to reach out to your Coach, HR Business Partner or Resourcing team to discuss what opportunities are available. There are a wealth of projects available in the firm and channels in place so you can discuss how to best align project allocation to your strengths and career goals. Clearly placing staff in roles where they are motivated and engaged is best for the firm and the client. The firm’s performance and growth in advance of competitors suggests that the comments on our standing with clients is misguided. The firm has strong and deep relationships with a large number of blue-chip clients in FS based on trust and mutual respect.

Readiness for promotion at Capco is determined by whether an individual demonstrates the capabilities required to operate successfully at the next grade. The requirement for developing new business is based on grade, and expectations are set accordingly. As a result, expectations for Partners are much higher than those at more junior grades. It is simply not true to say that only those with a close relationship with the inner circle are promoted, and the firm ensures that all promotion decisions are subject to challenge and calibration. Like many consultancies, Capco is looking to foster more diversity in the leadership team and we have published a series of formal diversity targets to support this ambition. We have already seen improvements in the diversity of the leadership team in the last two years, and we aim to make further progress in 2021. It’s disappointing to read that you think staff at Capco are not appreciated or rewarded for their contribution. Not only do the comments on this forum attest to the fact that the firm pays in advance of market to its top contributors and very competitively to other staff but, were we not to do so, we would not be able to retain the talent we need to deliver the high growth we have seen at Capco in recent years. If you would like to discuss your experience in more depth, please reach out to Neil Hunsworth who will be very happy to discuss this with you.