Mismanagement and poor leadership - Senior Consultant Avertim Employee Review

- Decent salary especially if you're not a Belgian citizen and you are eligible for the Non-resident income tax return. - The company car is a great addition especially if you have to go work in a different city from where you live. - The after-works, annual party and other events are a fun addition. - Most of the consultants and personnel that I met at Avertim are not only very professional but most of all have great values that motivate you to continue working for the company which in my eyes is their biggest asset.

- If your project comes to an end and you aren't proactive enough to find a new project for yourself through your own connections, you might end up waiting for a quite long period of time hoping that one of the Business Managers will find a new project for you. - Working as a consultant on a project and having your client very satisfied of your work is not enough when it's comes to the annual evaluations, you still need to show that you devoted personal time on internal projects (developing training or continuous improvement projects) and that you showed up at company events in order to -possibly- have a raise especially if you're not part of the CEO's favorite pools of consultants.

My experience with Avertim has been deeply disappointing, and I believe it is essential to provide potential candidates with an honest and structured account to help them make informed decisions.

The firm falls short in three critical areas: learning curve, career progression, and compensation. 1. Learning curve: non-existent Avertim fails to provide the structured development and support expected in a consulting environment. Consultants are left to operate in standalone roles, often without any meaningful guidance, mentorship, or feedback from managers or partners. This results in inadequate preparation for client engagements and leaves individuals feeling isolated. Unlike leading consulting firms, there is no emphasis on fostering a steep learning curve through structured frameworks, best practices, or collaborative problem-solving. 2. Career progression: arbitrary and non-meritocratic The career progression system at Avertim is deeply flawed and lacks transparency. Promotions are not based on merit or performance but are instead subject to the subjective and unilateral decisions of the CEO. Performance reviews are more performative than substantive, with no clear metrics or actionable feedback. There is no defined career trajectory, making it nearly impossible for consultants to understand what is required to advance. This has resulted in a toxic culture where favoritism outweighs effort, and high-performing individuals are overlooked or undervalued. 3. Compensation: below market and inequitable Avertim’s compensation packages are far below market standards, with no transparent system for salary evolution. High-performing consultants are frequently underpaid, while low-performing individuals are inexplicably rewarded. This inequity undermines morale and contributes to an exodus of talented professionals. The Paris office, for example, has experienced a staggering 100% turnover over the past two years, as top performers consistently choose to leave. Additional considerations - Leadership Disconnect: The leadership at Avertim appears disconnected from the realities faced by consultants. There is little effort to address systemic issues or retain high-performing talent. - Firm Reputation: While Avertim positions itself as a dynamic consulting firm, its operational realities are far removed from those of reputable firms in the industry. Advice to candidates: Approach Avertim with caution. If you are seeking a firm that invests in your professional growth, provides a clear and merit-based career path, and offers competitive compensation, this is not the right choice.