Centric Consulting reviews

There are two topics to address in your post, our equal employment practices and our approach to career growth. Both are very important, but let’s start with our equal employment practices. We have a very clear policy and set of practices ensuring that we afford equal employment to all qualified individuals, without regard to their race, color, religion, gender, national origin, ancestry, age, disability, military or veteran status, sexual orientation or gender identity, genetic information, and any other classifications protected by law. I am not aware of any situations where we have not followed our equal employment practices. We take this very seriously as we strive to build a 100-year company. These are not just words for us. We truly believe in creating a diverse and inclusive workplace that is unmatched. My door is always open to hear more about the situations you mention and your perspective upon them. Providing our employees with career opportunities that match their passions and values is also important to us. We have built a career model that surrounds people with the tools they need to create their path forward including coaching, mentoring, feedback, career planning, and learning. We center our model on understanding your passions, collaborating together on the path forward to meet them, and being flexible in seeing things through for your career. A great place to start to learn about this is in the pathways we’ve created on the career model in Degreed. Additional conversations are always welcome by members of management across the company to help determine the best approach forward for you. I encourage you to reach out! As we continue to grow as a company, we are creating new job opportunities in many different disciplines. Our preference is to post these internally when there is not a pre-defined succession plan in place. This happens often and is part of our inclusive career growth approach. I welcome the chance to discuss these topics and help your Centric experience be unmatched! - Kevin Sheppard

Apologies. It has been over a year since you posted. Your post was actually read by many folks on the company leadership team around the time of posting. We had received the feedback in your Advice to Management from other channels as well. Unfortunately, we lost track of responding to your post. Wanted to make sure you knew that your post was and still is sincerely appreciated! I personally have spent a lot of time over the past year in Seattle, working with our team. I could not agree more that it is important to be transparent, especially as it relates to actual results and future plans. Always room for improvement, but believe we have done a much better job of providing accurate assessments of our status, as well as our future plans. Related to some of your other suggestions: • We have converted many hourly employees to full time. Will continue to do this as we diversify our client base and / or transition more consulting services to a managed service model. • I will double-check, but believe our Seattle team has been pretty good about providing feedback to all members of our team in Seattle over the past year. Agree that this is important to do. • If interested, please reach out to me directly regarding the benefits, so I can better understand why you were disappointed. Our Seattle office is early in its development… essentially a ‘start-up’. As with all start-ups, there are peaks and valleys, and I assure you that I, and all the folks associated with out Seattle office, have been through many peaks and valleys over the past year. While I know, we’ll have more ups and downs, I could not be happier with where we are right now. Dave