• Benefits are sub-par. 401K match is laughable. Be sure to read the fine print on this one. Peloton do better. This is extremely below industry standard.
• Salary is virtually “non-negotiable” all levels analyst through consultant no matter your contribution. It promotes mediocrity and makes employees upset. Peloton, please be aware that your employees are not happy with this and they do talk and share salary information.
• Pay is NOT competitive and is well below industry standard. Do not be fooled especially those who are younger in their careers. You are better off going to a larger consulting firm and will see 20%+ increase in salary for same role. That’s simply too much of a difference to not take notice. Bonus is also subpar especially for early career folks.
• No visible diversity and inclusion efforts (domestic offices). Little diversity especially at the higher-levels.
• Not many training opportunities. In order to move to another level, must obtain a certification (Oracle/Anaplan) to boost Peloton’s standing with Oracle/other partners. Not a lot of opportunity to earn certification outside of those listed that would add to an employee’s leadership skills or operational prowess. Makes you feel very confined to niche technical work and as though you are not able to develop your professional skills outside of these partner companies. Not great – especially for younger professionals. Peloton does have a learning platform which is barely utilized and quite honestly not worth the time investment as it is not a great learning tool.
• Some unprofessional leaders at this organization. Small company with some big personalities can mean politics and Peloton is not unique here. Depends on the practice, but would certainly be wary of this. Do not be fooled by charismatic, “sales-y”, people at Peloton Group. Have seen projects almost run aground due to unprofessional behavior. Complaints were made and not enough action was taken on more than one occasion. Political/unprofessional behavior is also prevalent with internal teams (i.e. HR).
• Several poorly managed projects that were mis-scoped which led to several change orders and angry clients. Does management know how to properly scope? Or are sales and delivery not aligned? Or is Peloton trying to market themselves as the budget option among competitors and the delivery team is left to suffer? Clients have been lost due to poor management and these types of issues. Where is the oversight and integrity?
• Several younger career professionals just starting their careers at Peloton. Often times these are the employees that are taken advantage of most. You could be placed in stretch roles (which can be great) with little to no support (not so great). If you are a recent graduate, I would not waste my time here. Not a good place to start your career and learn best practices as there is not much support, nor training and the bad are bad benefits, low pay, and low bonus. You will be taken advantage of period. Go to a larger consulting firm and get paid 20-30% more for same level/work.
• Utilization rate is ridiculously high for the industry and when compared to other (bigger) consulting companies. Most other consulting firms have utilization rates starting at 85%. Peloton’s is considerably higher. You are also expected to help with internal initiatives on your practice as well as other Peloton-specific processes/practices such as fun committee and non-profit foundation team. Instead of hiring additional resources/people to manage company culture, Peloton often relies heavily on their professional service employees. Be careful to not get overly involved but ensure you are somewhat involved or you will be rated down in annual performance review which does impact your bonus.
• In 2020 bonuses were reduced and recent promotional increases were postponed due to Covid-19. This is completely understandable due to the unprecedented times. Employees were understanding. However, a few months after this announcement, Peloton informed employees that we would acquire a company and that we were doing amazing from a financial standpoint. Simply put this is poor messaging. CEO was asked, in Town Hall, if we would be able to get the rest of our bonus back. The answer was no. Several employees were upset with this. Peloton needs to work on their timing and messaging.
• Was asked several times by project managers to ghost my work hours to keep budget in line with client’s expectations. I understand doing this when you are learning something new and it may take you longer than it should, but this was not the majority case. In these cases it was due to projects being understaffed and/or not enough billable hours allocated.
• Culture is over-hyped. It might have been great a few years ago, but as the company has been in “growth mode”, Peloton has lost its draw and edge in terms of culture. Non-existent culture especially during the Pandemic. The internal team has done little to maintain the “Friday office culture” we once had.
• High attrition rate. Several folks quietly leaving the company as they are no longer allowed to send farewell emails to fellow colleagues.
• No monthly cell phone coverage. This is unacceptable considering that we do not get a company cell phone and are expected to have email and be reachable on our personal cell phone lines.
• Genuinely surprised that employees were not given an “expense budget” during Pandemic times considering we are now using homes as offices and incurring greater expenses. Most white collar jobs did offer something even if it was taking home a monitor from the office to use or a cash budget to purchase a monitor, chair, etc. Peloton did nothing of the sort.
