Overview
Introduction
A company that is best known for turnaround and end-of-life services for failing companies, as well as a thriving M&A practice, A&M is perfectly positioned to prosper during uncertain times. Among consultants, its lucrative bonus model makes it a top choice for mid-career switches, as this is a firm with a LOT of upside come bonus season.
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Vault Verdict
A serious firm for serious consulting professionals, A&M has developed a knack for thriving regardless of the state of the business cycle. It truly comes into its own, however, during tougher times, which means that many at the company are sensing opportunity in the air heading into 2023 and beyond.
About the Company
Alvarez & Marsal (A&M) is a privately held leading global professional services firm that delivers business performance improvement, turnaround management, and advisory services to organizations seeking to transform operations, catapult growth and accelerate results through decisive action. Companies, investors, and government entities around the world turn to A&M when conventional approaches are not enough to activate change and achieve results.
The firm's senior professionals are experienced operators, world-class consultants, and industry
veterans who leverage the firm's restructuring heritage to help leaders turn change into a strategic business asset, manage risk, and unlock value at every stage.
Co-CEOs Bryan Marsal and Tony Alvarez II founded A&M in 1983. T...
Employee Reviews
- “A&M is very hands on with clients. Rather than telling them what they should do from a mile-high perspective, we are onsite with them identifying and solving the problems side by side.”
- “A&M has a diamond structure (opposed to a pyramid structure). Meaning A&M has a higher portion of managers and directors than associates. Therefore, younger consultants get to work/learn from more experienced colleagues.”
- “High quality individuals with actual experience as operators (C-Suite levels) actually engage in projects. Big 4 where I previously came from (Deloitte and KPMG), I saw much less action from Partners, Managing Directors and Principals.”
- “[One of] our core values is personal reward. Personal reward can mean lots of things - actual compensation and rewards (which you'll see talked about a lot in the market for A&M) or individual or group growth, increased opportunity, etc. You don't see many firms calling that out in their values and you see it reflected here--we value personal reward in all its forms. It helps us retain ambitious, type A talent.
- “We have the strongest brand in the business for the type of work I do, so we often win the most interesting engagements. The people I work for are great at what they do. And the compensation is transparent and top tier. I sometimes consider different career paths, but almost never different consulting firms.”
Why Work Here
The A&M Way combines fact-based gravitas with a “get-it-done” mindset. A&M’s leadership is about a bias towards action and the willingness to tell clients what we think is needed. Our restructuring heritage sharpens our ability to act decisively. Clients select us for our deep expertise and ability to create and deliver practical, rather than theoretical, solutions to their unique problems in addition to our independence and objectivity. Because of our rapidly expanding footprint, we have the ability to offer you an upward journey in your career. The sky is truly the limit at A&M.
Getting Hired Here
- “A&M follows a Competency Based Hiring approach, which evaluates certain required behaviors from candidates during the interview and case study process. The ideal candidate demonstrates certain behaviors valued by the firm, including analytics, problem solving, collaboration, resilience, intellectual curiosity, and a spirit of service.”
- “Every candidate, whether a referral, applicant, talent acquisition sourced, or externally sourced, goes through the same interview process for unbiased interviewing. A&M seeks entrepreneurial, motivated and driven, candidates with strong communication and technical skills, and client-facing capabilities.”
- “I believe the firm has a very good recruitment process overall. It is hard to comment on the ideal candidate. Our firm makes bets on skillsets that sometimes don't seem in play for the economy. However, the ideal candidate is one that is brought in for one skill and has the ability to adjust to another skill should the demand for the original skills change in a rapidly changing economic environment. So, to sum up, the ideal candidate is one that can adjust positively to the changes dictated by a rapidly changing and volatile economic environment.”
- “Our ideal candidate needs to first fit our firm values. After that, a strong educational and career background are needed, but values are first. We look for people that are fun and down-to-earth while also being very intelligent.”
- “We ask candidates to interview with several team members and then someone in leadership before making an offer. We seek individuals that have demonstrated aptitude and skills but show an attitude to continuously learn and grow in their career.”
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