Deloitte reviews about "layoff"

Be weary of layoffs have a different plan incase Deloitte doesnt sponsor PERM. As of 2026, Deloitte has paused PERM since 2022

Hours can be long, layoffs occur quite often

The last few years, morale has been low due to layoffs and 2025 was no different.

1. The firm remains heavily dependent on public sector contracts, making it vulnerable to government budget shifts and inconsistent project flow. Private sector opportunities in Vancouver are minimal or non-existent across key industries (FSI, Consumer and Lifescience and Healthcare). 2. Recent layoffs across Canada highlight unstable demand and reactive workforce planning, reflecting a “hire fast, cut fast” approach following over expansion during COVID. 3. The culture is highly political, with favoritism and personal relationships disproportionately influencing staffing, promotions, and visibility. 4. Leadership lacks meaningful diversity, with limited representation of people of color in senior roles (particularly within Consulting), raising concerns about equitable advancement. 5. Compensation is inconsistent across Canadian offices, with unclear justification for pay gaps at the same level. 6. Performance management lacks transparency, with vague, subjective feedback that is difficult to act on. 7. Workloads remain consistently high, contributing to burnout that is widely acknowledged but not effectively addressed. 8. The firm’s credibility and brand has been impacted by high-profile missteps, including AI-related errors in its reports. 9. Staffing is driven by cost reduction, within Canada and across its global ecosystem. 10. Behind the polished offices, the firm masks a disorganized work environment operating like a staffing pipeline and not like a true Professional Services company. As a result the firm has lost significant number of opportunities in the Canadian and global markets.

Untransparent silent layoff. Culture tanked after laying off people while still having the same amount of work

Job security is heavily dependent on internal politics and the strength of your network, not solely performance or utilization Even while staffed and meeting utilization targets, roles can be eliminated during restructuring Employees returning from major life events (such as maternity leave) may still face sudden layoffs Layoff process is highly impersonal, with limited consideration for individual circumstances Significant variability in culture and support across teams and leadership Strong “cameras-off” culture can make visibility, relationship-building, and advocacy more difficult Advancement and protection often require proactive self-advocacy and strong internal sponsors Expectations around stability should be managed carefully

Had to be a part of generally technically incoherent work when working in GenAI and felt pressure to lie to client about it. Every project I was on the manager apologized for the stress and pace, promising most projects "weren't like this." Most people are constantly stressed and paranoid about a layoff. Finding a project is a mess when the pipeline is weak and there is a lot of pressure to just fake it and try to take any role you can get in any project you can -- even if you have no meaningful expertise.