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Company Insight: Private
New York, New York 10019
Internships are filled for 2008
Undergrad internships (paid and unpaid)
2008: 2,204 (to date)
100% of internships are paid, 0% are unpaid.
2007 interns came from the following classes...
...and from the following majors:
3% Computer Science
1% Liberal Arts
3% Healthcare, law, political science, public policy, religious studies
There is an official summer internship program
Average summer program: 11 weeks
Minimum: 10 weeks
Maximum: 12 weeks
Average hourly wage: $24.50
Average total intern compensation: $10,000
85*% of eligible 2007 interns received full-time job offers
90% of interns with offers accepted
Notes: All information in this section is based on fiscal years.Number of undergraduate interns and breakdown of interns by college majors include 5-year accounting students working toward a BS and MS simultaneously.
Percentage of interns who received offers and percentage of those who accepted are estimates that include all interns who received offers, not just rising seniors.
Recruited on 356* undergrad campuses in 2007-08.
Made job offers on 325 undergrad campuses.
Applicants for entry-level jobs
2008: 55,675 (to date)
Entry-level hiring is complete for 2008.
New hires in:
2008: 3,438 (to date)
Entry-level hires who were undergrad interns
2008: 80% (to date)
Most important characteristics for new hires:
3 Analytical Skills
1 College Major*
2 College GPA
All information in this section based on fiscal years.
Number of applicants and new entry-level hires, percentage of entry-level hires who were former interns, and most important characteristics for applicants include client service positions only. Most new hires, as defined by this survey, work in client service capacity.
The number of new entry-level hires includes 5-year accounting students pursuing a BS/MS simultaneously and entry-level MAc's.
Most important applicant characteristics refer to audit, enterprise risk, tax and financial advisory services. For consulting, the most important characteristics are GPA (1), work experience (2), and analytical skills (3).
2007 entry-level hires came from the following majors:
6% Computer Science
0% Liberal Arts
12 Political science, languages, law, psychology, communication, religious studies, health administration, public policy, social welfare% Other
6*% African American
5% Hispanic American
29% Asian American
40% Total minorities
Notes: All information in this section based on fiscal year 2008 and includes client service positions only. A large majority of Deloitte's new hires, as defined by this survey, work in a client service capacity.
Entry-level hires since Jan. 1, 2008 (to date)
Average base salary:
$55,000 to $59,999*
0% earn less than $35,000
0% earn $35,000 to $39,999
1% earn $40,000 to $44,999
21% earn $45,000 to $49,999
31% earn $50,000 to $54,999
13% earn $55,000 to $59,999
3% earn $60,000 to $64,999
24% earn $65,000 to $69,999
1% earn $70,000 to $74,999
6% earn $75,000 and above
Bonuses, Overtime & Perks
84% received signing bonuses
Average signing bonus: $5,305
10% received performance bonuses in their first year on job
Average performance bonus, 2007: $287
0% of 2007 entry-level hires eligible for overtime
100% of 2007 entry-level hires not eligible for overtime
Reimburse employees for education expenses? Yes
Do employees become eligible immediately? Yes
Maximum annual education reimbursement: $10,000*
Full grad school sponsorship for jr. level employees? Yes
Partial grad school sponsorship for jr. level employees? Yes
The organization has a Paid Time Off (PTO) Bank
Maximum PTO days during first year: 42
Maximum PTO days after one year: 42
Maximum PTO days after three years: 42
Maximum PTO days after five years: 42
Maximum PTO days after 10 years:42
Flextime is an option for entry-level employees
Do entry-level hires have access to health plan? Yes
Employees pay part of the cost? Yes
Does health plan provide dental coverage? Yes
Extra charge for dental coverage? Yes
Does health plan provide vision coverage? Yes
Extra charge for vision coverage? No
Are same sex partners permitted as dependents? Yes
Pension and Profit-sharing
Do entry-level hires have access to 401(k)? Entry-level hires are given access to a 401(K) savings plan
Max. company match as a percentage of salary: 1.5%
Min. employee set-aside as a percentage of salary to receive max. co. match: 6%
401(k) Details: Added option of direct rollovers to Roth IRAs for eligible participants in 2008
Are entry-level hires eligible for company funded pension? Yes
Are entry-level hires eligible for profit-sharing program? No
Does company match employee charitable gifts? Yes
Does company pay relocation expenses? Yes
Max. annual relocation expenses? $10,000
Higher maximums may apply in some cases
Employee Discounts on the following:
Cell phone service
Cars, laptops, mortgages, emergency day care
Notes: Salary and bonus-related questions include client service positions only.
Educational reimbursement generally covers tuition, registration fees, and books for 12-month period. Degree and other study programs that exceed $10,000 considered on a case-by-case basis.
The Paid Time Off bank represents policy maximums for most people, depending on career level. Entry-level new hires eligible for up to 35 days. PTO includes 10 paid holidays. Time off may also be given for bereavement and certification exams. May carry over unused PTO to next year.
Average entry-level work week: 44 hours
Does average vary by business unit, department? Yes
Entry-level hire work locations...
12% in open work stations
70% in cubicles
5% in shared offices
0% in private offices
13% have no company-supplied work space
Typical dress code
Organization sponsors employee volunteer opportunities
Does organization have fitness facilities on site? Some locations*
Notes: Fitness centers currently at 5 U.S. locations.
The organization has a formal orientation program for new hires
Program length: 9 days
Orientation includes the following:
Team building activities
$5,981 average spent on training, per new hire, in 2007
There is a formal leadership or management training program that lasts less than a year:
Program Name: Deloitte Difference*
How do new employees enter the program? Automatic
If not hired directly into program, when are most new hires first considered eligible? Within First Year
1-week training program
After completion of program, what percentage of employees receive a raise? NA
How much is the typical raise: NA
There is a formal leadership program for entry-level hires that lasts a year or more.
Program Name: Future Leaders Apprentice Program (FLAP)*
How do new employees enter the program? Hired into the program
If not hired directly into the program, when are most new hires first considered eligible?
Is program rotational? No
If so, how many locations or business units does the employee spend time at? NA
Minimum rotations: NA
Maximum rotations: NA
Length of program, in weeks: 104
Minimum: NA weeks
Maximum: NA weeks
After completion, what percentage of employees receive a raise?: Fewer than 25%
How much is the typical raise: NA
Does company have formal mentorship program? Yes*
100% of entry-level hires participate
20* days of additional training expected
Notes: This 5-day consulting course simulates real-life project experience; participants analyze a client problem, deliver findings, and prepare for client presentation. Two or three sessions each year draw 400-550 new hires.
Minority students who sign on to FLAP receive a $5,000 scholarship incentive and begin a 2-year High Impact Performers development program.
All new hires take part in formal performance management program focused on mentoring and coaching.
Additional training days vary with employee specialty and range from 3 to 43.
Three-year retention rate: 51%
Five-year retention rate: 28%
How are raises determined?
When are most entry-level hires eligible for their first raise?
* Sept. 1
How are promotions determined?
When are entry-level hires eligible for first promotion?
More than 1 year
Frequency of evaluations
* Annually and following client engagements
Most important characteristics for entry-level hires:
1 Learning Ability
Min. tenure in years required for job change: 1
Transfer rules: While there are no policy requirements, our 1-year tenure guideline is closely followed with some exceptions.
Does position of vice president exist at this organization? No
If not, is there a comparable title? Partner, Principal or Director*
No. of employees who hold VP or similar title: 4,084
No. of employees with VP or similar title with 20 years plus seniority: 951
Age of youngest employee with VP or similar title: 30
Seniority of youngest employee with VP or similar title in years: 9
Notes: Individuals are owners and/or participants in a profit-sharing plan. Partners and principals are not employees, but are included in the data