High-Potential Workplace with Classic, Corporate America Issues
Pros
Very Talented Colleagues - individuals at all levels are high achievers with incredibly robust resumes. Lucky to have met such accomplished peers. Impactful Work - you are interacting with high-profile clients helping them navigate critical issues, ranging from CEO transitions to M&As to reputational crises. The work can be difficult, but you will not be bored and your portfolio will be rewarded. Culture-Building Activities - this is slightly dependent on the team, but Brunswick does set aside funds to support team outings, whether it be dinners or weekend retreats. Relatively Generous PTO - the PTO/sick leave policy is generous, and the set amount of days makes it easier to take time than in an Unlimited PTO structure, where there is the hidden pressure to take less time off. Approachable Senior Management (For the Most Part) - it depends on the individual, but I felt quite comfortable talking to partners within the org, including ones I didn't necessarily work alongside. Mentor/Mentee Program - it is great that Brunswick prioritizes a system that allows you to improve as a contributor as well as help your team overall. The effectiveness of the program definitely depends on your mentor - I loved my first mentor, who helped me better acclimate and address challenges, but my second mentor didn't seem to advocate for me or provide honest feedback when I needed it.
Cons
Very Traditional, Corporate Environment - While Brunswick claims to be progressive/evolving, actions across the firm show otherwise. At a retreat, one of the co-founders openly expressed that new hires need to be able to conform to Brunswick, otherwise they are considered a "poor fit." Furthermore, Brunswick still relies on a word-of-mouth recruiting structure, which leads to homogenous talent coming in and limits the diversity of backgrounds and perspectives considered. Poor Compensation - It might depend on the level one is at, but the compensation received for the amount of work required doesn't feel worth it. I would say this depends on your specific situation - if you are entry/mid-level and are considering taking a pay cut to work here (which I did), don't do it. Lack of Diversity - Not just in the identity sense (Race, LGBTQ+, etc.), but also in terms of socioeconomic status/world view. The vast majority of Brunswick employees are white and/or come from extremely affluent backgrounds, leading to insensitivities that often go unchecked and lead to blind spots in certain work initiatives. Brunswick offers a lot of DEI advisory to companies but requires a lot of internal improvement to practice what is preached. A higher rate of turnover among POC supports this. All Teams Aren't Valued Equally - the firm insisted on having a 35th anniversary in London but without the budget to accommodate all employees. As such, certain team members were not invited, including entire teams such as the office managers. Even though I was among those invited, this sort of "prioritization" inferred that some colleagues were more valuable than others, especially since the teams omitted tended to overindex in POC and women. Competitive Culture that favors Office Politics - while Brunswick attempts to encourage 360-degree feedback, there is a lot of gossiping that goes on as well as some deceit. Certain employees would "play nice" when interacting with you then reach out to your mentor/team lead and criticize you behind your back. I was subjected to this once, but fortunately I had email receipts that allowed me to defend myself. Through conversations with other colleagues, it became clear these weren't isolated incidents, and such behavior stemmed from a small handful individuals that are favored by senior leadership. Inconsistent Internal Communication = Because each team/partner has a different work style, it is critical that you figure out a way to work with people you enjoy working with and avoid people you don't (which isn't necessarily a healthy work culture). If not, it can impact your performance review. Colleagues told me that they would find ways to avoid being placed on teams with certain people, and doing so led to more positive feedback during promotion cycles.
