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Huron Consulting Group

Engaged employer

Depends on project. Restatements are Hell. - Legal Financial Analyst Huron Consulting Group Employee Review

3.0
16 Sept 2009
Recommend
CEO approval
Business outlook

Pros

- if you work in a project in the home office in a small team, it is very tolerable - able to leave the office at a normal time 6-7 (unless deadlines are coming up) and your weekends are free mostly - people at Huron are great; everyone is very personable, friendly, and chill/fun but there are a few bad apples, who will make your life miserable if you get stuck with them on a project

Cons

- if you are on a restatement project prepare for the worst; work 12-13 hours a day with no possibility of going outside; crash every night at the hotel near the client site; mundane and mind-numbing work (like auditors) long commutes back home; overtime policy recently cancelled, so you don't get paid extra for the time you put in; projects like this can last 3 - 18 months; if you get the long variety you will probably burn out and quit - promotions (at least in my group) were defacto frozen, so there is little opportunity for advancement - bonus pools have been virtually nonexistent last couple years

Explore other reviews about Huron Consulting Group

5.0
25 June 2026
Recommend
CEO approval
Business outlook

Pros

Diversity, values employees, good company culture, interesting work

Cons

Relatively flat leadership structure can be a pro or a con, sometimes would be more useful to be more unified with toolset and project workflow. Nothing major for sure

3.0
22 June 2026
Recommend
CEO approval
Business outlook

Pros

Strong, motivated teams — most colleagues are talented, hardworking, and genuinely good to work with. Collaborative culture at the team level, even when leadership falls short. Exposure to meaningful healthcare IT work and client-facing experience

Cons

Leadership on EHR has been a significant weak point, with poor decision-making that’s eroded staff confidence. Whistleblowing and internal escalation processes don’t appear to be taken seriously — concerns raised don’t lead to meaningful action. Promotions often feel driven by favoritism rather than merit or performance, which undermines morale and trust in the process

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