Deloitte LLP
This consulting powerhouse needs military talent to help it stay one step ahead.
by Dan Fazio
Deloitte LLP may not be a household word, but the company has 45,000 professionals in the U.S. helping other organizations solve their toughest problems. The company, which is part of a global network of 165,000 people working in member firms around the world, provides auditing, consulting, financial advisory, risk management and tax services to its clients. 
Deloitte knows from experience that prior military make good employees. “We have hired many transitioning military members at all levels,” said Kathleen Lemley, a Deloitte recruiter who graduated from the U.S. Naval Academy and served for nine years. “Some of these military hires are now the leaders of our firm. Others have brought us new business and all have been ambassadors of Deloitte.”
G.I. Jobs asked Lemley what kind of employees Deloitte is looking for, how transitioners can best prepare for the civilian work force and how to GET HIRED™.
G.I. Jobs: What do prior military hires bring to your company that you like?
Lemley: Military hires bring great work ethic, discipline, confidence and time management skills that make them very successful within our firm. They are typically very loyal to our company and to our clients. The can-do attitude demonstrated by military hires helps them to tackle an often steep but short learning curve.
G.I. Jobs: What issues/surprises do you find that military transitioners/veterans need to be aware of when entering the civilian work force?
Lemley: Military transitioners/veterans must be their own biggest cheerleader. They need to be able to articulate how the skills that they developed in the military transfer to the civilian work force. They should not assume that all hiring managers are familiar with military ranks, terminology or designators.
G.I. Jobs: What advantages do military personnel have over their peers of the same age and education level?
Lemley: Military personnel have been forced to make quick decisions. They have been battle tested and have seen life events that many of their civilian peers will never be exposed to. They have the discipline and maturity to excel in any environment. Having a degree is imperative in top-tiered consulting firms; experience alone rarely sets military personnel apart from their peers.
G.I. Jobs: What disadvantages do you find military hires are up against in their civilian job search?
Lemley: Many military hires have never interviewed for a job. They must prepare for the interview. When military transitioners/veterans interview, I often receive feedback that they were very nervous or that it was apparent that they were not comfortable interviewing. Military hires are rarely interviewing for an entry-level position, so the hiring managers expect confidence and some level of interviewing experience.
G.I. Jobs: What are the most common mistakes you see on military/veteran résumés?
Lemley: Résumés must be tailored to the position that is being applied to. Too many military personnel have one résumé which they use to apply for a variety of positions. What they must understand is that their résumé is the first impression they make. Time should be taken to adjust their résumé to meet the position they are applying for. For example, if there is a financial management position available, the résumé should not focus heavily on the applicants IT skills but rather on their finance capabilities.
G.I. Jobs: What are the most common mistakes military/veterans make in interviews?
Lemley: The biggest mistake, and the one most avoidable, is the lack of knowledge about Deloitte. Applicants should be familiar with Deloitte and with the industry. At a minimum they should visit the Web site to gain a better understanding of the company to which they are applying. In addition, if a specific client is mentioned prior to the interview, a review of their website and/or relevant material would help generate questions for the Q&A portion of the interview.
G.I. Jobs: Do most military candidates dress appropriately for their interviews?
Lemley: Yes. And though recent trends have dictated business-casual attire, it is still appropriate to wear a business suit or uniform.
G.I. Jobs: How would you recommend a military candidate research your company to see if it is the right company for them?
Lemley: Go to our Web site, www.deloitte.com/careers, and review the positions that are posted. See who are our clients are. And, to learn more about our formal Junior Military Officer Recruiting Program, visit www.deloitte.com/jmo.
G.I. Jobs: Is relocating essential to promote within your company?
Lemley: No. Many opportunities exist with limited extended travel and/or relocation given the nature of working on government engagements.
G.I. Jobs: What types of positions does your company recruit military for?
Lemley: Deloitte Consulting LLP has many contracts with the government, civilian agencies, health care and more. We often hire former military professionals as consultants with numerous skills to support one of the aforementioned clients. Our primary needs revolve around financial management skills (finance, accounting, audit, etc.), technology (full life cycle development, for example), and intelligence. We also have some positions that require very specific skills (E-2C Hawkeye pilot, for example).
G.I. Jobs: Describe the responsibilities of one of these positions.
Lemley: Consultants are hired to support a specific project on a specific client site. The role of a consultant is to partner with a client to understand the mission, issues, gaps at hand, and provide solutions to complex business problems. In the federal practice, for instance, consultants usually sit alongside the client and interface on a daily basis on the project progression and goals. Federal practice consultants may work on one or more engagements in a 12-18 month time frame, depending on the project. Hours are typically anywhere from 0700 to 1900, and may require some local travel, on occasion (within 30-40 miles).
G.I. Jobs: Can a new hire stay in this position for an entire career or do you require new hires to “move up or move out” like the military does?
Lemley: There are three separate career tracks within Deloitte, therefore the new hire has options to customize his/her career. If employees are on the Partner/Principle/Director career track, they are on an aggressive promotional schedule. Alternatively, two other career tracks are available which offer more options that are not “up or out.”
G.I. Jobs: Are there any military/veteran specific programs at your company?
Lemley: Deloitte has a Junior Military Officer recruiting program where we target JMOs separating from the military with five to seven years of work experience. JMOs have proven to be excellent consultants. They often bring subject matter expertise to our clients. Many former junior military officers join our federal practice, where they work side by side with clients to design and implement their most strategic initiatives. Please see our JMO portal www.deloitte.com/jmo.
G.I. Jobs: Are there any other special non-military specific incentives that might interest military new hires?
Lemley: Deloitte offers a very competitive benefits package, including tuition reimbursement, 401k match and parental leave. Unique benefits include a fitness subsidy and pet insurance.
G.I. Jobs: Do you look for any specific educational requirements for this position?
Lemley: A bachelor’s degree is required for the vast majority of our positions. An MBA or CPA is sometimes required.
G.I. Jobs: How has your company benefited from an active military-hire program?
Lemley: We have hired many transitioning military members at all levels. Some of these military hires are now the leaders of our firm. Others have brought us new business and all have been ambassadors of Deloitte.
ADVICE FOR MILITARY TRANSITIONERS
Do your homework – conduct research on the company and industry. Be as flexible as possible on location and compensation, this will open so many new doors for you.
Network – it is never too soon to network.