What's the Company Culture Like at Roland Berger?

Key Insight for Candidates

• Authentic & Consistent Values: Core values of Entrepreneurship, Empathy, and Excellence are consistently positioned as the foundation for how teams work, reinforced by codified pledges and ESG commitments. Leadership narratives tie culture to responsibility and sustainability, signaling a values-led identity.
• Collaborative & Supportive Culture: Employee communities and mentorship/apprenticeship structures indicate a supportive, inclusive environment that emphasizes belonging and teamwork. A collegial, globally minded tone is highlighted through networks, mentorship, and cross‑office collaboration.
• Accountability & Ownership: Early responsibility, international staffing, and encouragement to “raise your voice” reflect an entrepreneurial, ownership‑oriented mindset. Apprenticeship and on‑the‑job learning are emphasized as pathways to take initiative and shape outcomes.

• Workload & Burnout: Hours and pace are described as demanding and project‑dependent, with workload intensity typical of top‑tier strategy consulting. Flexibility initiatives aim to improve sustainability, yet the day‑to‑day cadence can remain heavy.
• Inauthentic or Inconsistent Values: Empathy is articulated as a core value but is experienced unevenly depending on project leadership, creating gaps between intent and practice. Application of the “New Ways of Working” model can differ by office and client.
• Cultural Misalignment: Culture and experience vary by office and region, with local nuances shaping language, industry focus, and initiatives. Day‑to‑day norms and team leadership can lead to uneven experiences across locations.