Consulting & Staffing July 2025
~3.5m
Questions answered
over 12 months- /
~300
Organizations
These insights represent ~3.5m questions answered from ~300 organizations, collected between July 2024 and June 2025.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Most represented industries in this benchmark
Management Consulting, Accounting, Information Services, Staffing & Recruiting, Architecture & Planning, Human Resources, Professional Training & Coaching, Market Research, Program Development
Most represented regions in this benchmark
Northern America
43%
Oceania
23%
Europe
18%
Asia
11%
MEA
3%
Reported gender breakdown
Male
54%
Female
46%
Non-Binary
0.15%
Are employees committed to their organizations?
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
70% of Consulting and Staffing employees are engaged
This is in the top 44% compared with other industries.
The median eNPS score for organizations in this benchmark is 17 and is in the top 46% compared with other industries.
How does Consulting and Staffing compare?
People in Consulting & Staffing were much more positive than average regarding Equity.
On the lower side, people in Consulting & Staffing had much lower favorable scores than average in Decision Making, Managing Energy, and Wellbeing Culture.
People working in Consulting & Staffing are more engaged than Government Administration, Higher Education, Government, and Media Production & Publication. People working in Consulting & Staffing are less engaged than Biotechnology, Accounting, Computer & Network Security, and Investment Management.
The highest scoring question for Consulting & Staffing had 90% of people agreeing that they understand how their work contributes to %[Company]%'s mission (+0% compared to overall) while they were generally most positive about Contribution to Broader Purpose.
People in Consulting & Staffing were generally least favourable about Decision Making, and were most negative towards 'I am satisfied with how decisions are made at %[Company]%' with 24% of people disagreeing (+8% above average).
Which questions matter the most?
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Consulting and Staffing organizations.
1 I have confidence in the leaders at %[Company]% | Leadership |
2 The leaders at %[Company]% demonstrate that people are important to the company's success | Leadership |
3 %[Company]% is a great company for me to make a contribution to my development | Learning & Development |
How long do people stay?
In the short term, 19% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-1% compared to overall) while on a longer time frame, 11% of people see themselves leaving within two years (+1% compared to overall).
Understanding Tenure distributions
Tenure describes how long an employee has worked for their company: we know through our research that newly hired employees tend to be more positive than their tenured counterparts. Positivity declines sharply before bottoming out between two to six years, then rises slightly for those that remain.
The tenure composition of a benchmark can influence overall scores.
Tenure distributions
Less than 3 months
3%
3 months to 6 months
5%
6 months to less than 1 year
9%
1 to less than 2 years
18%
2 to less than 4 years
29%
4 to less than 6 years
11%
6 to less than 10 years
12%
Greater than 10 years
13%