Consulting & Staffing (1000-5000) January 2026
~1.1m
Questions answered
over 12 months- /
~25
Organizations
These insights represent ~1.1m questions answered from ~25 organizations, collected between January 2025 and December 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, Architecture & Planning, Human Resources, Information Services, Staffing & Recruiting, Market Research, Outsourcing/Offshoring, Professional Training & Coaching, Program Development
Most represented regions in this benchmark
Northern America
42%
Europe
21%
Asia
19%
Oceania
10%
MEA
7%
Reported gender breakdown
Male
53%
Female
47%
Non-Binary
0.02%
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 (1000-5000) employees are engaged
This is in the top 48% compared with other industries.
The median eNPS score for organizations in this benchmark is 18 and is in the top 43% compared with other industries.
How does Consulting and Staffing (1000-5000) compare?
People in Consulting & Staffing (1000-5000) were much more positive than average regarding Service & Quality Focus, Inclusion, and Growth.
On the lower side, people in Consulting & Staffing (1000-5000) had much lower favorable scores than average in Work & Life Blend.
People working in Consulting & Staffing (1000-5000) are more engaged than Public Relations & Communications, Higher Education, Government Administration, and Government. People working in Consulting & Staffing (1000-5000) are less engaged than Health & Wellness, Consumer Goods, Computer & Network Security, and Civil Engineering.
The highest scoring question for Consulting & Staffing (1000-5000) had 88% of people agreeing that they know how their work contributes to the goals of %[Company]% (-1% compared to overall) while they were generally most positive about Management.
People in Consulting & Staffing (1000-5000) were generally least favourable about Action, and were most negative towards 'I rarely think about looking for a job at another company' with 19% of people disagreeing (+0% 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 (1000-5000) organizations.
1 I receive appropriate recognition for good work at %[Company]% | Feedback & Recognition |
2 People from all backgrounds have equal opportunities to succeed at %[Company]% | Growth |
3 %[Company]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
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, 10% of people see themselves leaving within two years (+0% 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
4%
6 months to less than 1 year
8%
1 to less than 2 years
17%
2 to less than 4 years
32%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
13%