Consulting & Staffing United States July 2025
~1.1m
Questions answered
over 12 months- /
~150
Organizations
These insights represent ~1.1m questions answered from ~150 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, Architecture & Planning, Staffing & Recruiting, Program Development, Human Resources, Professional Training & Coaching, Market Research
Reported gender breakdown
Female
50%
Male
49%
Non-Binary
0.2%
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.
72% of Consulting and Staffing United States employees are engaged
This is in the top 40% compared with the overall average.
The median eNPS score for organizations in this benchmark is 20 and is in the top 27% compared with the overall average.
How does Consulting and Staffing United States compare?
People in Consulting & Staffing United States were much more positive than average regarding Action, Feedback & Recognition, and Innovation.
On the lower side, people in Consulting & Staffing United States had much lower favorable scores than average in Equity.
People working in Consulting & Staffing United States are more engaged than Nonprofit Organization Management Europe, Hungary, Germany (200-500), and Turkey 1000+. People working in Consulting & Staffing United States are less engaged than Construction & Heavy Industry Asia, South America, Investment Management (0-100), and Mexico > 5000.
The highest scoring question for Consulting & Staffing United States had 91% 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 United States were generally least favourable about Equity, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 12% of people disagreeing (-5% below 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 United States 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]% effectively directs resources (funding, people and effort) towards company goals | Company Performance |
How long do people stay?
In the short term, 18% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-2% compared to overall) while on a longer time frame, 9% 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
2%
3 months to 6 months
3%
6 months to less than 1 year
8%
1 to less than 2 years
16%
2 to less than 4 years
30%
4 to less than 6 years
12%
6 to less than 10 years
13%
Greater than 10 years
15%