24 FEBRUARY 2016 Consulting®
REVENUE (in millions):
It’s a family affair at Eagle Hill Consulting. Melissa Jezior, President & CEO of
the firm, co-founded the firm with her father, a lifelong consultant himself, back in
2003. At that time, he was recently retired
and came out of retirement to co-found the
firm. He’s still active at Eagle Hill today.
The two built the company to be a community of consultants rooted in family
values, where employees are not just a
number. As a mother of three, Jezior places a high value on work-life Balance. At
Eagle Hill, consultants work, on average,
43 hours a week. In fact, Eagle Hill is the
name of the street Jezior grew up on.
Today, Eagle Hill is a family-run, wom-an-owned company applying the best tools
and methodologies of larger consultancies
in the nimble environment—and with the
personalized attention—of a smaller firm.
That description mirrors Jezior’s own
work experience prior to 2003. She began
her career as a consultant with Andersen
Consulting. Then she moved to the West
Coast and took a job with a dot-com start
up until the tech bubble burst. At that point,
she went back into consulting, this time
with a mid-tier firm. After a few years, she
moved back East and launched Eagle Hill.
“It was the culmination of my experi-
ences that made me want to step out on
my own. I had the base of working at An-
dersen and I loved the fact that it had this
amazing reputation with verified meth-
odologies that they cold draw upon,” she
says. “When I went to an internet start-
up, I saw a different side of the coin in
that it was more entrepreneurial, innova-
tive and employee driven.”
Finally, when she went back into con-
sulting it was with a mid-tier firm and
says she saw first-hand what that type of
firm could bring to the table.
“I was really trying to mesh all of these
experiences together to create a different
kind of consultancy,” she says.
Under Jezior’s leadership, Eagle Hill
has experienced an annual growth rate of
74 percent since 2010—and had 100 percent revenue growth in 2015.
And it’s not slowing down. The plan is
to grow another 90 percent this year and
add some 75 new employees, no small feat
for any firm but even more daunting when
you discover the emphasis Eagle Hill puts
on the recruiting and hiring process.
“The growth is key, obviously, but to
make sure that we stay focused on being still a best pace to work, we maintain
what I would say is the most rigorous hiring process methodology I’ve ever seen,”
Jezior says. “So, we are focused on not
only recruiting and hiring the best people
out there, but we also recruit on culture.”
Such as: Eagle Hill starts looking at
someone’s career history beginning in
high school and working all the way up
through present day. The firm conducts
four-hour tandem interviews with two Eagle Hill employees. And, if all that wasn’t
enough, the firm will interview former
teachers, colleagues and bosses all along
the candidate’s career path.
Eagle Hill’s retention rate is 93 percent;
employee satisfaction rate is 98 percent.
And 100 percent of its people say the firm
has a collaborative culture.
“The talent portion of this takes a ton of
time but I’m relentless about the quality of
the people we hire,” Jezior says. “So, this
process culminates with having an amazing
group of people working at Eagle Hill.”
“The talent portion of this
takes a ton of time, but I’m
relentless about the quality
of the people we hire.”