Talent retention and consultant turnover
Definition
The consulting industry faces a significant retention crisis. Over one-third (36%) of consulting professionals plan to leave their roles within 12 months, driven by salary expectations, desire for new challenges, better company culture, remote work options, and mission alignment. Even with recent 9% average salary increases, consultants report compensation expectations continue rising. For growing solo practitioners seeking to build teams, this turnover creates high recruitment and training costs, project continuity challenges, and inability to retain talent in a competitive labor market. This is particularly acute in mid-manager and senior associate roles, creating talent pipeline gaps for practices seeking to scale.
Key Findings
- Financial Impact: $30,000-$120,000 (depending on team size)
- Frequency: ongoing
Why This Matters
Employee engagement platforms, culture development coaching, compensation benchmarking tools, remote work infrastructure, career path design services, executive coaching
Affected Stakeholders
Solo Practitioner/Coach Owner
Deep Analysis (Premium)
Financial Impact
Data available with full access.
Current Workarounds
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Methodology & Sources
Data collected via OSINT from regulatory filings, industry audits, and verified case studies.
Evidence Sources:
Related Business Risks
Demand volatility and economic cycle dependency
Revenue instability from project-based ad-hoc engagement model
Systematic client attraction and pipeline weakness
Inability to command premium fees and competitive pricing pressure
Weak employer value proposition and unclear career paths
Inadequate strategic business planning and governance
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