Profile of Launch Consulting Group

Launch Consulting offers a variety of career paths and has a defined progression structure typical of a consulting organization, albeit with some unique cultural twists. The organizational hierarchy is somewhat flat within project teams, but there is a clear ladder of roles one can advance through:

• Entry-Level Roles: Launch hires both experienced professionals and occasionally entry-level talent (including interns and new graduates through programs like “Launch Recruiting Internship”). For those starting their career, typical roles might be Associate Consultant, Business Analyst, or Junior Engineer/Developer depending on the track (management consulting vs. technical). These early-career “Navigators” are expected to be versatile – the firm often seeks what it calls “Consulting Athletes,” meaning individuals who can wear multiple hats (analysis, project coordination, technical tasks) and learn quickly. New hires often work under the mentorship of senior team members to build core consulting skills, technical expertise, and client management fundamentals.
• Consultant / Senior Consultant: The next tier in the hierarchy is the Consultant role. Consultants at Launch are typically professionals who independently contribute to client projects – conducting analyses, writing code, configuring cloud environments, or leading workstreams in a project. After gaining sufficient experience and demonstrating leadership ability, a Consultant may be promoted to Senior Consultant. Senior Consultants are expected to take on larger responsibilities: they might lead small teams, serve as subject matter experts in client meetings, and drive a project’s deliverables with minimal supervision. In technical studios, titles like Senior Software Engineer, Senior Data Consultant, or UX Lead are analogous to Senior Consultant level. This level is the backbone of project execution, interfacing between the junior analysts/developers and the project managers or architects.
• Managing Consultant / Lead Roles: Above Senior Consultant, many consultants move into a Manager or Lead position (though Launch might use various titles here). These could be Project Manager, Engagement Lead, Technical Lead, or Consulting Manager. Individuals at this level are responsible for end-to-end delivery of projects or major components of large programs. They plan sprints, coordinate teams, manage client expectations, and ensure quality outcomes. For example, a Project Manager at Launch would oversee timeline, budget, and scope for one or more client engagements, often juggling multiple stakeholders. A Technical Lead (like a Lead Architect or Lead Data Scientist) might guide the solution approach and mentor the team on best practices. In Launch’s context, these roles require balancing hands-on work with management: many Leads still roll up their sleeves in coding or analysis while also guiding the team.
• Principal / Director Level: As consultants progress, they can ascend to Principal Consultant or Director roles. This is a more senior leadership level within the consulting delivery hierarchy. A Principal might oversee multiple projects or a portfolio of engagements within a certain domain or account. They often step into a Client Partner role, nurturing client relationships, identifying new opportunities, and ensuring customer satisfaction across projects. Principals are also involved in practice development – for instance, improving a methodology, developing new service offerings, or mentoring a group of consultants firm-wide. Similarly, a Practice Director or Studio Director may head one of Launch’s Studios (e.g., the Cloud & Infrastructure Studio director sets the vision for cloud services, mentors the cloud architects, and ensures the firm’s cloud solutions are top-notch). Some may carry titles like Solution Architect Director or Engagement Director depending on specialization. This level represents seasoned experts and leaders who bridge execution and executive management.
• Managing Director and Vice President: At the upper echelons, Launch has Managing Directors (MDs) and Vice Presidents (VPs). Managing Directors often lead either geographic regions, industry sectors, or specific large practices. For example, Launch has a Managing Director for its Salesforce Practice (responsible for all Salesforce-related consulting offerings) and Vice Presidents for key Sectors like Healthcare or Government (responsible for business development, delivery oversight, and thought leadership in that sector). MDs and VPs are essentially the executive leaders just below the C-suite. They spend a lot of time with clients’ senior executives, shaping large deals and ensuring Launch’s teams deliver strategic value. They also manage internal teams – an MD might have several Directors or Principals reporting to them who together run that segment of the business.
• Executive Leadership (C-level and President): At the top of the hierarchy, Launch’s executive team includes roles like President (the top executive leading the entire firm), Executive Vice Presidents (EVPs) overseeing broad functions (e.g., Global Consulting Services, Sales, Operations), and occasionally C-suite titles such as Chief Technology Officer (CTO) or Chief Delivery Officer if designated. Being part of The Planet Group also means some executive functions (like finance, HR) might be shared or have dotted-line reporting to Planet’s corporate leadership. However, within Launch Group itself, the President (currently John Cipolla) and EVPs form the core leadership setting strategy, culture, and growth targets. These leaders have decades of experience and are responsible for the firm’s performance. They guide the firm’s direction (which sectors to focus on, what services to develop), and maintain key client and partner relationships at the highest level.

Career Progression Path: An individual might join Launch as a Consultant, progress to Senior Consultant in a few years, then potentially move into a Lead/Manager role. From there, demonstrating strong leadership and business development skills could lead to promotion to Principal/Director. Exceptional Principals who build business might become Managing Directors or VPs, taking on larger organizational responsibility. Finally, those who excel in managing large teams and contributing to the firm’s strategy could join the executive ranks. Launch encourages talent mobility as well – for example, a high-performing technical consultant could move into management or vice versa, and consultants can shift between Studios (practices) to broaden their skills. The firm appears to value entrepreneurial initiative, so carving out a niche (like becoming the go-to expert in a new technology) can also accelerate one’s career progression.

Organizational Hierarchy and Culture: Instead of a rigid hierarchy, Launch describes its consultants as belonging to specialized teams within a supportive culture. They use the term “Navigator” for all team members, implying that regardless of title, each person is guiding clients forward. This cultural mindset means that even junior staff are encouraged to voice ideas and senior leaders are expected to be approachable mentors. The hierarchy exists to provide structure and growth, but day-to-day the organization feels collaborative. A junior data analyst might work directly with a VP of Data & AI on a project team, for example, learning hands-on. The relatively flatter structure (compared to very large consultancies) is something Launch prides itself on – aiming to avoid bureaucracy and keep teams agile. Performance evaluations and promotions are based on demonstrating Launch’s core values (Be bold, extraordinary, etc.), client impact, and teamwork, in addition to technical skill.

Training and Development: To support career progression, Launch invests in training through its “AI Ready” coursework and continuous learning programs. Consultants at all levels have access to technical upskilling (certifications with cloud providers like Azure/AWS, Salesforce certs, etc.), as well as soft-skill development (leadership training, consulting skills workshops). There are also mentorship programs that pair less experienced staff with veterans. This emphasis on development helps employees prepare for the next level of responsibility. For instance, a Senior Consultant might undergo a leadership training series before stepping into a Manager role. The firm’s growth has also opened more leadership slots, providing opportunities for advancement as the organization expands.

In summary, a career at Launch can progress from hands-on consulting roles into strategic leadership roles, within a framework that values multi-skilled consultants and leadership at every level. The company’s structural hierarchy (Consultant → Senior → Lead/Manager → Principal/Director → MD/VP → Executive) is complemented by a culture that encourages individuals to grow their expertise and take initiative, making career paths somewhat flexible and tailored to one’s strengths.