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30+ days ago

Manager - Meetings & Events

Aicpa Durham, NC

Manage the logistical planning team for AICPA’s volunteer committee meetings and member service conferences/events, including supervision of planning… Aicpa


30+ days ago

IT Applications Support Analyst

Aicpa Durham, NC

A key member in the day-to-day support, maintenance, deployment and enhancement of commercial and custom/proprietary developed enterprise-level… Aicpa


25 days ago

Manager, Exams Compliance (iARC)

Aicpa Ewing, NJ

The Manager – Exams Compliance (EC) works directly with the Senior Manager – Exams Compliance to effectively support and execute work within the CPA… Aicpa


11 days ago

Senior Technical Manager - Portfolios

Aicpa Durham, NC

In collaboration with the AICPA’s Member Learning & Competency teams, Technical Teams, Segment Teams, and CPA2Biz, the Senior Technical Manager… Aicpa


24 days ago

Practice Management Consultant I

Aicpa New York, NY

CPA.com is a growth-oriented company and a for-profit subsidiary of the American Institute of Certified Public Accountants (AICPA), the premier… Aicpa


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AICPA Reviews

72 Reviews
2.9
72 Reviews
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AICPA President and CEO Barry C. Melancon
Barry C. Melancon
40 Ratings
  • 3 people found this helpful  

    Unless you're desperate for a job ... don't apply!!!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Technical Manager in New York, NY
    Former Employee - Technical Manager in New York, NY

    I worked at AICPA full-time (more than 5 years)

    Pros

    If you like a stable place with average salary and benefits, this is the place for you. No competition, company will last forever.

    Cons

    Upper management is clueless. Losing a lot of good people. Too many managers with no management experience.
    Bad evaluation practice. Bases your reviews on an HR-dedicated 1-5 rating where managers are told not to use more than a 2 or 2.5 no matter how good the worker is (5 being best) per category and then basing a salary/merit increase based on this skewed rating.

    Advice to ManagementAdvice

    Listen to rank and file employees.
    Don't hire people who have no management experience just because you can get away with paying less money .... it shows. Good people leave.
    Have a better scale for measuring merits and show that you appreciate your employees' hard work.
    Managers need to be available more often to their staff.
    Provide comparable industry salaries.
    Be honest.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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