EY Manager Jobs

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Show:  All Results Last 7 Days
1 day ago

eDiscovery Manager – new

EY London, England

The eDiscovery team specialise in identifying, collecting and producing large volumes of ESI in the form of emails, documents, databases, audio/video… EY


1 day ago

Tax Manager - Transfer Pricing – new

Ernst & Young Dallas, TX +4 locations

including managing global tax risks and meeting cross-border obligations. Our multidisciplinary teams cover everything from… Ernst & Young


1 day ago

Assurance Services Manager – new

Ernst & Young Philadelphia, PA +4 locations

You will join our nearly 70,000 assurance professionals and you will experience ongoing professional development through diverse experiences… Ernst & Young


1 day ago

Tax Manager - Federal Tax – new

Ernst & Young Phoenix, AZ +2 locations

Join a global network that understands what businesses need to have access, visibility and control. Our market-leading approach combines extensive… Ernst & Young


1 day ago

Tax Manager - Income & Franchise – new

EY Detroit, MI +3 locations

Our tax practice revolves around helping our clients effectively manage their tax obligations proactively and responsibly. As part… EY


1 day ago

Tax Manager - Sales & Use – new

Ernst & Young Kansas City, MO +2 locations

Our tax practice revolves around helping our clients effectively manage their tax obligations proactively and responsibly. As part… Ernst & Young


1 day ago

Tax Manager - Credits and Incentives – new

EY Detroit, MI +2 locations

Our tax practice revolves around helping our clients effectively manage their tax obligations proactively and responsibly. As part… EY


1 day ago

Manager - IT Advisory – new

EY Dubai

You'll actively contribute to improving operational efficiency on IT Advisory projects and internal initiatives. In line with EY's commitment to… EY


1 day ago

Forensic Data Analytics Manager – new

EY London, England

The Forensic Data Analytics team are a global group of technical specialists that practice the full life cycle of data management from the early… EY


1 day ago

Manager - IT Advisory(MPT) – new

EY Doha

You'll actively contribute to improving operational efficiency on IT Advisory projects and internal initiatives. In line with EY's commitment to… EY


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EY Global Chairman and CEO Mark Weinberger
Mark Weinberger
1,188 Ratings
  • Assistant Director

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at EY full-time (More than 10 years)

    Recommends
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    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Ernst & Young has exceptionally good people, challenging projects and a great benefits/compensation package. The level of professionalism is consistently high across the board. You are always challenged to be and do your best because you are surrounded with very high caliber people.

    Cons

    The level of stress is very high. And expectations are very high. You can work around the clock and not keep up. You will have annual goals that you will have to 'stretch' to reach. Just to maintain an average yearly rating (average = '3' on a scale of 1-5) you have to meet all your goals, and prove that you accomplished more - and that's just "average." Parts of the annual review process are good (i.e., you can ask for reviews from anyone you work with), but your annual rating depends on some factors that are out of your control. For instance, only a predetermined number of each rating can be given in one department (i.e, x number of '5' ratings, x number of '4" ratings, 'x number of '3', etc.) And your supervisor has to argue about why you bring value and deserve a good rating over other people outside your team. If other supervisors argue more effectively for their employees you get passed over. This is common because the department can be large and job functions within it vary widely. So, make sure your supervisor knows what you are accomplishing and contributing to the organization at all times. And hopefully they can argue on your behalf.

    Advice to Management

    It is understandable why you rotate mid-level department managers every 2 years - because you want to give those leaders experience in many aspects of the business so they can move up and manage the firm. However, this can be really disruptive to the people in those departments. Each manager feels a need to prove their leadership skills by reorganizing the group and all those people underneath end up feeling unstable. Often their jobs are in jeopardy, their processes need to change and confusion abounds. By the time the new structure has all the kinks worked out, a new leader comes in and reorganizes again. It can be difficult to manage all that internal hoo-ha and manage to get all the work done.


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