Ryan, LLC Jobs in Detroit, MI

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30+ days ago

Consultant, Sales and Use Tax

Ryan, LLC Detroit, MI

• Responds to client inquiries and requests from tax authorities. • Travels to client locations to gather and copy tax returns, invoices… Ryan, LLC


Ryan, LLC Reviews

3.9
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Ryan, LLC Chairman and CEO G. Brint Ryan
G. Brint Ryan
196 Ratings
  • Horrible work environment - Got out after 2 years

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Tax Consultant in Detroit, MI
    Former Employee - Tax Consultant in Detroit, MI

    I worked at Ryan, LLC full-time (More than a year)

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    Great bonus structure but no controls or ways to ensure that discrimination doesn't occur

    Cons

    Bonus structure based on management discretion so bonus can be allocated to favorites even if the other employees didn't charge any time to the project. Part of the annual review is based on the bonuses that managers decide to allocate.

    HR very slow to respond to serious issues and complaints ignored even when proof of managment/employee relationships that affect projects and partiality.

    Expect to go to Dallas for annual meetings where Brint will brag about his million dollar house then turn around and request that all employees donate to his PAC directly out of their paychecks

    Be prepared to attach yourself to a senior manager and hope that they are the favorite of the principal. Principals assign work to favorites and not necessarily the person that needs work or that even brought the project in.

    Make sure you document your work as you can expect managers and above to take credit for your work without any recognization

    Advice to Management

    Managers should be up front about the bonus allocations and ensure that only the employees that worked on the projects should receive a bonus. Additionally, the firm should stick by their policy on relationships and prevent people in relationships or family from reporting directly to each other.

    HR should properly address concerns of employees.


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