EY

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EY – Why Work For Us?

At EY, we are committed to building a better working world — with increased trust and confidence in business, sustainable growth, development of talent in all its forms, and greater collaboration.

We want to build a better working world through our own actions and by engaging with like-minded organizations and individuals. This is our purpose — and why we exist as an organization.

Running through our organization is a strong sense of obligation to serve a number of different stakeholders who count on us to deliver quality and excellence in everything we do.

We want to use our global reach and scale to convene the conversation about the challenges facing economies and the capital markets.

When business works better, the world works better.

Learn more about our commitment to building a better working world.

Who we are

People who demonstrate integrity, respect, and teaming.

People with energy, enthusiasm, and the courage to lead.

People who build relationships based on doing the right thing.

Our values define who we are. They are the fundamental beliefs of our global organization. They guide our actions and behavior. They influence the way we work with each other – and the way we serve our clients and engage with our communities.

Every day, each one of us makes choices and decisions that directly affect the way we experience each other and the way our clients and wider communities experience us. Our values give us confidence that we are using the same principles to help us make these decisions throughout our global organization.

Every year, we celebrate the way we live our values through our Chairman’s Values Award. Through this award, we give our people the opportunity to recognize their colleagues who are bringing our values to life every day. This is an important way in which we are building our shared culture, founded on our strong commitment to our values.

Our global structure

Our structure is composed of the Executive and Regions. The Executive includes our global leadership, governance bodies and our four geographic Areas. Working together they oversee our global strategy, brand, business planning, investments and priorities.

Our 28 Regions are grouped under four geographic Areas: Americas; Europe, Middle East, India and Africa (EMEIA); Asia-Pacific; and Japan.

This structure is streamlined allowing us to make decisions quickly, execute our strategy and provide exceptional client service wherever in the world our clients do business.

Our global structure means we can respond faster than our competitors. We can access the right people and assemble high-performing teams to deliver exceptional client service worldwide.

So we’re not merely a loose collection of national practices – we are a global organization, unified in our approach.

Learn more about our leaders.

Entrepreneurs make a difference. They not only have great ideas, but also the drive to make them a reality. They use their fresh thinking and hard work to create positive social change – bringing new concepts and products to market, and creating jobs and wealth.

We have long recognized the potential of entrepreneurs. Over the past three decades, we have been working with entrepreneurs, adapting our experience, industry capabilities and resources to work for entrepreneurial, fast-growth companies. We work with a range of businesses, from those receiving their first venture funding through to large mid-cap companies, whose value may be measured in billions of dollars.

Our commitment to entrepreneurial companies, in both emerging and developed economies around the world, helps ensure that we’re working with more of tomorrow’s global leaders, today.

Globalization and underlying demographic trends mean that competition to employ outstanding people is evolving rapidly. Successful companies are adapting to this by building internationally experienced leadership and equipping their people with the skills to lead in the diverse 21st-century workforce.

We are already proud of our people culture, and we are committed to doing even more. Our people tell us that our culture of global teaming and our focus on building a better working world make EY a great place to build their careers. Our clients tell us that in recent years we have improved the effectiveness of our teams, our relationship building and our provision of high-caliber people.

We aspire to have a leading people culture everywhere in the world. Creating a culture that attracts and retains outstanding people and helps them thrive leads to better service for our clients. We are investing in three key elements of our culture that enhance what is important to our clients and our people:

  • Inclusiveness – Recruiting outstanding people is just the start. Inclusiveness means making sure all our people’s voices are heard and valued. This not only helps attract and retain the best people, but also it helps get better answers for our clients and our organization.
  • Development – Our approach to development involves offering the learning, experiences and coaching all our people need to enrich their careers and deliver the best results for clients, as well as offering additional programs for current and future leaders of our organization.
  • Engagement – We want all our people to feel enthused by their work and their colleagues and to be comfortable in an organization that gives them the flexibility to achieve their professional and personal aspirations. We engage our people in countless ways, from selecting the right people to lead major change, to taking an interest in our people as individuals, to being sure to say thank you for a job well done.

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EY Reviews

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EY Global Chairman and CEO Mark Weinberger
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  1. 14 people found this helpful  

    Overall positive experience in Advisory Services (Consulting)

    Former Employee - Manager - Advisory Services in New York, NY
    Former Employee - Manager - Advisory Services in New York, NY

    I worked at EY full-time (more than 3 years)

    Pros

    -Good expense policy (appropriate allowances for breakfast/dinner and you can keep all rewards points for airfare, lodging, rental cars, etc).
    -Culture is very people oriented. Flexibility and employee work/life balance is stressed greatly by management. EY stresses the importance of taking care of one another. Great maternity / parental leave policies and very flexible work arrangements are available when you need it. I often worked remote from my wife's apartment when we were long distance.
    -Work life balance is awesome (don't believe the rumors, if you're a smart person and you produce good work, EY will reward you with a generous work life balance).
    -Vacation policy! 21 days for managers plus 3 personal days and unlimited sick days.
    -Most teams will work from home on Fridays when traveling
    -EY has a program where you can decide not to accept a blackberry and instead have EY pay your personal cell bill (up to $150 / month for managers).
    -Events thrown by EY are larger than life (especially the events when you're promoted to Manager, Sr Manager, or Partner). They are truly amazing experiences.
    -Opportunity to see many different companies across a broad range of industries
    -Lots of professional development opportunities
    -High potential for advancement. You do not have to wait for a spot to "open up" to get promoted.
    -HR is wonderful
    -EY really tries to take care of employees at an individual level. If you're unhappy, you can actually talk to HR and they'll work with you to find a part of the company where you fit.

    Cons

    -In Advisory Services, travel can be up to 90% (but if you like to travel then this is a "pro")
    -Often our clients are in pretty remote places that take a long time to get to (ie: Peoria, IL or Wausau, WI) which makes travel exhausting and difficult.
    -Consulting in general is very sales-like. As you move up, be prepared to act more like a salsman than subject matter expert.
    -EY pays slightly lower than other similar firms
    -Annual bonus' are very low (10% is the max allowable bonus for a manager, no matter how well you perform). Bonus' for average rated employees are about 2-4%.
    -Lack of leadership training leads to senior leaders who are knowledgable but lack leadership skills
    -Projects entirely depend on the Partner and Sr Manager's interpretations of policy. Some are extremely strict with expenses and time-on-site, while others are more lax. You could perform the exact same project with different teams and have completely different experiences.
    -You rarely work on your expertise. Advisory services tend to place bodies on projects, sometimes disregarding the individuals skill set in favor of quickly staffing an engagement.
    -Although you are asked to choose a secor alignment (technology, consumer products, etc), you rarey work in your sector, instead servicing whatever industry of whatever project needs staffing next.
    -Lots of administrative tasks on a regluar basis interfer with clien-work (review process, for example, is very long).
    -Work is often repetative and boring. Because they seem to assign resources at random, you may be working on a project which you have absolutely no experience for. You'll then spend your time reading things online and desperately trying to get a clue enough so you can make wahtever deliverables your team has agreed to. Lots of PowerPoint and Excel...LOTS!

    Research the consulting industry! Many of the Pro's and Con's of consulting apply here. It's not a 9-5 type of job so know what you're getting into before you join and you'll likely be pleased with EY.

    Advice to ManagementAdvice

    I know the staffing system is currently being worked on, but any improvement in matching relevant experience and interests with client work would greatly improve morale and help employee retention. Nobody wants to be assigned to an engagement with virtually no useful experience. This creates months of feeling inadequate, frustrated, and eventually, apathetic. Employee apathy is the ultimate business killer. Also, 90% travel is very tough after a few years. All consulting firms struggle with this, but anything management can do, policy wise, to lessen the burden would help set EY's consulting apart from a potential employee point of view.

EY Interviews

Updated Nov 23, 2014
Updated Nov 23, 2014

Interview Experience

Interview Experience

75%
17%
6%

Getting an Interview

Getting an Interview

45%
24%
12%

Interview Difficulty

2.9
Average

Interview Difficulty

Hard

Average

Easy
  1. 29 people found this helpful  

    Advisory Staff Interview

    Anonymous Employee
    Anonymous Employee
    Interview Details

    Campus Recruiting- EY came to campus and held interviews. Next step will be on site, case based interview. There is also a writing aspect to test writing communication skills

    Interview Questions
    • Typical Questions- Why EY? Strengths and Weakness?
      Tell how you solve problems, manage your time, and work with teams
        Answer Question
    Declined Offer
    Average Interview

EY Awards & Accolades

Something missing? Add an award
World's Most Attractive Employers, Universum Global, 2014
Top 50 Companies for Diversity (#3), DiversityInc, 2014
100 Best Companies for Working Mothers, Working Mother, 2014
Global Most Admired Knowledge Enterprise (MAKE) Award, The KNOW Network, 2013
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Additional Info

Website www.ey.com
Headquarters London, United Kingdom
Size 5000+ Employees
Founded 1989
Type Company - Private
Industry Business Services
Revenue $10+ billion (USD) per year

EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for... More

Mission: Building a better working world

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