Imagine the power of 180,000 people with a common purpose — building trust in society and solving important problems. This is PwC. Every day, our people work with our clients to help them adapt to the world’s rapidly changing business environment, meet their needs and solve their most complex challenges.
PwC focuses on audit and assurance, tax and advisory services. Additionally, in the US, PwC concentrates on 16 key industries and provides targeted services that include human resources, deals, forensics, consulting services and more.
Learn more about how our people get the extraordinary done.
Our professionals are the difference
Our professionals are at the heart of our business strategy and success. We understand that our business is impacted by a person's personal and professional life. The firm's inclusive culture acknowledges the challenges and provides the flexibility and individualized career options to provide all of our people with a unique people experience.
We also embrace a philosophy of corporate responsibility through charitable giving and community service. That's why we provide our people with numerous opportunities to give back to their communities throughout the year.
At PwC every career is different. As a member of PwC, you will have personal ownership of your career path that includes enriching professional experiences, everyday coaching, timely and productive feedback, and high-quality learning and development opportunities. Get to know a few of our people as they share their stories of growth and development at the firm.
At PwC, we’re cultivating the next generation of leaders through our integrated leadership development experience. A critical part of this experience is a real-time development culture that emphasizes continual learning spurred by in-the-moment feedback, helping you realize the best in yourself and in others.
We want you to feel confident and inspired to build a successful and rewarding career. Our programs and benefits have been recognized as some of the best in the industry. Our comprehensive approach to your development combines a variety of innovative learning approaches including on-the-job coaching, career milestone development experiences, and diverse career opportunities, including moving between Assurance, Tax, Advisory and internal functions, as well as international assignments to accelerate your growth.
We are committed to developing leaders at all levels. To do this, we’ve embraced another important element of our leadership development experience, our fresh and distinctive leadership framework called the PwC Professional. It will help you be the best you can be so you can help our clients meet their needs and tackle the challenges redefining our world.
We offer a comprehensive, flexible and market-competitive benefits program. Our benefits package reflects the diversity and mobility that makes PwC so unique. It provides access to programs that can be tailored to meet the personal health and financial well-being needs and goals of our partners, staff and their families.The benefits program also reflects our philosophy of shared responsibility. PwC pays the full cost of some benefits. For other benefits, our professionals share the cost with the firm. For certain other coverages, our partners and staff pay the full cost. In addition, some benefits have service requirements that must be met before benefits are available.The PwC benefits program currently includes the following for eligible professionals:
- 10 paid holidays each year
- Full-time staff (other than management level) accrue 15 workdays per year; after two years of service, full time staff accrue 22 workdays per year
- Full-time management-level staff accrue 22 workdays per year
- Part-time benefits eligible staff accrue vacation time on a pro-rata basis
Health care coverage
- Prescription drug benefits and routine physical exams
- Vision care coverage is provided automatically when you enroll in a PwC medical plan option.
- The dental plan covers services ranging from diagnostic and preventive care to orthodontia treatment—all available from your choice of providers.
Health care and dependent care flexible spending accounts You may contribute up to $5,000 per year tax-free to one or both accounts. Then, get reimbursed tax-free from your account(s) for eligible uncovered health care/dependent care expenses.
Family and personal sick days You may generally continue receiving your full salary when absent from work for five or fewer consecutive days due to illness, injury or medical treatment, or to care for a member of your immediate family.
Adoption assistance program You may receive reimbursement of up to $5,000 for adoption-related expenses (up to $6,000 for a special-needs child).
New mom's lactation program Access to educational materials, unlimited pre/post-birth counseling from nationally recognized lactation specialists and breast pump discounts are available through this program. Private mother's rooms are also available in many of our offices.
Parental leave of absence Eligible primary care parents with three months of service can use six weeks of paid parental leave during the year following birth or adoption placement (three weeks for non-primary care parents). This is in addition to maternity disability benefits, if applicable, of 60% to 100% for approximately eight weeks. Paid parental leave runs concurrently with any job-protected time under family and medical leave.
Paid adoption leave A "primary care parent" receives 60% to 100% salary continuation for up to six weeks following the adoption placement of a child.
LifeWorks This resource provides information, confidential assessments and referrals on issues ranging from emotional well being, financial problems, parenting and child care, to resources for seniors, and much more.
Emergency backup care reimbursement program You may receive a monetary reimbursement for emergency child or elder care through this program.
Emergency backup childcare centers When your regular child care arrangement is not available, access to backup childcare centers is available in various cities throughout the country.
International SOS program This emergency medical, security and medically-related travel aid service assists staff who are traveling internationally on firm business or who are living and working overseas.
Professional development and affiliations
- The firm will assist client service staff obtain professional designation(s) appropriate to their discipline by providing study support and/or paying for all or a portion of the cost of preparation courses for professional examinations through the Professional Certification Expenses program.
- The Educational Support Plan provides staff with educational support of up to $5,250 (non-taxable) per calendar year to further their education through the pursuit of a degree or to improve their skills by pursuing educational courses directly related to their current position.
- Through the Matching Gift Program the PwC Foundation will match your gift ($50 minimum) to qualified colleges or universities, up to a maximum of $10,000 per fiscal year.
Five-year service recognition program In celebration of career milestones, the firm recognizes individual staff members with a gift for every fifth year of service.
Well-Being Rewards PwC's Well-Being Rewards Program offers financial incentives for engaging in healthy behaviors and activities that ultimately may lead to improving your long-term well-being. Participation can be fun and financially rewarding --- giving you the opportunity to redeem points for gift certificates to some of your favorite retailers, or to make a donation to charity.
Diversity enhances our perspective, our point of view, and our ability to provide our clients with the highest level of distinctive service.
Our diversity initiatives and strategies are designed to attract, develop, and advance the most talented individuals regardless of their race, sexual orientation, religion, age, gender, or any other dimension of diversity. Our distinctive approach to diversity is based on a belief that we each have a personal accountability for success in this area. We provide our people with training and tools to help increase their awareness and understanding of differences and why they matter, so their actions can contribute to our inclusive and high-performing workplace culture.
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I have been working at PwC full-time (More than 5 years)RecommendsPositive OutlookApproves of CEORecommendsPositive OutlookApproves of CEO
There is a lot about the firm that is great. It is a great culture that values collaboration (below the partner level), that truly values diversity of its employees, and that is very collegial. The Advisory business has grown significantly over the past 5 years since reconstituting a consulting arm with the acquisition of BearingPoint, followed by other large acquisitions of PRTM, Diamond and most recently Booz & Company (Strategy& - which is, actually, a dumb name for a company that garners eye rolls and open chuckling among the staff). The firm has also made smaller tuck in acquisitions as well to fill in small, but important strategic capabilities such as Ants Eye View (for social marketing, social media strategy, and social listening), and BGT (for digital marketing agency work). It is a place where you can build a great career if you can deliver great work, excel at networking across the firm, and can build partner support. Exceptional employees are the "average" here, so if you aren't knocking it out of the park all the time then you can expect to only be rated in the middle of the pack, and receive nominal raises and performance bonuses. It has a strong brand in the market. The firm's latest brand health index rated it at the top of the other "big 4" firms (Deloitte, KPMG, and EY) as well as other non-audit/tax firms like Accenture. The Strategy& acquisition added significant strategy consulting capability to position PwC to compete with the likes of BCG, Bain & McKenzie (who have little to no post strategy execution capabilities...meaning they are good at telling you what to do, but aren't really able to stick around to help you do it). Bob Moritz (Senior Partner) and Miles Everson (Advisory Leader) are great leaders who do a good job at inspiring staff to provide great, differentiating client service. They are personable, approachable, and genuine (if they are not, then they deserve an Oscar for their performances - oh, wait, we audit the Oscars...maybe a Tony then). They have a strong vision for how we will shift the firm to a global operating model over the next few years (today, we are a collection of member firms with each territory representing its own firm structure) which will enable us to better serve our clients, most of which operate globally today. All in all, it is a place that I am proud to work at.
As noted by many, and as inferred by by comment around individual performance above, if you want to get ahead here you WILL work your rears off. Late nights and weekends, with minimal complaining, are the norm for those who are successful. The firm has tried to add in concepts of "flexibility" into our work force - but that is generally ignored in practice by those people actually delivering client work (great thought, poor execution). I know that many complain about what they see as the professional equivalent of "sweat shop rates" when it comes to compensation - but I honestly think that is over blown. Sure everyone would love to make more money, but you can make 6 figures as a Senior Associate and almost $300K as a Director PLUS bonus...so, to me, the pay issue falls on deaf ears. The one area that I think we could really improve on is in the area of our 401K matching percentage which is currently $0.25 on the dollar up to 6% of your contribution. Many of our industry clients match dollar for dollar, so quarter for dollar is a bit of a slap in the face. The technology that we use as practioners, for the most part, is terrible with the exception of some of our new web enabled tools for pricing engagements and managing engagement economics. For the last few years there have been many hints and encouragements that we would be replacing the much hated Lotus Notes (that's right boys and girls, we are still using the best of 1990s technology for email and calendaring). There was a great deal of excitement and buzz in the firm - until we were told that we would not be moving to the standard...Microsoft Outlook. Instead - we are "Going Google". So, not only are we replacing one terrible system with another, we are not actually getting rid of Lotus Notes at all because 1) the Federal practice can't use gMail (the Feds won't certify the security of gMail's cloud) 2) certain accounts (like Microsoft) won't allow the use of Google products (Microsoft was so angry that they lost the replacement of Lotus Notes that we almost completely lost the account), and 3) the rest of the global firm won't be switching. So we will be having to manage two separate email accounts and will be forced to use the terrible Google Docs over what everyone else in the world uses and likes - Microsoft Office. Why did we select Google, one might ask. The answer varies based on who you ask. Some say it is because Google's cloud based tools will allow us to work in ways that we can't today for collaborating on the creation of documents and through Google's "Hang Outs"...this is ridiculous because Google's user experience is horrible (else, Microsoft would be losing market share to them in spades), and Microsoft already has the standard for collaboration through Link and Jive. Some say it is because Google's cloud based services provide a lower total ownership cost - which is also ridiculous because Microsoft has Office 365 available through the cloud with Azure. Some say it is because our technology isn't cool which is impacting our ability to attract talent on campus - which is the most ridiculous reason of all because who really joins a company because they can have a gMail account? Also, I'm honestly not sure how we will be expected to use these fabulous tools in an offline capacity when we don't have internet connectivity (such as on a plane that is not equipped with WiFi). The firm is also replacing its current performance management system (and process for handing out annual performance ratings and subsequent merit increases and performance bonuses) with a new system called the PwC Professional. Basically, they are replacing a tried and true system of documenting written performance feedback (which is good for not only developing people but also for serving as a record of what people don't do well in the event an adverse action needs to be taken against an employee) with a mobile app that captures a rating against five dimensions and which replaces written feedback with oral feedback that has no memory and no record. The "coach" who used to be responsible for representing their "coachees" at the Annual Review Committee time now has almost no role in the performance outcome of their staff displaced by the "relationship partner" who has responsibility now to personally know each and every staff member that they represent so that they can represent them to the other partner only "performance roundtable" discussions. Partners today have very little time for junior staff, let alone demonstrated interest in their individual careers. So now, a process that was cumbersome but was overly fair (you could only talk about things during ARC time that were documented - if it wasn't documented it was if it never happened and you had at least one person who knew you and advocated for you in the room when your performance was being discussed in the form of your Coach) and very transparent is being replaced with the equivalent of a papal conclave supported by a popularity contest. Additionally, this mobile app (Performance Snapshots), only requires commentary if a staff member is not meeting expectations or is partially meeting expectations...so if you are meeting expectations you can't even comment on performance unless you are highlighting a performance differentiator that they only expect less than 50% of staff to have. Lazy reviewers are incentivized through the design of the app to give everyone a meets expectations on all five dimensions and move on. Our attrition rate has been very low for a professional services firm - it will be interesting to see what happens to attrition after the next round of annual reviews using the new PwC Professional.
Advice to Management
There are so many good things about this firm, but this obsession with being "different" isn't always good. It is good to differentiate on the things that matter, but you hobble us with terrible technology, put performance measurement systems that are tied to our compensation in place that are nothing more than a popularity contest, and then expect us to work our hinds off for you with big huge smiles on our face. You have not once asked the firm what they think of these new changes in any way that would allow honest, but confidential feedback - because in truth, you don't really want to know. Stop trying to "sell" us on these new tools. You have never had to do that before. When the value is obvious, you will have an entire firm that will support and adopt the changes. Right now it feels like a used car salesman who has to over sell on the paint color to make up for the terrible interior and under powered engine. If you have to do this much selling to get us to use something - is it really THAT good to begin with? Differentiate on the things that matter - the additions to our capabilities though the amazing acquisitions we have made, the deployment of the value exchange, our positioning with the analyst community, thought leadership that allows us to carry a strong point of view into the market place, the significant investment you make in the training and skill development of staff, the relationships that we build with our clients every day through the amazing work we do. You have a ton of people who are proud to work here and who trust and value you as leaders, but these decisions you are making now make us question whether that trust is well placed.
Getting an Interview
Getting an Interview
Helpful (13)Accepted OfferPositive ExperienceAverage Interview
I applied through college or university. The process took 3 days – interviewed at PwC (New York, NY).
Behavioral Interview with extremely nice group of people. Be personable and make sure PwC is a good fit for you before accepting. There is not a whole lot you can do to prepare other than being confident in your abilities and confident that PwC is a good place with you for a good reason. Beyond that, be comfortable with travellng and open to learning.
- Why PWC? Answer Question
Are you interested in the opportunity to work for an industry-leading firm that services clients that include the Fortune 500, and will give you the experience and exposure you need to build your career and personal brand? If you are, then PricewaterhouseCoopers LLP (www.pwc.com/us) is the firm for you. PricewaterhouseCoopers LLP (PwC US) helps clients meet the challenges and ...
Mission: At PwC US, you will be part of a learning culture, where teamwork and collaboration are encouraged, excellence is rewarded, and diversity is respected and valued. We offer a flexible career progression model that allows for a variety of challenging opportunities throughout your career. We provide unparalleled coaching, mentoring, and career development programs; global opportunities; and state of the art technology-driven methodologies to help you provide quality service to our clients.