Crowe Horwath
3.1 of 5 195 reviews
www.crowehorwath.com Chicago, IL 1000 to 5000 Employees

Crowe Horwath Reviews

Updated Jul 9, 2014
All Employees Current Employees Only

3.1 195 reviews

                             

59% Approve of the CEO

Crowe Horwath CEO Chuck Allen

Chuck Allen

(118 ratings)

56% of employees recommend this company to a friend
195 Employee Reviews
Relevance Date Rating
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Review Highlights

Pros:
  • "A good work life balance is generally attainable"
    in 11 reviews
  • "Great people, amazing clients, and the ability to apply your college education"
    in 12 reviews
Cons:
  • "Work-life balance is not as flexible as marketed"
    in 28 reviews
  • "Horrible work/life balance under the Crowe Horwath senior management"
    in 11 reviews
  • Show more review highlights

Reviews

    • Work/Life Balance
           
    • Senior Management
           
    • Comp & Benefits
           
    • Career Opportunities
           
    • Disapproves of CEO

    2 people found this helpful  

    Great people, smart & talented folks, but underpaid and overworked employees.

    Senior Staff (Current Employee)
    Indianapolis, IN

    ProsGreat people
    Opportunities to do other things within the firm
    When needed, time off can be taken

    ConsLimited opportunities for career growth
    Too many people have left, so current work has shifted to current employees
    Horrible work-life balance
    No easy plan for career advancement
    Severely underpaid

    Advice to Senior ManagementPay your employees
    Provide opportunities for employees to grow

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    • Work/Life Balance
           
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    1 person found this helpful  

    Advertises work life balance, too much could become a bad thing

    Senior Auditor (Current Employee)
    Oak Brook, IL

    ProsGood management, partners interact with staff to sr managers

    Consnot as selective about hiring, new hires are not agressive and do not seem interested in going the extra mile

    Advice to Senior ManagementFocus on hiring, avoid work life balance promotion since partners do not support this as a number 1 priority - focus on hiring competitive and hard working people in stead who want to make a difference and work hard at their career

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    • Work/Life Balance
           
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    • No Opinion of CEO

    1 person found this helpful  

    Times are changing

    Anonymous Employee (Current Employee)
    Fort Lauderdale, FL

    ProsQuality of Work; Client Contact

    ConsSalary not commensurate with experience and ability - 15 - 20% below market

    Advice to Senior ManagementLook at local leadership and determine if right fit with local community/environment

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    • Work/Life Balance
           
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    • No Opinion of CEO

     

    Strong Culture with Room to improve

    Anonymous Employee (Current Employee)
    Chicago, IL

    Pros1. PTO
    2. Strength of personnel
    3. Commitment to completing projects and doing "what is right" for clients
    4. Newly introduced transparency of career path
    5. Newly introduced feedback process

    Cons1. Compensation not in-line with expectations for delivery/hours commitment
    2. Staff/Sr. Staff not always connected with Manager/Sr. Manager expectations
    3. Compensation is well below market in some instances

    Advice to Senior Management1. Increase compensation to top performers
    2. Develop standard process for career advancement and educate all on how to achieve next level
    3. For those interested, tie annual plan better to actual career advancement requirements

    Yes, I would recommend this company to a friend

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    • Disapproves of CEO

    1 person found this helpful  

    job

    Senior Auditor (Current Employee)
    South Bend, IN

    ProsGood benefits other than compensation
    If you are on a flexible work arrangement you can get away with murder (negative for those not on flexible arrangement)

    ConsLow pay compared to other
    Awful leadership
    Career advancement = who you are friends with
    You have to pick up the work of other people

    Advice to Senior Managementdon't be so greedy
    don't expect moral to be good if you pay people less and expect them to work more

    No, I would not recommend this company to a friend

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    4 people found this helpful  

    Downhill slide

    Anonymous Employee (Former Employee)
    Grand Rapids, MI

    ProsIncredible opportunities... if you are a woman or minority.
    Fantastic advancement... if you are one of the partner's favorites.
    Your in-charge becomes your best friend... "Stockholm syndrome."

    ConsCore beliefs are no longer valued.
    Core values are not to be believed.
    New Anderson partners cut every corner to line their wallets.
    Talk of mutualism and diversity is just that: Talk. No real respect.
    You need to buy your own equipment to stay competitive, then IT tells you it's not supported.
    You will be lied to: Bald faced.

    Advice to Senior ManagementTake your excessive profits and reinvest them. In lean years, Crowe CHIZEK partners would do everything for their employees. In profitable years, Crowe HORWATH partners nickle-and-dime the employees to death. The founding partners would be ashamed of what Crowe Horwath has become. Stop fighting for the big accounts and take care of the small and medium accounts that lead to your real and steady successes.

    No, I would not recommend this company to a friend

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    • Work/Life Balance
           
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    • No Opinion of CEO

    2 people found this helpful  

    Senior Staff reviews the pros and cons of work=life at a mid-size CPA firm.

    Senior Staff (Current Employee)
    South Bend, IN

    ProsExcellent learning environment for fresh college graduates. Small workgroups with access to senior managers and partners.

    ConsBillable hours.

    Many women on "flexible work arrangements" (read: reduced salary) put in many more hours than contracted.

    Group leaders' inability to plan adequately for implementation of new procedures, software, etc.

    Advice to Senior ManagementJust after laying off scores of employees was a bad time to start talking about "value for our people." The firm decided not to make the long-term investment in people when the economy went south - and that's business. But don't insult our intelligence.

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    • Work/Life Balance
           
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    • Disapproves of CEO

    2 people found this helpful  

    Firm with potential canabalizing itself

    Anonymous Employee (Former Employee)
    Cleveland, OH

    ProsPretty good projects I worked on.

    ConsIf you have a PWC background or a big 4 back ground, Crowe treats you very well.

    Advice to Senior ManagementTo Chuck Allen, 1. Stop those firmwide voice mails. You are putting your foot in your mouth when you send them. 2. Your senior management needs to target their focus away from the charge hour measure. You don't know how many people are looking to bail from Crowe because of it.

    No, I would not recommend this company to a friend

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    • Work/Life Balance
           
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    • Disapproves of CEO

     

    4 years at what was Crowe Chizek and now Crowe Horwath

    Senior Auditor (Former Employee)
    Fort Lauderdale, FL

    ProsOverall good experience, enjoyed the people the most. Pros: people and culture.

    ConsCons: Bonus pool weak, performance evals weak, and client exposure to narrow (banks, dealerships, etc).

    Advice to Senior Managementna

    Yes, I would recommend this company to a friend

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    • Work/Life Balance
           
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    • Approves of CEO

    2 people found this helpful  

    Performance Consulting

    Software Developer/Consultant (Former Employee)
    Oak Brook, IL

    Pros- Great benefits package including 20 days/year paid time off
    - Good work-life balance
    - Company culture is good--sponsored outings, training events, etc.

    Cons- Too many managers and not enough staff level consultants
    - Excessive corporate-ness despite small consulting division--to advance at Crowe you must appear to be a "company man" and spout useless rhetoric.
    - Tons of layoffs between 2008-2009 - college hires in several cases spent 9 months on the bench and were then fired.
    - No raises and no bonus because of poor revenues in 2008-2009.

    Advice to Senior ManagementRecruit with closer attention to the real demands of clients. Crowe hemorrhaged money from 2008-09 because too many people were hired and unrealistic growth was predicted.

    The annual plan is not necessarily a good measure of a consultant's value to Crowe--to most staff, it is simply rhetorical.

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