There are newer employer reviews for Ryan, LLC

 

Provides good solid training and education

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

I worked at Ryan, LLC full-time for more than 5 years

Pros

Ryan is a great place to start your career. They train you very well, and you will certainly know whatever practice area you're hired into very, very well. They also provide wonderful soft skill training classes as well. The work is interesting and ever-changing, which is nice. The benefits are nice and fairly comparable to others in the same sector. The flex environment provides the opportunity to really balance out your professional and personal life as long as you have a manager willing to allow you to take advantage of it.

Cons

While there, you will feel like you are preparing yourself for many more opportunities. This is untrue - you will find that unless you are in a specialty tax practice (severance, motor fuels, property, etc.), the daily activities and tasks you become very proficient at are not really especially desirable to anyone other than other consulting firms (unless you plan to be at Ryan for many years). There is no compliance work, no strategic planning, or any other of the many requirements that you will find when/if you start looking to move on from Ryan. Moving from one tax practice to another is difficult and practically unheard of - if you are hired into the Sales and Use Practice, do not expect to be able to easily move to Property Tax or Severance Tax. The bonus structure is biased and unfair. Unless you are on one of the "rockstar" teams (it usually ends up that the same 10-15 teams are making the most revenue each and every year), you will not be making the additional salary that Ryan likes to say that everyone in the firm is making. Also, Ryan has become very slow to promote to a management level (expect it to take 8-10 years). Additionally, the raise cycle is inconsistent and difficult (not the average annual pay increase that is fairly common at other firms). The flex work environment that Ryan has is difficult to navigate at best. As long as you have a manager that is willing to allow you to use it, it's great. However, it can be very frustrating when you are made to feel guilty/punished when taking time off. Not having a set amount of PTO days makes taking vacation near impossible. You will never truly be off, you will be expected to answer emails and phone calls while on vacation regardless. Also, working from home is not as common as they would make it to be - lots of the managers still feel that if you are not in the office, you are not actually working. Expect to be in the office on a consistent basis and expect to put in as many hours as anyone working at the Big Four (expect 50-60+ hours a week).

Advice to ManagementAdvice

Find a better way to distribute projects to all teams within the firm. Provide additional training (internal or external) so that employees are able to expand their professional development. Allow employees the option to either remain with the current bonus structure or opt for a higher base salary with no (or very little) bonus allocation in order to balance out the inequities. Provide tuition reimbursement options to employees. Bring back having a set number of PTO days (or at least a set minimum that is enforceable) so that employees can actually "unplug" and not feel guilty/looked down upon for taking some personal time.

Doesn't Recommend
Neutral Outlook
Disapproves of CEO

203 Other Employee Reviews for Ryan, LLC (View Most Recent)

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  1.  

    5 Years and Still Going

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Team Leader  in  Houston, TX
    Current Employee - Team Leader in Houston, TX

    I have been working at Ryan, LLC full-time for more than 5 years

    Pros

    Great opportunities for advancement, great compensation structure, myRyan is a good concept

    Cons

    myRyan is a good concept, individual managers (not all)

    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO
  2.  

    Tremendous Growth and Opportunity; CEO is a Visionary

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

    I have been working at Ryan, LLC full-time for more than 10 years

    Pros

    Ryan is a results-oriented firm which has experienced tremendous growth since its inception in 1991. I have been able to move up through the ranks fairly quickly, as my performance is reviewed according to the results I produce and is not based on tenure. This truly allows an individual to take his/her career into their own hands and get rewards commensurate with their contributions. Ryan is a fast-paced and challenging place to work; the environment allows constant opportunity for learning and professional growth. Also, Ryan provides certain benefits, such as free parking, a flexible work environment, and project bonuses, which are uncommon among similar firms and truly a testament to the value that the ownership group places on its employees.

    Cons

    Expectations are very high at Ryan, sometimes unrealistically so. Additionally, the metric used to measure success is applied uniformly to disparate operations. This can lead to a spirit of defeatism at the management and staff levels, as certain individuals seem to be set up for success and others left to forge their own paths with much less support from the ownership group. Medical benefits are also quite expensive for the value received.

    Advice to ManagementAdvice

    1) Recognition: Teams who perform at 100% or higher of the myRyan measurement are not recognized. Also, teams who receive perfect client service scores without "sufficient" responders are not recognized. Management could do a better job of saying thank you to the nuts and bolts of the Firm, irrespective of the inevitable "top performers." It sends a message that meeting the Firm's very high expectations is not good enough. 2) Benchmarking: The one-size-fits-all benchmark does not set realistic and attainable goals for many teams within the Firm. Moreover, it undermines a manager's judgment when additional staff is needed to meet clients' needs, but a manager cannot act in a manner that he/she deems appropriate due to forecast/benchmark measurements. I advise that these measurements be revisited, taking into account the differences in practice areas and regional concerns. For example, some teams work primarily in states which allow sampling. In that case, the team will need to review approximately 2,000 sample invoices for a single engagement. In contrast, other teams work in detail review states, requiring them to review 8,000+ invoices for each engagement. When you consider the staff hours needed to complete a review for each team, the detail project will likely take 4 times as long to complete. However, these two teams are treated equally, or expected to produce the same monetary results with the same resources in the same amount of time, in accordance with the current measurement. Additionally, new consultants should be phased in, as their contributions do not become fully meaningful until at least year 2 and training these individuals takes away from the productivity of other employees.

    Recommends
    Positive Outlook
    Approves of CEO
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