There are newer employer reviews for alliantgroup, LP

10 people found this helpful  

Horrible place to work

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

I worked at alliantgroup, LP full-time

Pros

- Young employees
- Easy to make friends
- Fun Parties, after tax season, Holiday, ext.
- Pay for lunch and dinner during tax season

Cons

-Awful management!!
-No respect for their employees
-Provide most people with false promises
-Managers just push the work down and do little themselves
- Not many people actually work during the day, they just goof off and have to stay very late into the night

Doesn't Recommend

125 Other Employee Reviews for alliantgroup, LP (View Most Recent)

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  1. 3 people found this helpful  

    Best Career Decision I've Ever Made

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Director  in  Irvine, CA
    Current Employee - Director in Irvine, CA

    I have been working at alliantgroup, LP

    Pros

    If you want to learn and grow in a career opportunity, alliantgroup is the best place to work. You are surrounded by highly intelligent people who challenge you to continue to be better each day. It is a performance based culture and you are rewarded for your contributions. The company's mission to keep businesses and jobs in America is also very rewarding. We are making a difference and impacting the lives of so many Americans. A work hard, play hard environment where your ideas and opinions are encouraged and heard is so freeing in the workplace. This type of opportunity does not come along very often. It is a perfect environment if you are motivated and driven by a fast paced, elite workforce who is doing great things for American businesses.

    Cons

    Not enough employees to keep up with the high growth demands and needs of our prospects/clients. Management is trying to keep up with hiring demands, and it is getting better, but every day businesses are struggling and need our help. We simply need more employees to get the word out and deliver our service offerings.

    Advice to ManagementAdvice

    Keep hiring, training, and implementing best practices. It just keep getting better and better.

    Recommends
  2. 19 people found this helpful  

    High Turnover- Low Morale

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

    I worked at alliantgroup, LP

    Pros

    Decent opportunity for advancement
    Provided good training in the applicable tax code provisions
    Very smart coworkers and management
    Were up front with the fact the job kinda sucks
    In downtime, people have fun in the office

    Cons

    First, turnover is ridiculously high. They hire a ton of employees, use them until they burn out and quit or get fired. Worked there for a year and saw close to 100 employees quit or get fired (office is only around 130 people), and most contemplating the same. There are probably several reasons for this:

    1. The hours are awful. 830 - 630 is mandatory, though no one will care if you roll in at 9 or 9:15 (depending on team director). If you leave at 6:30, people will ask why you are leaving so early. You will work past seven almost every night easy, usually, not leaving until 730 or 8. Even if you don't have any real work to do, management wants to see you there. Often, you will spend hours after seven waiting on management to review/ approve something for you that takes five minutes, which is frustrating. Tax season, you will be in the office until 9 or 10 and on the weekends. (they do get you food).

    2. Billable Hours. Bonuses and judgement on amount of work done is based on billable hours worked. Important work for small clients is ignored for menial/ unnecessary work on bigger clients. Bonuses are contingent on meeting billable hour landmarks, but size of clients (and therefore amount of billable work) is not evenly distributed, so some teams are shafted on bonuses. Moreover, good work is only recognized for bigger clients, so certain teams "look good" to management over other teams.

    3. Pretty high stress environment. As is the nature of tax consulting, you have statutory deadlines that must be met. You will have about four or five different people come by and ask you the same question about the same issue every day. Its good to keep track to make sure tasks are completed, but management suffocates employees.

    4. Work Environment. You will be yelled at and cursed at on a daily basis and in front of peers, which is unprofessional and embarrassing. Training sessions are high stress environments as well as they are taught like a first year law class using the Socratic method.

    5. No job performance feedback and the bit you get is unfair. The review of employee performance consists of the team directors discussing job performance of associates with each other and then ranking employees in various areas. In essence, you will be judged by a set of team directors with whom you have never worked with. Therefore, the only basis other team directors have of your performance is perception. Also, based on background (lawyer, MBA, science) you will be judged differently. Often, you will not know employees will not know they are under performing until they are fired. I've seen people fired in the middle of eating lunch at their desk. I've seen people fired on their birthday. People are fired at eight at night. Not good for morale.

    This last point is a big issue. Merit isn't typically rewarded. The company wants people who are drinking the Kool-Aid. Management is smart, but isn't open to change or feedback and view it as a challenge.

    Ignore the favorable reviews- most of those are written by marketing to provide better web presence.

    Advice to ManagementAdvice

    Listen to employee feedback. Work on things that will retain competent employees and make them want to work at the company, including better pay and shorter (normal) hours during non-tax season (if people have uncompleted work, they will stay to get it done). Try to speak to and treat employees with respect. If truly trying to provide the best service, then retention of employees should be key instead of using up employees and then discarding them. Give better feedback, and make training a more comfortable environment.

    Doesn't Recommend
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