EY - Good first job experience | Glassdoor
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There are newer employer reviews for EY

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"Good first job experience"

StarStarStarStarStar
  • Work/Life Balance
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Tax Senior in Kansas City, MO
Current Employee - Tax Senior in Kansas City, MO
Approves of CEO

Pros

Flexible work environment, understanding teams, opportunities for mobility and relocations, opportunity for domestic and international rotations

Cons

Leadership fails to communicate important issues consistently and is not present around the office for morale.

Advice to Management

Invest in the professionals in your office and on your teams - know their names and engage in conversation with them.

Other Employee Reviews for EY

  1. "Good place to start out, not a good place to stay"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in McLean, VA
    Current Employee - Anonymous Employee in McLean, VA
    Approves of CEO

    Pros

    Ernst & Young employees are the most personable and genuine of any of the Big 4 firms. Almost everyone I have met has been warm and welcoming, and I always say that I work with people who do accounting, as opposed to accountants. The "baptism by fire" experienced by new hires can be overwhelming, but the steep learning curve means that you learn a lot in your first year. The prestige of working for one of the Big 4 will get your foot in the door at a lot of employers.

    Cons

    You have almost zero control over the clients that you are put on. If you surveyed 50 new hires and asked them about the hours they worked, how they liked their teams, how they liked their clients, etc. you would get 50 VERY different answers. One person could be on a client with a September 30th year end and another client with a December 31st year end, meaning that they would spend half of the year in busy season (i.e. working 70+ hours a week including weekends). Another person could be on one client, year round, that works 40 hours a week and not a minute more. Ernst & Young (and the other Big 4) will tell you that you just need to "talk to someone" about your dissatisfaction, but who that "someone" is is very unclear. Counselors are also randomly assigned, so your counselor may have no interest in interacting with you or helping you with problems. Your "People Consultant" (HR contact) often doesn't have the leverage to help you get off of a client that you dislike. But again, it's a roll of the dice - many people have smooth sailing, and many people don't.

    Advice to Management

    Orientation needs to include how to use the resources that EY has, because that shouldn't be so hard to navigate. Counselors should be assigned on a trial basis, and switching should be an option within 6 months of starting with the firm. Social and networking opportunities should be made available more frequently, and should be organized such that ALL employees can attend if they want to (it is very disappointing to have to miss out on the few events that the firm has because you are a staff and you don't have the afternoon/evening off).


  2. Helpful (5)

    "What a nightmare"

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Audit Staff in New York, NY
    Former Employee - Audit Staff in New York, NY
    Doesn't Recommend
    Disapproves of CEO

    Pros

    The experience of interacting closely with client financial statements and processes can be fascinating. EY also has a strong brand name for the resume.

    Cons

    GULAGS. EY likes to send its people to far-away assignments (usually 3-4 hours from NY so that you stay in a hotel) in the middle of nowhere where workdays often exceed 12-14 hours 6 days a week. At these sites, you will be working twice as hard and long as those at the main clients for NO MORE GRATIFICATION. No one actually cares what you do there, as long as you sit in your windowless room and bill 70 hours a week to clients. BEWARE: if put on one of these assignments, it means HR is just waiting for your to leave the firm. They will constantly assure you that your commitment will be recognized, but they never intend to promote you any faster (if at all) or put you on a better assignment.

    At the same time, the environment is so sycophantic it's surreal. No one dares criticize anything about their leaders or the firm for fear of repercussion. There is no meritocracy, just repercussion for criticism. Senior management seems to have taken this straight from Stalin's playbook.

    Advice to Management

    I can't give senior management any credit, because Joseph Stalin invented this management style almost 80 years ago. I think they should experiment with other forms of governance besides those of the Soviet Union.

There are newer employer reviews for EY
There are newer employer reviews for EY

See Most Recent

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