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Great company

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

I have been working at EY full-time for more than 5 years

Pros

Excellent benefits, flexibility, and people

Cons

Certain times of the year can be very busy

Recommends
Positive Outlook
Approves of CEO

4449 Other Employee Reviews for EY (View Most Recent)

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  1.  

    Ernst & Young is a good company to work for, however auditing is not rewarding.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Audit Staff  in  Philadelphia, PA (US)
    Current Employee - Audit Staff in Philadelphia, PA (US)

    I have been working at EY full-time for more than a year

    Pros

    Smart, young employees. Good culture and many resources.

    Cons

    Inconvenient commutes to clients, long hours, tedious/non-rewarding work.

    Approves of CEO
  2.  

    A lot has changed

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Consultant  in  Toronto, ON (Canada)
    Former Employee - Senior Consultant in Toronto, ON (Canada)

    I worked at EY full-time for more than a year

    Pros

    This review actually predates the spinoff of its consulting business into CAP Gemini, so a lot has changed. Unfortunately, Glassdoor doesn't have a "pre-2009" option.

    * Good knowledge management support, the firm really worked at this
    * Open to experimentation and staying with new trends, in pockets
    * Unusual efforts to marry industry knowledge with the accounting & audit segment

    Cons

    * The usual in the industry re: little work/life balance, large turnover.

    * Inconsistent management. It amazed me that a senior manager could consistently blow projects, and have terrible relationships with staff, without consequences. This phenomenon seems to be prevalent in the consulting industry, and it would be really interesting to see some studies as to why.

    * With some institutional (KM, some IT) and personal exceptions, support functions often demonstrated poor performance.

    Advice to ManagementAdvice

    This is industry-wide, not firm-specific. I suspect you could get a Pareto payoff by thinking hard about how to identify toxic managers/ principals quickly, and remove them before damage is done to staff or client relationships. The people who are a nightmare to staff are going to cause problems with clients, one way or the other. Lose them fast.

    On the back end, a bit of attention could really pay off. This isn't revenue-producing, so professional service firms don't assign their good managers to it, but poor performance sub-optimizes your highly-paid talent. Why not make a point of hiring some professional career track managers from outside? Pick those with a record of making a difference and being near the cutting edge, and give them the support necessary to make these functions good.

    No opinion of CEO
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