There are newer employer reviews for EY

Manager

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Manager in New York, NY (US)
Current Employee - Manager in New York, NY (US)

I have been working at EY full-time (more than 8 years)

Recommends
Positive Outlook
Approves of CEO
Recommends
Positive Outlook
Approves of CEO

Pros

People, investing in employee future

Cons

Requires longer hours at times.

Advice to Management

Keep investing in your people

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  1. Exceptional work culture, people, and opportunities

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Audit Manager in Houston, TX (US)
    Current Employee - Audit Manager in Houston, TX (US)

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

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    exceptional work culture and people and access to opportunities

    Cons

    Audit work if you dont like can be the biggest downside due to routine and mundane nature of it.

  2. Helpful (5)

    Inconsiderate politically motivated people

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee in Perth, Western Australia (Australia)
    Former Employee - Anonymous Employee in Perth, Western Australia (Australia)

    I worked at EY full-time (more than a year)

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

    Pros

    Brand name world wide well known (not great in all countries though)

    Cons

    1. Not enough intelligence around. Don't know where they should be headed in terms of strategy. Most of the work won is of contracting nature rather than use of good work and win win strategy for selling.
    2. Unethical recruiting practices by giving incorrect details and assurances during interviews, work scenario does not match with the assurances provided during interview.
    3. Partners are not smart enough and do not have the ability to sell well. They get all their work done by others and portray that they are deeply involved.
    4. Significant favoritism attitude shown. Performance of good people does not matter, what matters is how close you are to the people making decisions.
    5. Perceptions matter more than good work.
    6. Employees bullied through the HR route by telling them they are not performing well and in some cases unethically asked to leave.
    7. Undue pressure on employees who are performing. No pressure created for favorites who are sitting on the bench for a long time and not delivering to the level required.
    8. Very easy to get promoted and be nominated for monthly awards - whether or not you deserve it, no one cares.

    Advice to Management

    1. Recruitment strategy needs to be given a hard look
    2. Panel interviews need to be done and placement as per skills required
    3. Deliver correct and true information during interviews and stop wasting careers of smart people who you just want to put at clients place for menial contracted jobs. Those jobs can be done by graduates.
    4. Live by the values of the firm - it's all a myth at the moment.
    5. Let smart people grow and give direction to the business, those who understand the industry very well, rather than going ahead with your stupid strategies of winning contracting work alone.
    6. Client's are won by content, not by only socialising with them. Wins which are dependent on socialising do not go a long way in making a name for the firm in the market.
    7. Look around - ask people outside of the firm what they think about your work. Don't tell them you represent EY. You will truly understand what people think about you.

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