Manning Elliott Reviews

Pros

Great support from managers, partners and HR Very knowledgable managers (unlike other companies very experienced, which has a negative side to it as well - please see cons below) Awesome flexibility (every day casual day, ability to work from home whenever desired, 6 extra days off to use whenever desired) Just read the reviews below and want to say I don’t think they are fair at all. The problem of low budgets, cheep clients snd long hours are not Manning Elliott’s problem. That is how this industry works. If you never work for any other midsize firm you would think that ME is to blame. I work for another firm and trust me the hours, budgets, managers were way worse than ME. So in my review I’m comparing the two midsize firm in Vancouver

Cons

Slow at promotions to manager - this one is a tough one since there are some positive aspects here (managers are very experienced). At other firms seniors get promoted to managers after 4-5 years of total experience. Manning is 1-2 years behind.

Advice to Management

Need to weight out the benefit vs cost of earlier promotions. Lots of good people left due to this.

Pros

Good benefits such as medical, snacks provided and occasional lunches

Cons

Can get very busy with long hours but same as all other firms

Pros

There are no Pros for this work place.

Cons

Lots of unpaid and expected OT

Pros

Pays for CPA module fees

Cons

Lots of work and overtime required.

Advice to Management

Lower Hours

Pros

People are great, coworkers, and some partners really want to help you. Your paid on time. Downtown location is easy to get to. Very helpful with the CPA program

Cons

The place is run by HR, someone who has never completed any accounting. Think about that. You have to jump through a lot of HR hoops during your job. Budgets are crazy. ME is the lowest bidder on an audit. You now have 30 hours to complete the entire audit. Be prepared to eat your time. The clients are really junior companies you are not going to learn a lot. Wages and benefits have been slashed to the bone. 90% of the people who I worked with are now gone. Turnover is high. I wouldn't recommend them as an employer. Only work there if it's a last resort our you want to get some public company experience. It's best to think of job as a rental not a career

Advice to Management

Address the biggest issue facing the company. HR.

Pros

- Young team, nice and fun people, easy to work with - Partners always try to promote from within - Flexible schedule, paperless files - Busy during spring, flex days and fairly slow during the rest of the year - Variety of engagements, industries, projects

Cons

- Seniors are not paid for overtime (which is actually common now) but get a bonus once a year

Pros

- Flexible work hours - Reasonable Pay - Overtime paid to staff before designation

Cons

- Unfair favoritism - HR abuse of power with no regulation. Displays lack of integrity - Hires externally in lieu of promoting existing staff - Subtle sexism/discrimination in the work place - Lack of sincerity and accountability of HR department towards staff - Out of date Audit software - Low morale

Advice to Management

- Partners to focus on bigger issues (HR oversight) - listen to your staff and address issues - be accountable to your words - address staff issues to boost morale. Refrain from professional malpractice and gain true reviews as opposed to posting obvious staged ones

Pros

You get paid. Specific (not all) partners are extremely supportive and open to having discussions on skill advancement. Collegial atmosphere amongst your peers (as opposed to culture of back stabbing to advance career present at other firms)

Cons

Auditing software platform is not fit for purpose. Poor quality of audit clients translates to unmarked able skills outside firm post designation. Calibre of staff decreasing as staff transition to Big4 (mass exodus of staff Q1 2016 has shifted front line file prep to Managers). Opportunity to advance to Senior Manager removed this year unless on Partner track.

Advice to Management

Move away from focusing on partner politics. Address the elephant in the room (i.e. HR approach and philosophy) Cultivate talent organically from within rather than hire ex-Big4 for partner track