There are newer employer reviews for EY

1 person found this helpful  

internship

  • Senior Management
  • Culture & Values
Former Employee - Intern
Former Employee - Intern

I worked at EY part-time for less than a year

Pros

good environment, staffs are friendly and helpful

Cons

very good company but might be long hours

Recommends

4533 Other Employee Reviews for EY (View Most Recent)

Sort: Rating Date
  1.  

    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
  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
There are newer employer reviews for EY

Worked for EY? Contribute to the Community!

Your response will be removed from the review – this cannot be undone.