EY reviews

There is too much emphasis and pressure on staff to have crazy utilization. Utilization is not controllable by a staff. No matter what they tell you. The schedulers, managers, and seniors, are the only ones responsible for the work you do and the hours you work. There are clear inequities in that. In addition, the hierarchal structure is not representative with how other organizations are run. At EY there is a clear, intern, staff, senior, manager, senior manager, director, partner lineage. This type of structure makes work inefficient and slow. The salary at the staff level is in line with other big four and I suspect higher than other smaller accounting firms. However, after searching for various other roles, I can say with certainty that corporate accounting pays more and that finance and analyst roles pay more than that. Finally, the people I got the chance to work with were not quite as nice or as friendly or as genuine as I had previously hope for. There were times when I just felt helpless. 50/50 would be the breakout of nice to rude people at EY. Just for example, as I am leaving the firm I typed a 2 paragraph long email thanking every single person I worked with. The reply rate to that email was less than 20-25%. This type of behavior is emblematic of a company who is more focused on the work than they are on the people who they are working with. I often times didnt feel like anyone cared if I was struggling to find work, or struggling because I had too much work. Even my counselor and peer advisors would advocate on behalf of the firm and the aggressor, in cases when people were over working me or being blatantly disrespectful.

* Growth is slow to nothing - this isn't because my performance is not good but this can be observed by many of us. Not just in my team. Many people are resigning because of this. Instead of growing people within the company, they hire someone from the outside for a higher position and that person will be trained and observed by someone with a lower position working for a long time within the company. Only the ones with really high positions grow (example: directors, etc.) * Company is thrifty when it comes to budget for employees (e.g. team building, activities, etc.) * Since the management is mostly new hires, it doesn't feel like EY's style of management, but, chaotic style. * Attrition rate is high. * They tend to hire many people and turns out there would be no work for them. As a result, they will fire people after mass hiring them.