BDO reviews

- Poor Work Culture: The firm’s culture has changed significantly, especially post-restructure. The “people-first” mindset that initially set BDO apart years ago has been replaced with what feels like a relentless focus on revenue and growth, and being competitive with the Big 4. - High Turnover: Leadership turnover has been extremely high even at the partner level. It became so frequent that they had to develop an offboarding plan specifically for partners. - Metric Managers, Not People Leaders: A number of leaders placed into key roles in recent years are more focused on reports and optics than people or outcomes, pushing increasingly unrealistic goals onto already overextended teams. - Compensation: This has always been an issue. The firm expects employees to wear multiple hats but rarely pays them in line with the workload or responsibility. - Employee Stock Ownership Plan (ESOP): While promoted as a positive initiative, this seems to have only intensified the pressure on teams. After the firm took on $1.3 billion in private credit to fund the ESOP, it feels like everyone left is paying the price with constant budget cuts, heavier workloads, and fewer resources. The partners seem to be the only ones who benefited from its rollout as they received massive payouts. - Low Employee Morale: Layoffs, budget cuts, and shrinking support systems have made it hard to keep up morale, especially when long-time employees are stretched to their limits.

This sector is understaffed and overworked. These people don't, nor will they, care about you and your wellbeing. In the last few years they've removed double pay for weekend overtime as well as introduced contract changes that make the first hour you work a day unpaid too. Unsurprisingly they've since taken the opportunity to enforce mandatory overtime clauses in contracts across several offices which are due be in place for several months. The leave you can take during this time is also restricted. Work from home privileges have been gutted and working conditions at client sites are poor and would not pass any kind of DSE assessments. Although you join with a designated office location in your contract, you will spend the bulk of your time at a client's for which additional travel time is very rarely eligible for overtime/pay. Thus prepare to travel double, sometimes triple your normal work commute on a near daily basis. Their partner pay and benefits increased, and their profits have remained strong, but rest assured your pay will be the exception to that rule. The people you will encounter are truly lovely and it's a welcoming team environment, but this sentiment of "we're all in this together" omits the fact that those at the top refuse to properly deal with inadequate staffing issues and employee welfare concerns.