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      EY

      Engaged Employer

      EY reviews

      3.7

      70% would recommend to a friend

      (83,904 total reviews)
      avatar

      Janet Truncale

      79% approve of CEO

      60% positive business outlook

      Ratings by demographic groups

      EY has an employee rating of 3.7 out of 5 stars, based on 83,904 company reviews on Glassdoor which indicates that most employees have a good working experience there. The EY employee rating is in line with the average (within 1 standard deviation) for employers within the Finanzas industry (3.7 stars).

      Reviews by job title

      84K reviews
      1.0
      Oct 14, 2019

      Does not look after the people who generate revenue

      Senior manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great people work at EY

      Cons

      Despite extensive Media coverage the flex work options are only available if its suits the client engagement which is practically never. Hence only Support staff at the EY office get this perks which is really quite annoying given the client facing roles actually bring in revenue. Have never felt so unvalued by any company, forced to do junior tasks without any regard of previous experience. The most important KPI is bringing in more revenue with team management etc. being practically ignored. The EY internal systems are shocking especially given we are advising companies on how to implement better internal processes and systems. At EY there is absolutely no regard for consultant's time and it is treated as "free", hence no incentive to improve systems and processes given its only the staff's free time which suffers. Have worked on engagements where EY consultants are charged out as 8 hrs per day however we only get paid for 7.5. Working overtime is fine if there is a need for it however to force people to work 2.5 hrs of overtime EVERY week for no reason is surely illegal? On engagements where excessive overtime is required to finish the project, consultants are forced to only add 7.5 hrs to timesheet despite 15 hrs worked as it otherwise decreases the Partner Margin on the engagement. Its not that you would be paid for 15 hrs anyways however Utilisation is another key metric so if you happen to be a few weeks on the bench you can't reach your Utilisation targets anymore. Plus we read so much in the media about how franchises use employees and force unpaid or even undocumented overtime, what about consulting??

      2.0
      Jul 27, 2019

      High staff turnover accelerated by poor firm decision making

      Assurance senior
      Recommend
      CEO approval
      Business Outlook

      Pros

      -People - some (used to be all) are great people to work with, however recently the firm has taken to hiring some appalling people and firing some good workers (through central HR decision making which local partners have no say in) -Flexible working - the firm in Bristol has definitely taken to this and it cannot be faulted. A great approach to flexible working, but for the first year don’t expect to work as flexibly as you want as you will require coaching. Some people abuse(ed) this privilege. -You will learn a lot about a lot of great businesses across the South West. Most clients have interesting engaging businesses and you are thrown in at the deep end.

      Cons

      -Real problems with under resourcing and lack of staff being perpetuated by an excessively high turnover (EY used to bank of 50% leaving each year- now we are at approx 95-100%). This means that good people are overworked whereas poor hires (that for some reason we can’t get rid of) are shuttled around engagements like undesirable commodities. EY used to attract a lot of the brightest and best, however they are going to different firms for better packages and we are not getting enough people through the door to staff audits. Compensation has always been historically woeful at the Big4 however now there is an audit wide labour shortage, when will we stop benchmarking our salaries against the other Big 4 in Bristol and start taking into account other businesses that are getting in the best grads? -Appreciation of staff is probably at an all time low and this is affecting quality output of work. Audit relies on a guilt trip culture: if you don’t do it and put in overtime/extra work on clients you are not booked to, your senior or manager will have to pick up the work. This worked to some degree when the seniors/staff/managers had a good rapport with each other, but now that no one knows who anyone is anymore (driven by headcount churn) why should people put the hours in for zero appreciation? A colleague of mine (with a fanatical work ethic) has recently expressed concerns to me that make me worry about his mental health and stress due to how much he is under appreciated and over worked.

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