Crowe LLP reviews

* Silos! Everywhere you look - I've never encountered a less helpful group of colleagues. It's as if one person's success would threaten everyone else, instead of also bolstering others' successes; * Initiative & creativity were not rewarded except by piling on more work. Doing huge volumes of work was also not rewarded, or even acknowledged. * Unless you're a star in a very profitable business line, raises and bonuses are mediocre, at best; negotiate the best salary you can going in because that starting point determines what follows. * 401(k) plan is poor - extremely unfavorable provisions regarding timing of employer matching funds and very narrow investment choices.

No brand recognition in the marketplace- for such a large firm, this fact is mind blowing. Executive leadership is clueless as to how to run a successful business. Many partners spend a majority of their time behind their desks, instead of going out and visiting their clients, selling to prospects, and motivating their people. The hard working employees that provide boundless value and solid leadership get questioned, fired, and treated like criminals, and the incompetent, the unethical, and the sociopaths are favored and promoted. Senior and executive leadership with diabolical egos and limitless greed feebly attempt to manage service lines that they don't understand, trying to force square pegs through round holes, micromanaging/harassing, tying up valuable time by having pointless meetings to talk about having more pointless meetings, demanding people to meet inappropriate and impossible goals; all causing for an inexplicable waste of time, resources, and money. Not only does it cause for waste and a hostile environment, but it also basically forces people into providing atrocious client service, unwittingly tarnishing their professional reputations; all of which is incredibly mentally and emotionally disheartening to those who highly value professionalism and putting their clients first. Another issue emanating from this lack of understanding is that profitable, quality, annuity engagements are turned away, while unprofitable, one-off engagements are pursued. When senior and executive leadership are approached about these issues, they blame their current people, and fire them without acknowledging or taking any accountability. When one reaches out to other resources within the firm about these issues, they blatantly get swept under the rug; and the issues continue regardless of numerous middle management and staff turnovers, and exit interview testimonies. Salaries are below comparable market salaries, and all staff level employees are excluded from the bonus pool. When it comes to raises – be prepared to fight tooth and nail for $30 more per paycheck. These problems aren’t just limited to one service line…they exist firm wide. The firm is on the fast track to running itself into the ground.