Eide Bailly reviews

The whole underlying strategy of Eide Bailly is to dangle the carrot of becoming a "partner" in front of staff for a decade or more and hope that it will motivate them to keep working on difficult projects with mediocre pay. There are three problems with that strategy: 1) You can make a lot more money joining a hot startup than you can hope to make becoming a partner in some distant year 2) There is no defined path to partnership 3) Technology consultants cannot become equity partners anyway since they aren't CPAs. The best consultants are leaving for better pay and equity at growing companies. Clients are recognizing the talent drain. And they are going to ask for lower rates that correspond with the people available.

Disorganized management and scheduling. There would be times I would plan a job and then last minute be pulled from the job (without notice from management) and be scheduled for a different job that has not been planned. Some management were disrespectful to staff and clients - there was no accountability for this. I had a manager no-show a travel job and as far as I could tell, nothing ever happened to the manager. He never ever apologized to myself or my team-member that he left high and dry. This same manager would show up late to work, not communicate with his team and then be condescending towards staff when they were frustrated with his actions. When concerns were brought to the attention of multiple partners, nothing changed. This ultimately lead to me walking away after less than a year with the Idaho office. I came in as an experienced senior that was on the brink of management - so I have been around the block with auditing and how a firm/agency should function. I have never experienced anything so disorganized with lack of communication, lack of general operational management. Pay is mediocre at best. No bonuses for staff, raises did not meet industry or regional standards. Benefits are decent, but nothing special. Do not believe the recruiter when they say "work life balance" over and over in your interviews (esp for the Idaho office). If you do need to leave early for a DR appointment or child's event, you will be expected to work after your event or on the weekend to make up for that lost time (even if you have already put in over 40 hrs). Finally, the Idaho office did not meet expectations when it came to staff appreciation. I will make it clear that I do not expect to be patted on the back for doing the basic duties of a job. However, when staff are working nights, weekends and pulling 60+ hour weeks (not just during busy season), sometimes a simple "thank you" an go a long way. This was a rare occurrence. I can count on one hand how many times a manager or partner thanked me for my hard work and for giving up personal time to get the job done. The only formal recognition I received during my time was because I had the third highest billable hours during busy season. Never any recognition for the quality of work or positive customer relations.