Broken Trust, Always More Expected, Never Enough - Tax Director CLA (CliftonLarsonAllen) Employee Review

* Trust is broken between leadership messaging and actual expectations * If you don’t mind working long hours and working hard, this environment will still continue to push you further with little regard for sustainability * Billable hour expectations are not formally stated, but are heavily enforced and can increase mid-week (e.g., 55 billable hours set on Friday for the following week, then increased to 60 midweek) * The “pool system” amplifies this pressure by adding more work regardless of existing workload, creating constant shifting priorities and lack of ownership * Even when performing at a high level, expectations continue to increase rather than stabilize * Culture feels focused on maximizing output rather than recognizing or appreciating contributions * Significant disconnect between recruiting messaging and actual experience (hours, flexibility, workload) * Compensation is below market relative to the workload and expectations * Unrealistic turnaround expectations, including same-day assignments while managing ongoing client responsibilities * Lack of alignment between assigned work and actual capacity or tenure * Poor planning and last-minute demands add unnecessary stress * Overall, the workload model is not sustainable and leads to burnout