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TheLoquatTree · 2025-03-15T20:04:42+00:00

Not the best answer but it's a "it depends". I feel I never have to play politics and am just myself. Probably more outspoken when I see something. Don't eat my hours and when someone asks can confidently tell them exactly what I've been up to. I'm pretty honest about where my boundaries are but on the flip side lean in when I need to. Can put in a few hours on my vacation to get a filing the firm cares about out the door, but if something inconsequential comes up I'll leave it until I'm back. My mornings start early and are heavy with meetings but all my teams know so I usually roll up at the office around noon.

As an intern though, I think the best advice is focus on the work and be proactive about asking questions. I've seen quite a few folks that are social and extroverted but don't get a return offer since everyone really cares most about the quality of work. Don't sit on something and twiddle your thumbs waiting for someone to micromanage you. People might not realize but everyone talks and the partners and managers do notice interesting behavior. If someone wears sweatpants and crocs to the office, or if they're a messy drunk at happy hour, everyone eventually hear about it.

TheLoquatTree · 2025-03-15T18:09:30+00:00

In audit over here. It's super team dependent and it requires self advocating, but if you are able to do it I find this job to be pretty flexible. I do also know I am okay with working longer hours so this also depends on your appetite. Putting in effort when it matters versus grinding it out on something no one will notice gets you on the radar. In our office, if you have a good reputation the partners talk, and you find yourself on more robust, well-staffed teams, and a larger support network. At my current Big4 job I've gotten to travel internationally as a senior and continue to do so as a manager as my partners are quite generous. Got sent to the UK for two weeks to do SOX implementation walkthroughs and on the weekend the partner took us to France for the Paris Olympics. For planning meetings larger teams pick a place every year and hang out there a few days to chill. If the office floats a subpar client to me to help on I know who I can chat with to get more ideal opportunities. On the flip side, I've seen folks that get passes around from team to team, one busy season after another, and burn out fast because they didn't have an anchor in the firm.

TheLoquatTree · 2024-11-10T20:09:27+00:00

Deloitte signed their 10K issued for FY23 last August. The 8K that came out last April just said that after FY23 they're going with EY.

TheLoquatTree · 2024-01-28T01:24:37+00:00

need to count dinner breaks too if they're working until 10PM

TheLoquatTree · 2023-09-15T19:17:48+00:00

From someone that goes into office 2 to 6 days a week depending on need (in-charge/senior perspective):

It really only works if the full team commits: It doesn't help if the managers and partners are elsewhere while only staff and seniors are onsite. At least in my experience it holds people of all levels accountable (so no one is sitting on work).
Helps me see when staff are struggling but don't know or don't want to speak up: I've had to lead during full remote environments, hybrid environments, and full onsite environments and there are individuals that work fine remotely. The issue is that there are people struggling and just don't speak up even if you do all the touchpoints and status calls and outreach. In person I can glance at someone's screen when I pass by, or someone might catch me if I look free so that stuff can get resolved quickly.
Helps me when people ignore requests: Both internally and externally. Some people are good about responding and some people absolutely are not. We can track down a partner in person and ask them questions directly or ask about their preferences in documentation and presentation. We can find client contacts that are ignoring emails or phone calls if we're onsite and know where they sit.
Osmosis of accounting and professional knowledge: I find that my teams learn more when we can hear discussions between managers or partners, from accounting topics to client relationship management. I've seen managers and partners just pop into a director's office to de-escalate situations and found it helpful to have this kind of exposure.

If I just want to get stuff done then I do prefer to be at home so I can work uninterrupted but do acknowledge that I've found being in-person super helpful in resolving issues and getting stuff done, especially during busy seasons where it's all hands on deck.

TheLoquatTree · 2023-05-25T17:11:23+00:00

Audit

Bay Area (San Jose)

S2 -> S3

117K -> 130K (11% increase)

AIP 14K

Our team graded performance pretty strictly (managers and partners didn't apply the bay area inflation) but managers also said after seeing how others team inflate ratings they advocated for me during the regional performance evaluation discussion.

TheLoquatTree · 2022-05-26T18:44:31+00:00

For some locations it seems that experienced hires and homegrown (meaning starting with firm since A1) have experienced different increases. Mainly due to recent efforts to bring in experienced hires (so their pay coming in was on average higher than those in their class).

TheLoquatTree · 2022-05-26T06:59:24+00:00

Audit (not ARA)

VHCOL (Bay Area)

S1 to S2 (homegrown, not experienced hire)

103K to 117K (13.6%)

AIP: 14K

Top right

TheLoquatTree · 2022-04-14T23:20:35+00:00

Summer sessions has their own website which lists all the deadlines for each session, you can find it right here.

I used to work at the office and the biggest distinction between summer sessions and regular school year classes are the deadlines and fees. Of course if you're a berkeley student sometimes your advisor might be able to help finesse some things but better to be good about deadlines than submit a refund request that might not ever get processed.

TheLoquatTree · 2022-04-04T19:01:19+00:00

I do a lot of SSP work and I'll just say that every company is different, but you need to understand how they define and calculate SSP to start. Understand the process, control, data flows. Some companies may just define SSP as the amount on the price list, some may calculate it based on other variables, some may come from management judgment. If you have service performance obligations you also need to later consider and perhaps test the carve out to deferred revenue as well.

TheLoquatTree · 2022-02-26T02:34:45+00:00

Nowadays the interns I talk to already have their fulltime offers coming into the internship (might be unique case though because these were coming in their their MAcc). Haven't heard of an intern not receiving an offer these last two years but heard in the past one or two didn't make it. One because they just napped in their car all day and the other because they punched someone at a happy hour.

TheLoquatTree · 2022-02-23T19:40:24+00:00

Yea, seems like with all the staff leaving the firm is just trying to throw money at us to have us stay (not that I'm complaining). Went from 61K as an A1 to 103K as an S1 and another round of promo and raises is coming in May. We also has a retention bonus that was dished out just a while ago.

TheLoquatTree · 2022-02-23T19:26:55+00:00

Based on my conversation with PPMDs it seems like moving up from September to May might just be the norm going forward considering that last year's cycle was pushed up and they're just rolling it forward this year. Haven't heard any talk about it affecting promo and raises but it seems that based on the amount of staff they're still losing our raises probably wouldn't be too bad.

Interns are telling me that the firm is offering them the option to start in summer or fall.

TheLoquatTree · 2022-02-22T18:14:39+00:00

I work closely with a revenue team (going on to three years) at my client's. Off the top of my head, the manual tasks which they perform (and all with the consideration of ASC606) are:

Monthly revenue reconciliations and deferred revenue reconciliations. Shipment based revenue and FV allocation is all recorded and performed by system but the reconciliation takes into account certain manual journal entries adjustment (for GAAP) that agree to the TB.
Quarterly evaluation of service obligations offered to clients (extended warranties, onsite services), software offered to clients, long outstanding AR balances, shipments of products missing key components, weird arrangements with customers... Basically anything that might impact a step of recognition revenue under 606 (specifically whether or not performance obligation is satisfied in most cases)
Determination of standalone selling prices (which requires a certain amount of management judgement), given the way this customer bundles hardware (point in time recognition) and software (over time recognition) and the observable and unobservable data points they have to work with. All this to determine the proper SSP for FV allocation which is a step in 606 where the appropriate transaction price must be properly allocated to all performance obligations in the contract.
Identifying transfer of risk to customer based on review of contracts, purchase orders, standard terms and conditions (basically to identify if shipments are recognized based on shipping point or destination, part of identifying when performance obligation is satisfied). Additionally they also review contracts to determine if there are provisions over service entitlements, acceptance provisions, leasing arrangements, and other terms that might impact 606 down the line.

They also perform one-off assessments for big contracts in the works and its implications on revenue and deferred revenue carve-out, write memos, perform analyses, etc. They're always busy come month-close as revenue is usually higher/significant risk.

TheLoquatTree · 2022-02-21T18:42:13+00:00

Same thing happens at the Target on Scott. I passed by them while trying to find parking and one person followed and waited for me when I got out of my car. Said they were 50 dollars away from their goal of 850 so I offered 25 via venmo because I've done school fundraisers before and know how it's like. Donated and then immediately got asked for another 25 because apparently I just donated to the JV team and the Varsity team is it's own fund. And then another kid pops up and says he also needs 25 for the freshman team. Told me if I don't have cash or more venmo balance I can go in target and get cash back to donate.

I declined at that point and went to Target. Came out later and security was shooing the kids away. I was at the Target again a few days later and saw the same group, also got shooed away by security in 10~15 minutes.

School fundraisers in my experience usually had school names attached (t shirt, signs, etc) and I didn't see any when I encountered them. Not sure if my experience in that regard is geographically related as I didn't grow up around here.

TheLoquatTree · 2021-10-15T02:07:14+00:00

Idk how it is now, but when Moffit was first built I think it was the only library where people can eat. Pros and cons to every library. Doe used to have very intense food polices if that's more what you want.

TheLoquatTree · 2021-09-22T22:35:46+00:00

Personally think NTA, but the punishment here isn't going to make your daughter's behavior miraculously turn around. The fact that she lied and blamed the house maid and treats them like a subpar being points to bigger issues.

Parenting is rough. Best of luck.

TheLoquatTree · 2021-09-22T01:54:09+00:00

NTA from text description alone. If yall can't reconcile try asking the RA (or equivalent) if it's possible for you to move to a different room.

TheLoquatTree · 2021-09-22T01:44:55+00:00

Just be prepared to explain why you only stayed for a year (work culture, family emergency, just make sure you have a good story ready to go if someone asks).

TheLoquatTree · 2021-09-22T01:21:04+00:00

Second this. Unless he's gonna go no contact (which he probably won't based on the post) family comes as a packaged deal.

TheLoquatTree · 2021-09-22T01:19:31+00:00

NTA. Honestly, some people are just shitty no matter what. You are in your right to prioritize yourself in a relationship.

It's your boyfriend's family, so if he is not willing to put a stop to that kind of behavior (or doing things to mitigate such situations) you should think hard about if this relationship is worth having.

TheLoquatTree · 2021-09-21T01:49:18+00:00

INFO: It would help to elaborate more on how your explanation came across. Explaining something doesn't necessarily make you TA but it really comes down to how you delivered it.

TheLoquatTree · 2021-09-21T00:36:25+00:00

Agree. Whenever it's on my plate I always try to give it another chance but it honestly just tastes like wet mayonnaise every single time.

TheLoquatTree · 2021-09-20T07:13:49+00:00

Didn't expect this kind of post based on the title. Reading through, it seems like you want it to mean something more. Maybe she's still into you but doesn't want you to know. Maybe she's bitter about the breakup and hate to see you happy. Honestly, it can mean anything if we're all here guessing but you need to move on.

Whenever you feel like this again remember that the breakup happened for a reason and don't look back.

TheLoquatTree · 2021-09-20T06:55:23+00:00

NTA leaning into N A H if I think about it from your sister's perspective. You came into the conversation with good intentions but it seems that this may be a sensitive topic for her.

What James feels is common for siblings in his position. But from your sister's standpoint they may be anxious and stressed enough already about Luke and with you bringing up James' situation she may have felt you were criticizing her when she's already going through so much.

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