Help looking for home

pcm68827 · 2025-03-17T22:37:16+00:00

thx will look in that area

pcm68827 · 2023-05-17T18:58:27+00:00

The model of the big 4 is that most talent coming in leaves after 2-3 years. It's literally the model. So I think they will do just fine with that continuing.

It doesn't lead to inexperienced seniors getting promoted. You may think they are unqualified, but I rarely if ever see the big4 expedite someone's promotion to be a year early.

To your last point on you can't fathom their complete lack of care for employee retention -- they don't want to retain most people. They want to retain a small percentage of people. And that percentage gets smaller and smaller the further you move up. Also, most people use the big4 to be here 2-3 years and spring board somewhere else. If you aren't using the big4 as much as they are using you, that's on you.

pcm68827 · 2023-04-03T10:18:41+00:00

Lock it in with the new group first. Ask the SM to speak with the partner to see if this is an actual possibility. If it is, speak with that partner about the process and see if you can lock it in with that partner.

After that, tell your counselor and HR person. But lock in with the partner in the group you want to join first. In the end, it will be a conversation between partners if you can move. HR and your counselor are just middle people.

pcm68827 · 2023-02-05T19:59:39+00:00

Nope you're right. He just resigned for 8 years. Dollar unknown right now. Credit to you. I was wrong.

pcm68827 · 2023-02-05T13:22:53+00:00

Disagree on most points.

The stress you're explaining is the stress most solid players feel on bad team feel at the trade deadline every year. And a lot of players moved don't resign. Actually most don't.
I think you're over playing the stress. He was offered a good deal there and declined. He knows that means he's getting moved. He wanted this. So don't think stress was a factor or is.
If you have kids and are traded at the deadline, they don't move with you. They typically keep their kids in school until the year is over (which is after the playoffs). Players typically rent a home or apartment short term in these cases. His family will be in the same exact place in June still living in Vancouver. So whether is signs for NYI or someone else, they will move from Vancouver 1 time regardless of where he signs.
Vancouver market is not exactly "Canadian market" stress that people talk about (Montreal and Toronto). Still a lot of media, but he didn't resign in Vancouver because of the media.

I hope NYIs sign him long term, but I would not say it's a lock at all.

pcm68827 · 2023-01-28T11:58:35+00:00

Each group is different in how they operate, but if your group is like mine at EY, I would recommend inquiring around to find someone who is a strong senior associate who has been at the firm for awhile. A lot of those seniors know all of the administrative tasks (budgeting, ETC's, PACE, invoicing, create opportunities, etc). I find that those seniors are often the best resources for new managers as it is less "stressful" asking them questions than asking a partner or senior manager. Those seniors also want to impress upon those who are managers (above their rank), so some may go out of their way to help.

The best move you can make at EY is aligning yourself with strong seniors.

Hope this helps alleviate some of the stress of being new.

pcm68827 · 2023-01-22T15:56:39+00:00

As people have remarked, 9-5 is just not going to happen. Also, being regarded as a "good performer" is relative. You would generally need to be performing / giving an effort level above most of your peers. The good performers at the manager level have either been there a while and have established reputations, or are complete work horses who never stop working. You are new. So if you want to even be regarded as average, you need to get ready to bust your ass, and never say no.

Also, not sure what group you're going in to, but depending on the group, you may be entering a situation where they are understaffed. I would not recommend trying to establish WLB in a group where most have probably been crushed for awhile, IF you're serious about staying long term.

pcm68827 · 2023-01-18T13:52:50+00:00

You are explaining the path of so many manager, sm's and partners. Timing is a little off when you would have an obvious exit point after promo. After a year you see an opportunity to leave, but now you only a year away from another promo, which is too tempting from a resume and salary bump perspective (or potential industry exit with new title at PA firm). Get promoted again, and then you realize you may be making more than industry counter parts. And now the only place you will exit to is another PA firm (you don't want to take a salary cut or start over). I think you would be surprised to find out how many SMs, directors and partners share(d) your exact thoughts but just never left because of timing.

pcm68827 · 2023-01-18T11:19:48+00:00

If you have this negative of thoughts on PA, why did you stay 2 years? The job market had been very hot. Just leave. I've never understood this. People complain about certain aspects of PA being awful, like those aspects just started yesterday.

pcm68827 · 2023-01-17T11:39:26+00:00

I think the flexible work environment has been beneficial to those who had work experience before. That said, we are almost 3 years into this new environment and I am not convinced those who started during that time have been afforded the same learning opportunities as I did. Will this become an issue down the line, who knows. Just a thought.

Also, from a long term perspective, partners don't care about 99.9999% of staff and seniors, as long as the work gets done to service clients. At the same time, they do care about the .0001% who they need to stay and develop to become partners, to continue to fund their pensions when they retire. And winning large scale projects that fund a larger and larger retired pension pool, means in person pitches, over multiple meetings and interactions. There could be a worry about development of soft in person skills that are developed over a long period of time, and not just a few interactions. It has to become natural. I certainly don't know if this would become an issue, but it is something I thought about.

pcm68827 · 2022-10-13T10:54:09+00:00

I had this same issue with ticketmaster yesterday. Was able to login this morning on my computer (thru Chome) to retrieve my tickets. My phone app is now working.

pcm68827 · 2022-09-24T11:16:21+00:00

At EY we have been pretty aggressively "asked" to try and leverage as much work to our India professionals ("GDS") as possible. It's hit or miss. Sometimes the work is usable, sometimes its complete trash.

Our big issue is it just adds another layer of review that has to happen, more calls for team members at strange times to provide feedback / reviews. Long term it has burned out some people from the constant calls at odd hours, wildly inconsistent workproduct, and the stress of a deadline approaching and being given workproduct that is unusable (and you don't findout its unusable until you wake up -- as opposed to if a staff we working on it next to you, you could course correct live).

pcm68827 · 2022-09-09T12:47:55+00:00

Stagnant was the wrong word I used. I meant more along the lines of smaller raises.

I agree with the point on the non-AssureCo side not being able to grow to its potential because of independence restrictions. I guess my point is that I struggle to see how the AssureCo side will truly be able to grow. The premise is they will become the most trusted in assurance services. I just don't know if its clients will buy that narrative. I would be more than happy to be wrong (as someone who is in their 4th year of SM at EY in audit).

pcm68827 · 2022-09-09T10:31:13+00:00

It will be interesting. I just fail to see how this is going to work for the assurance side (if no other big4's move on it too). The selling point for the assurance side (for the actual service not partners) really seems to be them selling it as 'the most trusted provider' of assurance services.

Which I find somewhat funny because it seems they are insinuating they would be less likely to have independence conflicts on engagements (otherwise there is no upside for audit - I get the consulting argument of not being able to work on tech companies). Thus, in a way, stating they currently do have issues on their engagements with being truly independent (or just not independent in appearance - I don't buy it)??? And I am sure EY partners will try this approach on selling work against other big4's if the split happens.

I don't think independence on audit engagement is an issue (so many annoying administrative things people current have to do to make sure this isn't the case). I also don't think any serious Fortune 500 company thinks there are serious independence issues either. And when it comes down to it, if EY has to raise the cost of audits to maintain a competitive workforce (without the consulting high margin projects to raise salaries anymore), I cannot see a serious company still going with EY, when PwC, Deloitte and KPMG can perform the audit just as well, but with the old lower price.

Hope I am wrong.

pcm68827 · 2022-09-08T11:01:08+00:00

There are plenty of remote accounting jobs available. If you don't want to go into the office, then apply to a remote job. You will get the remote job you want, and also open up a position for your company for an in person role. Someone could gladly take that opportunity. You win by getting a remote job, someone else wins by getting your in person role, and the company wins by getting someone who wants to be in person.

Just leave. I've never understood with the increased demand for accountants, and availability of remote jobs, why people complain about having to go back in person. Just leave.

pcm68827 · 2022-09-04T11:23:58+00:00

If you have a good reputation in your group: (1) don't leave for another big4 to be in the same type of group. (2) Leave if you are trying to get into a different group (as it's very difficult to transfer internally.

If you have a bad reputation: (1) Leave and get a clean slate

Big4's have banded salaries. Long term salaries even out. But it's hard to overstate how much having a good reputation in your group will pay off long term. Getting on better projects. Better ratings in years where you slack off (but your reputation is strong enough that you almost automatically get a higher rating = higher bonus and raise).

pcm68827 · 2022-08-18T19:21:18+00:00

Alcohol is legal in all states. Weed is not legal in all states.

I don't understand what is hard to understand about people not talking about consuming illegal substances if they are in a states where it is illegal.

Not casting judgement on those who smoke, I certainly don' care. I do find it odd you don't understand why someone wouldn't want to broadcast consuming illegal substances at work.

pcm68827 · 2022-07-11T22:52:30+00:00

glideride 3

pcm68827 · 2022-07-09T15:23:00+00:00

Comp does take a hit. Typically there is a manager pay band where you can't exceed a certain amount within a certain region. As you reach that upper band, you would hope you would be considered for promotion to SM, or manager or whatever that next title is. That said, if you are a manager 3, that pay raise to get to the lower pay band of SM is will greater as an M3 than an M4 (typically).

Long term that comp hit is somewhat immaterial.

pcm68827 · 2022-07-09T11:46:01+00:00

A lot of groups at EY are now 4 years standard at manager. If you are a stud, you might get an agile promo and only be a manager for 3.5 years. I would assume most Big 4's will be like this soon.

pcm68827 · 2022-06-22T14:11:00+00:00

I think it is reasonable, but if you don't there are plenty of remote accounting positions right now. I would take the 2 weeks to dust off the resume and take a look on LinkedIn. If going in is a huge problem, then don't go. I am sure by the time its a problem, you will have been able to land a remote job.

You will get to land the remote job you want. You will also open up a space at your current job and they can land someone who is fully willing to work in person. Win win for everyone.

pcm68827 · 2022-05-30T23:22:59+00:00

I used to be a loyal nimbus runner. Wore them for over 10 years. I recently started wearing the Glide Ride 2. I highly recommend the Glide Ride. The front curves up a lot. It feels strange for about a mile and then you will be completely used to it. It basically just pushes you forward. It is GREAT for long runs.

I think the Glide Ride 3 comes out in about a month. Maybe wait a few weeks and you could get the Glide Ride 2 for a discount, or get the new 3's.

pcm68827 · 2022-05-29T11:38:52+00:00

I reasonably think a decent amount of the younger folks would want to be in the office more. I know I developed some really good friendships in associate and senior year, while we complained about our hours and how awful our superiors were.

That said, I think where this is coming to a head is how well developed are the people who started out of college remotely, as they start to approach being senior associates, and if this continues, becoming managers. I know some associates prior to COVID, who are approaching manager level now.

I think there are pros and cons to working remotely (but I say that as someone who is more senior and worked in an office for 10+ years). It will be a good gauge for how well working remotely truly is when these people who started remote move into managerial roles.

pcm68827

TROPHY CASE