• Reengineered the process for importing data files from various locations, which reduced the processing time taken by about 70%. • Captured and forma
• Reengineered the process for importing data files from various locations, which reduced the processing time taken by about 70%.
• Captured and formatted financial statements of 90+ Fortune companies belonging to13 different industries from the SEC EDGAR database.
• Gathered XBRL based Business Requirements for developing intelligent financial Accounting agent.
• Authored System Requirements document, Use Case Specifications, Systems Requirement Specification (SRS), System Requirement Change Request, Data Dictionary along with the technical staff and developers.
• Developed Business Model (data/object/network/process) describing future state to-be environment.
• Supported and assisted Developers (JAVA, JSP) and QA in developing Quality Control (QC) test plans and test scripts, as well as supporting and assisting clients in all testing phases through UAT.
• Monitored all milestones, SOP’s and project statistics, such as defect rate and severity of the project.
• Reported defects in a defect tracking system with the use of an extensive XBRL taxonomy, communicated the defects to the developers and/or included it in the systems limitation report.
• Conducted systems evaluation, submitted the system maintenance/ enhancement/ scalability reports and systems limitation reports as the final deliverable.
• Project results were submitted for consideration at the 35th annual Hawaiian International Conference on Systems Sciences.
• Achieved an increased understanding and stan
Like the other Big 4 public accounting firms, EY is a great place for a budding accountant fresh out of college to start their careers. You can gain exposure to a large number of industries and clients, each facing their own unique issues that EY has to help resolve. There are a ton of great resources to learn from; there literally seems to be an expert in every possible aspect of accounting working at the firm. The company's management is also very supportive of workplace flexibility, although this mindset varies from team to team. However, working here is definitely not without its faults.
As a client serving organization, expectations are set extremely high for employees and there is always a deadline to meet, often times conflicting. Busy seasons are brutal and just when you think it's all over, another client might be facing a new issue and you're working on a new deadline again. Things come up all the time and you always feel on call 24/7. There is a definite feeling of a lack of work-life separation and that can really wear on you over time.
While most people are very supportive here and want to help you succeed in your careers as it makes their lives easier the better you are at your job as well, there will also be times when you don't see eye to eye with a fellow colleague and still be forced to work together on a project. You won't always get along with everyone you work with and you can't choose who you get to work with either. Perhaps the most frustrating aspe
ProsLots of Knowledge about the Industry, Great Resources, Resume Builder, Flexibility Promoted
ConsLong Hours, Very Demanding Profession, High Stress Work Environment
This review is specifically for the Consulting role.
For most people, the main pull of this job is going to be job advancement. While the firm pays a lot of lip service to promoting based on performance over tenure, this isn't entirely true. In practice, there are still a minimum amount of time they want you to spend in each role. Only the absolute top performers (think culture coin) are able to get around this. Additionally, this timeline is changing and can be longer depending on who you roll up to. So, while your area might think it should take 3 years minimum to the next level, other areas will promote at 2 years.
The travel aspect of the role is worse in practice than it is on paper. You may think at the travel percentage and think that it is manageable. Make sure to take into consideration that 4 days before your flight, you might not know when or where you traveling to.
You truly must like travelling for work. This is different than normal travel. You will be in a crowded room with your team until most of the employees at the client have left. You are then typically encouraged to go to a team dinner. This can frequently result in you leaving your hotel at 8AM and not getting back until 9PM. This must be something you WANT to do. I was initially neutral on travelling for work, but I gradually began to hate it as time went on.
Other notes: The type of projects you will be on a largely out of your control. Where you are travelling for you projects are largely out o
ProsExpensing meals while traveling, job advancement (typically)
I must say, before I hired I heard some not good things about The Firm. But, I took a leap of faith and stepped outside of my comfort zone. I was a government contractor since since 2006 until my resignation in 2013 when I joined The Firm. When I was first hired, they flew me out to Cleveland, Ohio where their home office is for a meet and greet session and orientation. Only when I to the hotel, come to find out The Firm had not booked my room where they assigned me to stay during my visit to Ohio. That really started out my time with The Firm with a bad taste in my mouth. So, orientation went smoothly and I met some really cool people during my meet and greet. So, I get back to DC 2 days later. That Monday, I get to work, Its a gentlemen there to assist/train for me 2 weeks until I get a hang of the way The Firm operates. Well, that night after work, my trainer played in a pickup game of soccer and tore his ACL. He was out of work for 10 weeks. You would think The Firm would send a replacement trainer to assist me in my first week at The Firm, but they did NOT. So right then and there, i was already behind the 8ball. But, I made due. As time went on, I slowly but surely grabbed a hold of the way The Firm operates with one day of formal training (self taught). During my time at The Firm, the group I worked for Creative Services Group (CSG) was under and major construction with the their job log in system, job receiving system and email system(from Lotus Notes to Outlook) so t
ProsHealth Insurance, i met some really good people, nice work space, free gym, free Washington Nationals tickets
Consrude people, the higharchy was unclear, poor machines and finish equipement, bad location, time sheets were often unclear
The job upon starting was great! I quickly learned (inside of 6 months) that the person I was primarily supporting did not like me. Never came to me directly; went to admin Manager. The training did not set me up for success; definitely for failure. I didn't know what I didn't know.. Definitely people working there that were untouchable and some of the most challenging people to work with (these people were in administrative positions - NOT EXECUTIVES!). Literally, had to gift folks in certain position to help me do my job. I was dumb-founded. High-level and visible position and was trained for two weeks. The person who trained received a promotion and just wanted to move on. I did have a mentor but because we didn't really relate to one another (culturally different), a waste of time. But the person was able to use that as credit to them working and being a team player. I was told I did not engage enough by admin manager... If I work with you one on one why go to someone outside of the group. I was encouraged to be "too friendly" and it was something I failed at miserably...mainly because I don't have the knack of being fake. Was moved to a different department. Worked out much better. However, it was lower tier and it literally was like crabs in a bucket. cliques and favorites. If you are not a big social person you have to navigate very carefully. Meaning; be everything to everybody. Just wanted to do job and go home. Others opinions of you became a par
ProsLots of food and snacks, great perks, good pay
Conswork life balance, terrible communication, too much bureaucracy
Ernst & Young no doubt is one of the most reputable Big-4 consulting firms of the world. I was very proud to be a part of it, and on paper, it was the answer for that dream jobs that I had been looking for.
The reality, and neither their fault nor mine, is that I was hired to do one thing and one thing only, to consult on a specific hospital inventory software system - derived from my previous work. Unfortunately, this system was not really in demand at the time (1998-9) and I found myself "on the beach".
Initially, this was OK as it allowed me to decompress and figure out the corporate structure and culture. I have never seen one line it before nor since, and to this day I am not sure if it is the way to run things.
My tenure there was short, and I grew frustrated of not being deployed to engagements, as they called them; assignments around the country to do what I do best.
In the meantime I took internal and external training at their expense, and brushed up on a lot of new technologies while I appealed to change departments and fit me into an engagement where I could not only utilize my skills, but leverage my languages and international work experience. This never happened, and the frustration grew.
As a result, I wound up leaving and returning to Europe for a fruitful 12 years until the Great Recession set in.
I would recommend this company solely based on its outside reputation, however, those interested in joining the elite should read up on the culture and corpo
Prosgood to have on your resume., corporate at its best., organized and methodical., great offices and facilities.
Conslateral movement internally impossible., can be a bit ott with simple tasks., overanalysis can lead missing the big picture., promotions come with a price.
Great exposure to big companies but terrible approach and you’ll work like a mule
I interned and took a full time position for after graduation. Was very impressed with the magnitude of our projects and c-suite interaction. Definitely felt professional and important. Got to do some abnormal “consulting” engagements where I more so talked with management and served as a project manager. EY is constantly rebranding their practices in order to appeal to the latest and greatest trends, but none of the work changes for us. One of my biggest pet peeves was they would hire people from other Big 4’s and pay them 15-20% more than what we loyal employees make.
When COVID-19 hit, we were told there would be no layoffs. This was reiterated multiple times. All of our trainings were online this year (average cost per person savings of at least $3-4K), we didn’t lose too much work (still had $11B of revenue), yet they cut all bonuses and raises. Oh and then they decide to donate millions of dollars to historically black colleges/universities right as they cut our bonuses! The following week were told we can go to the march on Washington and not have to charge vacation, and EY would pay for anyone’s flight who wanted to go! Morale was at an all time low after 3 years. Don’t know how they have the money for all of this but not enough to take care of their loyal, hard-working employees.
Then out of the blue I get a call and let’s me know that I’m fired and have 2 more days at the firm. OUT OF THE BLUE. They claimed performance issues but they fired a lot of seniors acros
ConsPolitically correct, liberal firm, zero work/life balance, you’ll work like a dog and not make nearly enough money
• Interfacing with both the generalists and specialists in the Microsoft sales and delivery teams (including partners, services, Internal Microsoft Product / Service organizations) focused on consumption of the Azure platform in high potential accounts
• Executing quick technical feasibility and proposal development for moving identified workloads to Azure (i.e. quick and dirty, comfortable with 80-20 rule)
• Built a technical and security architecture in Azure for the selected apps/workloads
• Selecting a migration approach to lift and shift the workloads to Azure or architecting a greenfield development and/or production platform for new applications
• Executing limited POCs, if necessary
• Driving the quality of the on boarding plan (with MCS or partners)
• Documenting and sharing technical best practices / insights with engineering and the architect community
• Understanding of cloud computing technologies, business drivers, and emerging computing trends
• I possess a proven track record of building technical and business relationships with senior executives and growing wallet share in large or highly strategic accounts
• I have a proven track record of driving decisions collaboratively, resolving conflicts and ensuring follow through
• I possess problem-solving mentality leveraging internal and/or external resources, where and when needed, to do what’s right for the customer and for the organization (i.e. think through workarounds, evaluate risk of various depl
• Experienced in developing web applications using .NET Framework 2.0/3.0, 3.5, and 4.0/4.5, ASP.NET, C#.NET, ADO.NET, XML, XSLT, Java Script, HTML 4/5, CSS, jQuery, JSON, AJAX, IIS, creating, consuming and publishing XML Web Services (SOAP, WSDL, UDDI) using .NET Framework, solid understanding of service oriented architectures, windows communication foundation (WCF), windows presentation foundation (WPF), windows workflow foundation (WWF) and Web API.
• Experienced in lists, libraries, sites, site collections, web applications, web parts, app parts, master pages, branding, event receivers, InfoPath forms, ASP.NET forms, workflows, content types, templates, features, definitions, enterprise content management, records management, content approval, and custom solutions with visual studio.
EY provides a wide array of experiences to develop entry level workers. Entry level workers will begin to supervise other team members as early as their first month. There is a lot of on the job coaching and a lot of responsibility given to the new workers. It's a great launching spot. EY provides great benefits, including 16 weeks of maternity/paternity leave, flexible work arrangements, and the ability to work remotely depending on the workload. Personnel have the ability to travel if desired.
I wish they did a better job with retaining good talent and placing weaker personnel in the industry. In some of the bigger offices, there is a saturation of senior managers, so at that level it becomes a weird competitive culture where people are not the friendliest and I noticed that the weaker senior managers can be horrendous to the people below them. A lot of great talent has already left to be in the industry before hitting senior manager. Makes you cringe thinking of some people they promote to partner.
You are conditioned to always share your knowledge, so executives tend to talk over everyone else, instead of allowing other team members to contribute their opinions. People who then "talk a lot" are seen as a better performer, even if they are spewing B.S. or repeating something another person just said.
As much as people say "face time" doesn't matter...it does. People wear their high utilization as a badge of honor, which is a contradiction to the work/life balanc
ProsBenefits, Flexibility, Career Development, Experience
ConsCulture, High Utilization/Hours, Weak senior managers
I am in one of the smallest consulting departments in EY (M&A) which happens to also be one of the highest profit centres due to the scale of projects. However, my pay does not correspond with this as most of the fees will obviously be pocketed by the profit-sharing partners. I have no problem with this but what I consistently find absolutely demeaning is that the partners and managers expect you to give it your all in each engagement yet feel the need to make it very difficult to ask to claim for any of the overtime hence making you the equivalent of a corporate slave and that stems from the fact that there is a big gap between the manager's expectation of work turnaround and your ability to deliver.
This comes at a more stirring time when our already very small department has suffered ridiculously high turnover rates towards the end of 2020, leaving a lot of the remaining seniors to have to pick up the slack in double time and at half the manpower than we had. Our pay has also been adjusted downwards due to the pandemic.
As much as our partners refuse to see to our concerns, the high turnover really boils down to the truly questionable managerial capabilities of many of the managers who abuse their power in some very insidious ways. In particular, I've recently had one who refused to pull her weight in an engagement and expected me to work on the entire project alone and be at her beck and call whenever. Her entitlement made me resent my job as I suffered alone while she
A typical day at work involved having a brief catch up with my group leader (Asia Pacific Private Equity Leader) to discuss the weeks work in progress and what needed to be completed and then working on those tasks in order of priority and urgency. Tasks could include overseas/domestic travel arrangements or creating itineraries for a client roadshow or important trips, client team meeting preparation and execution (creating agendas/action items), managing partners (three) calendars and monitoring emails, making sure partners are getting to meetings on time and action any outstanding tasks were a typical part of my daily routine.
I learned that I worked well at multitasking different projects including completing different partners specific and demanding requests and making sure I prioritized and was timely on my completion. I also learned that the best way to juggle so many tasks is to put these tasks in order of high to low priority and take it one step at a time as I worked in a very fast-paced environment with the responsibility of three very demanding partners.
Due to an increased transaction workload, the team grew exponentially from about 20 to 40 in about a year and a half. As a result of this growth, we were short on administrative assistance and the pressure on me and my workload increased significantly for a while until we hired another assistant. In the meantime though, I was likable and always helpful and knowledgeable on everything EY related so most of th
Productive and fun workplace with amazing people working with me.
I worked at EY full-time for 2 weeks
-Good expense policy (appropriate allowances for breakfast/dinner and you can keep all rewards points for airfare, lodging, rental cars, etc). -Culture is very people oriented. Flexibility and employee work/life balance is stressed greatly by management. EY stresses the importance of taking care of one another. Great maternity / parental leave policies and very flexible work arrangements are available when you need it. I often worked remote from my wife's apartment when we were long distance. -Work life balance is awesome (don't believe the rumors, if you're a smart person and you produce good work, EY will reward you with a generous work life balance). -Vacation policy! 21 days for managers plus 3 personal days and unlimited sick days. -Most teams will work from home on Fridays when traveling -EY has a program where you can decide not to accept a blackberry and instead have EY pay your personal cell bill (up to $150 / month for managers). -Events thrown by EY are larger than life (especially the events when you're promoted to Manager, Sr Manager, or Partner). They are truly amazing experiences. -Opportunity to see many different companies across a broad range of industries -Lots of professional development opportunities -High potential for advancement. You do not have to wait for a spot to "open up" to get promoted. -HR is wonderful -EY really tries to take care of employees at an individual level. If you're unhappy, you can actual
SyCip Gorres Velayo & Co. (SGV), a member firm of Ernst & Young Global Ltd. (EY), is the largest multidisciplinary professional services firm in the Philippines since 1946. The firm is packed with CPA top-notchers, exceptional professionals as well as talented individuals.
Being a Transaction Support professional, it is a must to keep myself up-to-date with the current news and SGV-information center assists us by sending daily news update organized per industry. We also have access to various external resources such as S&P Capital IQ, mergermarket, and Business Monitor International to help us develop our insights as we deliver advice to our clients. As an associate director, it is my obligation to manage my team in order to maximize engagement efficiency, quality, and profitability. I always keep a list of my "To Dos" at the start of the work, after I refresh myself with the current news. This helps me breakdown those requiring urgent attention until the least important matters.
For every project I am engaged with, I see to it that I have a good understanding of the client's objectives and the target's business overview. In Transactions Advisory Services, we are composed of different professionals not just CPAs. These professionals really come in handy whenever we need to consult for a special matter.
I really love to put things in a very orderly and organized manner so that tasks will be achieved smoothly. I ensure that I deliver the right information to
EY is a place with family atmosphere, Enjoyed initiating new programs for staff health and benefit plans for employees
With a bouquet of administrative things handled my previous one gave me immense pleasure in organising programs self handedly.
Arranged for free health camps to check 700 employees BP, Diabetes, Blood count. Took up many measure weekly to ensure they think about their health and reduce their stress.
I was in charge of arranging free bus transport to pick up employees from home to work, this area was 10 kms distance from office to residences of employees. Employees concentrated staying in the city and hence this plan was successful and appreciated by everyone. Dubai summer which crosses 50 deg celcius, smaller bus shuttled from parking area to office, a radius of 5 kms once every hour. Even the higher management would use the bus to avoid walking in the scortching Dubai heat.
Hardest part of the job was to reconcile the medical insurance plan for all employees. I had spotted 17 cases that were reduntant and premium for those were being paid even after the employees resigned a year back.
Management gave us opportunity to manage drivers, I chaired the committee to hear their complaints and bring out solutions for their better professional career. Organised a sponsored body check up for drivers to ensure they are not suffering any disease to ensure they are capable of driving the top management bosses for long distances every day for meetings. Also encouraged them to participate in jobs out of their profile like helping around in a conference with distribution of p
ProsFree air ticket provision yearly for self and spouse and children to all employees
My final grading "***" is simply not to affect the good professionals working in the organisation. My grading would have been a "**"
My experience in this company, over the ten years, varies from working with a highly executive team in the ITS department, to a painful experience at the Global Delivery Network. ITS, International Tax Services, Transfer Pricing, had good executive management and highly trained and skillful managers, where workload was huge in terms of administrative tasks, but where enthusiasm and leadership encouraged a large team of professionals to do their best and developed a high-performance team.
The salaries at the company are significantly lower than for similar positions in other companies, some times much much lower, setting their trained bilingual employees salaries at the same level as surveillance guards or cleaning personnel, etc.
The administrative functions for the company as a whole (HHRR, GENERAL SERVICES, others) lack good professional organisation and standards. Ranks and salaries are managed discretionally, at least for the administrative functions and separately from each other. A rank does not imply a salary or salary range..., they express. A non-bilingual and unskilled clerk might have a much higher salary than other qualified and bilingual employees with good performance. The performance appraisal system for administrative assistants is unprofessional and twisted according to political needs/binds, personal preferences, and
• Monthly Financials - Generating monthly financials containing detailed information on the revenue of the account as per area, service line and country segregating on fund and portfolio level
• Newsletters - Creating Newsletters for private equity accounts on a weekly/bi-weekly/monthly basis through internal (Factiva, merger market etc.) and external sources (company website)
• Activity tracker - Updating Activity tracker for accounts on a monthly basis containing financial information, meetings, press releases on fund and portfolio level, NBD spend data and major projects
• Investee cleanup - Performing investee/portfolio cleanup on a monthly basis for all the private equity accounts by updating any acquisition/disposition of investee’s in investee list. This was performed so as to keep PEAR report as accurate as possible
• Relationship map - Preparing relationship map on quarterly basis to identify the relationship between account team (pulling from client website) and core EY associated team through a relationship key
• Sales and pipeline report - Analyzing InterAction sales and pipeline report and identifying opportunities and wins for accounts on a weekly basis
• Family tree validation - Ensure family tree are accurately maintained for private equity accounts by performing Family Tree Validation (FTV) process. Checking client is correctly linked on D&B, GFIS, GIS and InterAction.
• Portfolio Analysis – Presenting the analysis of portfolio data (
Questions And Answers about EY
What tips or advice would you give to someone interviewing at EY?
Asked Aug 6, 2016
No matter how good the interview is going, don’t be sucked in because my experience is they interview you, move to next steps if interview process. Everyone makes you feel like you have the job and then the dreaded “we will no longer pursue your candidacy”.
Answered Nov 24, 2018
I would recommend to understand what people do at E&Y Gabon, why it is important, where he should stand in terms of culture to be successful and how tomorrow he can bring more value to the firm's customers.
Answered Jan 18, 2018
How long does it take to get hired from start to finish at EY? What are the steps along the way?
Asked Aug 6, 2016
2 months several emails 3 phone 2 in person-interviews asked what shift I wanted, made sure I was available to train, I was extremely qualified for the position, great references, they made it sound like I had the job
Dear John letter from a do not reply cookie cutter “we will keep your resume on file bla bla bla” if you have time to waste and the stomach for rejection then apply!
Answered Aug 5, 2018
It was a fairly long process from applying to day 1 of training - about 2 months. I was contacted by the recruiter within a week, had my phone interview within a couple days, but then had to wait for 2 weeks for my in-person interview. I did hear back within a week of the interview with a job offer, but had to wait another month for training to start. It was a new program at EY though, so they were waiting to accommodate a whole training class.
Answered Nov 2, 2017
Is there a background check for employment?
Asked Dec 22, 2016
EY check backgroumd details before joining or within 2 months?
Answered Dec 4, 2021
Yes, there is a background check.
Answered Aug 21, 2017
How are the working hours at EY?
Asked Aug 3, 2016
Normally 45 hours; 50-65 hours during busy season
Answered Oct 16, 2017
You are completely responsibility for your working hours.
Answered Oct 9, 2017
What is the work environment and culture like at EY?
Asked Jul 20, 2016
Very collegial. We did original work of high caliber, bringing process improvement methodologies to a function that had never been given adequate attention. The firm's policy of paying to upgrade me to Platinum status on the airline frequent flyer program before it had been "earned" and allowing upgrades to first class on a available-seat basis went a long way toward making the travails of business travel more palatable.