| Topic Name: |
Finding Big 4 talent in Audit |
| Message Name: |
Change your target |
| Date Posted: |
06/11/2005 |
| In Reply To: |
Thank you for your reply, consulting15.
Audit 100/500, no percentage. Our clients are premium middle market companies.
Our fees make it possible to making our revenue targets. We were rated number one in JD Power and Assoc. for Audit.
We're definitely making it worth the candidates' move financially.
I have to say that people here are indeed on a partner track, and they know it.
The joy of working here is that you do indeed have a greater sense of working WITH the client. Since we deal with the more successful Middle Market firms, you work with the actual CFOs and staff, and get to deal with real issues that enable our auditors to have to truly be involved with those companies. Many of the partners are very connected with their staff and managers as well, and work as mentors with their firm mates.
It's simply a nicer culture here. The work is difficult at all the audit practices, but here it seems to be more rewarding. People may leave, but many come back...the grass winds up not being as green as it may look from afar.
It's not the same at the Big 4 and yet we have the same resources as they.
What else is there, please?
Thanks again,
JLGT3 |
| Message: |
Your problem stems from the fact that you are trying to recruit candidates from the Big 4. Most people that choose to leave are doing so because they want to get out of public accounting, not simply switch firms. Trying to entice them with a shorter "partner track" or more money won't do it. Neither will trying to mimic the programs already in effect at the larger firms.
That's like trying sell a Suburban to someone who drives an Excursion by telling them it gets better gas mileage.
The solution is to target non-Big 4 employees.
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