EisnerAmper Reviews

It it's in writing, believe it. If it's not in writing, it doesn't exist. HR goes out of their way to keep people happy, but remember that they work for the partners, not for the workers. Be ready to be knifed in the back without notice when the spreadsheets don't give the partners the answer they are looking for. Also, Eisner sold out to Private Equity in 2021, so don't think for a second this is about personal growth or client service. It's about monthly metrics. One month, you're the talk of the town, the next, you're not needed.

The firm no longer cares about it's employees. They only care about growing, and growing rapidly. Employees are stretched incredibly thin as there are not enough resources to keep up with all of the work that needs to be done. This includes the operations group as well. There is also rampant, blatant favoritism going on within the company. The favoritism seems to expand to compensation, merit increases, & bonuses as well as distribution of work. I worked more hours, had a better work product (told so by my manager), was involved in the company resource groups and campus recruiting, and was overall more successful at my role than my male counterpart. My male counterpart told me he was spoken to a few times about his work not measuring up. This male counterpart was well liked by all across the firm....especially the partners. When it came time for merit increase and bonuses HIS were significantly greater than mine. That was the end for me. I worked harder, provided a better work product, had more chargeable hours, and was more involved in the company, yet his increase and bonus were greater. Makes no sense. The discrepancy between male and female pay is sickening. My experience is just one of many across the firm. The company needs to evolve and provide equal pay to all genders! They say they do, but in reality they absolutely do not!