At Crowe, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1229 employee surveys, with a 90% confidence level and a margin of error of ± 1.92. It was published on Sep 11, 2017. 23012 Visitors

What Employees Say

Management is honest and ethical in its business practices.
96%
 
Management is competent at running the business.
94%
 
I'm proud to tell others I work here.
94%
 
I am given the resources and equipment to do my job.
94%
 
People care about each other here.
92%
 

What They Do

We asked Crowe to explain what they do. Here is what they had to say.

Crowe is one of the largest public accounting, consulting and technology firms and is ranked as the 8th largest accounting and consulting firm by Accounting Today. Crowe has been in business 75 years providng audit, tax, advisory, risk and performance services.

About this Company

Website: www.crowehorwath.com Industry: Professional Services
US Headquarters: Chicago, Illinois, 60606 US Sites: 42
Major Locations: New York, New York; Indianapolis, Indiana; Los Angeles, California; South Bend, Indiana; Miami, Florida; Atlanta, Georgia; Dallas, Texas; San Francisco, California; Denver, Colorado US Employees: 3,600
US Revenues: $800.3 million Corporate Structure: Partnership; Private
Founded: 1942

People Resource Network Day of Service

Perks and Programs

We asked Crowe to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Where to Work: In our focus to “Measure What Matters,” our mobility strategy allows people to work where it’s most convenient and where they’ll be most productive. Whether that’s in the office, at home or from another remote location, we believe it is important to provide our people with the flexibility they need to manage work/life needs.
  • What to Wear: Again supporting our “Measure What Matters” focus, another part of our mobility strategy is allowing for a more relaxed dress code. When our people are in the office and not directly working with external clients, they can keep it casual and wear jeans, any day of the week. We trust our people to deliver exceptional service to our clients, so we provide them the opportunity to dress more comfortably while doing so.
  • Community involvement: Unlike other firms, Crowe does not accept grant requests directly from not-for-profits. Our grant requests only come from our people, ensuring that foundation dollars directly support not-for-profits where our people volunteer. Personnel can earn a $250 Volunteer Investment Program grant when they volunteer at least 30 hours in a calendar year with a qualified not-for-profit. If they serve on a qualified not-for-profit board, they can earn a Board Member Match, which provides a $3-to-$1 grant match for their personal contribution up to $250. People at Crowe can use up to 8 hours of paid time per month to volunteer for an eligible nonprofit.
  • Innovation: Each year, Crowe invests about two percent of firm revenue in New Product Development (NPD) funding to develop ideas for new products and services our people bring forward. Our annual Innovation Awards recognize innovation efforts in a variety of categories. The Crowe Horwath Idea Portal also provides a means for personnel to bring forth ideas to help improve internal processes at the firm.
  • CEO communications: Our CEO travels to about half of our offices to meet face-to-face with our people for his annual State of the Firm presentation. He shares the firm’s vision and updates and celebrates successes and accomplishments while making it fun and engaging through videos, breakout sessions and Q&A. He also engages personnel each month with informative and fun video updates and blog posts including letting Crowe people vote on the Halloween costume he’ll wear and living the Mahalo theme of our Employee Appreciation Day by wearing a Hawaiian sport coat and tie.
  • Inclusion@Crowe: Crowe promotes and celebrates a culture of inclusion through a variety of efforts including firmwide training, our People Resource Networks and CEO tone-from-the-top action plans. Our Inclusive Excellence Council leads our strategy efforts to keep inclusion at Crowe a priority initiative.
  • Paid-leave policies: Following the birth, adoption or act of custody of a child, personnel get up to six weeks of 100 percent paid time off (whether they’re the birth or non-birth parent). Birth parents continue to receive the six weeks of time off through short-term disability after the six weeks of paid parental leave. For those in the military, personnel get up to four weeks paid time off for reservist obligations or if they are deployed for active duty.
  • Well-being: Our well-being portal helps our people live healthy lifestyles while earning points toward incentives. Crowe personnel earn points by participating in challenges ranging from fitness and nutrition to mindfulness and financial planning, which earn them gift cards, raffle prizes and discounts on medical benefit premiums.
  • Bravo Badges: Bravo Badges are a new way for our people to give instant and virtual recognition to their colleagues. Anyone can give or receive a badge. Categories include: People leadership, Client leadership, Thought leadership, Practice management, Market leadership, Innovation, entrepreneurism and strategy.  

COMPENSATION BY THE NUMBERS

78% Company-paid health coverage for employees 78% Company-paid health coverage for dependents
78% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
Crowe Recruiters

WORK-LIFE BALANCE BY THE NUMBERS

Set days Paid time off after one year of full-time employment 30 Days Paid time off as of first day of full-time employment
30 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (90% use it)
  • Telecommute option (90% use it)
  • Subsidized On- or Off-site Fitness (25% have access)
  • Onsite Amenities (Offices offer a variety of perks including catered meals and snacks, on-site massages, fitness classes and games/fun activities to boost morale especially during the busier work weeks. We also have pool tables foosball tables and ping pong tables in several offices to promote fun break time.)

FAMILY CARE BY THE NUMBERS

60 days Fully-paid maternity leave (does not include personal vacation or paid time off)*30 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
$10,000 Adoption benefit30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Childcare reimbursement during business travel
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

96 hours Paid time off to volunteer $1,650,000 Philanthropic donations in last year
$113,857 Total company-matched employee donations in last year Yes Sustainable commuting program
Yes Recycling program

Diversity

  • Chief People Officer is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 8 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Crowe Basketball Team Champions in Indianapolis

DEMOGRAPHICS

 
Dallas State of the Firm event

How to Get Hired

We asked Crowe for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We look for people who demonstrate our core values - we care, we share, we invest and we grow. Beyond demonstrating those values, we look for job candidates who have an innovative spirit and diverse experiences. 

What can prospective employees do to get your attention?

Apply

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

There are several areas we're focusing on hiring over the next year: - Auditors - Tax professionals (State and local Tax, Federal Tax, International Tax) - Advisory Services professionals (Transaction Services and Mergers and Acquisitions Integration Consultants) - Applied Technology professionals (.Net Developers) - Performance Consulting professionals (Healthcare Revenue Cycle, Business Intelligence Analysts) - Risk Consulting professionals (Information Technology Audit, Internal Audit, Information Security Consultants, AML

What should interested candidates do to find out more and get started?

Visit our Careers site to learn about open internships and full-time positions: http://www.crowehorwath.com/careers/  

hiring Outlook

765 Forecasted positions to fill in coming year 8% Job Growth
57 Average applicants per opening 50,859 Total job applicants
36% New hires by employee referrals 22% Openings filled by current employees
350 Recent graduates hired 4% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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