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At Dixon Hughes Goodman LLP (DHG), 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1577 employee surveys, with a 90% confidence level and a margin of error of ± 1.02. It was published on Aug 26, 2016. 8708 Visitors

What Employees Say

Management is honest and ethical in its business practices.
91%
 
People here are given a lot of responsibility.
91%
 
I'm proud to tell others I work here.
91%
 
I feel good about the ways we contribute to the community.
90%
 
Our facilities contribute to a good working environment.
90%
 

What They Do

We asked Dixon Hughes Goodman LLP (DHG) to explain what they do. Here is what they had to say.

We rank among the nation’s top 20 public accounting firms. Offering comprehensive assurance, tax and advisory services, we take pride in our industry focus and service to clients in all 50 states as well as internationally.

About this Company

Website: www.dhgllp.com Industry: Professional Services
US Headquarters: Charlotte, North Carolina US Sites: 39
Major Locations: Tysons, Virginia; Asheville, North Carolina; Atlanta, Georgia; Memphis, Tennessee; Greenville, South Carolina; Norfolk, Virginia; Raleigh, North Carolina; High Point, North Carolina; Richmond, Virginia; Charleston, South Carolina US Employees: 2,084
Employees Worldwide: 2,086 Corporate Structure: Partnership
Founded: 1959

Dinner and dancing aboard the USS Yorktown is part of the fun of DHG's Annual Summer Leadership Conference

Perks and Programs

We asked Dixon Hughes Goodman LLP (DHG) to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Life Beyond Numbers - People,Careers,Flexibility: We set out to explore why people join DHG and why they stay. We fully expected to hear mention of long hours and little time for life (the nature of public accounting). What we heard was our culture is completely different. Our people come first. ​​Building valuable careers with our people is our Mission and number one priority. Thus was the basis for our people strategy: Life Beyond Numbers - People, Careers, Flexibility. Our unique culture and focus on career growth and health and well-being is a rare find for any employee. While a lot of accounting firms pay lip service to “career/life integration,” experienced professionals and college students know it just isn’t true. But at DHG, integrating work and life is woven right into the culture.
  • DHG Energy for Life: Designed to create high-performing teams and individuals, DHG’s Energy for Life program emphasizes the connection between personal purpose and daily behaviors. By aligning one’s energy with deepest values and beliefs, our team members strengthen energy across all four dimensions: body, heart, mind and spirit. This multidisciplinary approach helps our professionals to be physically energized, emotionally connected, mentally focused, and completely aligned with their most important mission in life. It cannot be emphasized enough that Energy for Life is not first and foremost about DHG getting maximum contributions from our team members. Energy for Life is DHG’s permission to team members to focus first on their most important mission in life and to utilize their career at DHG to help them accomplish their most important mission.
  • RAVE (Recognition Award for Valued Employees: RAVE (Recognition Award for Valued Employees) is DHG’s unique and fun social recognition platform. It enables our employees to send and receive recognitions which are linked to one of our DHG Values or Strategy elements. Employees earn points in RAVE upon receipt of a recognition and can cash in those points via a purchase from an online catalog of items, contribution to a favorite charity, or use of a concierge service for a customized reward.
  • BOOST (Bonus Ownership Opportunity for Senior Talent: The senior associate/senior consultant/lead consultant level is a key milestone in the public accounting profession. The achievement of this level represents multiple years of experience in the profession which provides a wide variety of opportunities within professional services as well as a gateway to corporate opportunities. The BOOST program (Bonus Ownership Opportunity for Senior Talent) provides client-facing senior associates, senior consultants, and lead consultants a unique opportunity to earn a significant future bonus in appreciation for staying with DHG (in addition to year-end performance bonuses).
  • DHG Women Forward: Women Forward focuses on recruiting, developing, retaining and advancing talented women at DHG as well as supporting women in our communities and beyond. By addressing the major barriers women face in our profession and directly supporting the five key elements of our DHG Strategy, Women Forward focuses on skill building opportunities, sponsorship, advocacy and cultural integration. Ultimately, Women Forward helps ensure DHG women have the tools and resources necessary to be successful.
  • DHG StepONE: It is vital to our new employees’ success that we make them feel welcome and part of the DHG family. We believe that walking side-by-side with a new employee through their first year accelerates assimilation into our DHG culture and ultimately leads to increased job satisfaction and overall engagement. StepONE is a multi-phased onboarding process, starting from the moment someone accepts an offer with us through the first-year anniversary. StepONE provides new employees a step-by-step guide and clearly defined tasks as well as provides a StepONE team who walks them through the onboarding process. The StepONE team is made up of the new employee's Performance Coach, StepONE Guide and HR Administrator.
  • DHG Launch: A large number of our entry-level hires each year come from our intern program. Therefore, we are strategic in making sure our interns feel welcome and have a clear picture of the DHG culture. The intern’s experience kicks-off with DHG Launch, our firm-wide orientation experience for interns. DHG Launch is a perfect mix of team-building activities, skill-building, technical training, and community service. Our interns have the opportunity to hear directly from our CEO, Matt Snow, and Chief People Officer, Effin Logue. DHG Launch allows our interns to develop lasting relationships and connections with each other as well as with leaders at DHG.
  • DHG Gives | Count the Cans: Count the Cans is DHG’s marquee philanthropic event of the year. Count the Cans serves as a catalyst for teamwork while at the same time enables us to make a significant impact on local food banks in our communities. In existence for five years, this 10-day firm-wide food drive continues to evoke fun teamwork and competition across all of our markets while honoring our Core Values and supporting our communities. In five years, DHG has donated more than 3.7 million pounds of food through Count the Cans.
  • DHG Leadership Academy: DHG Leadership Academy (DHGLA) is DHG’s premier leadership development program for high potential partners, directors, and senior managers. DHGLA is a one year program that includes a series of integrated classes and topics specifically designed to identify and actively engage the future leaders of the Firm in a rewarding experience. DHGLA exemplifies DHG's deep commitment to leadership development. Each DHGLA participant is paired with 3 coaches for the program: one DHGLA facilitator who meets with the participant after each session to assess what learning occurred and what goals are being set; one member of DHG’s Executive Committee who becomes a sponsor to the participant, and the participant’s Principal in Charge, who works with them on translating learnings into one-the-job practice.
  • i2i - Ideas 2 Innovate: i2i is the Firm’s innovation incubator. Annually, i2i conducts an Innovation Development Program. The Innovation Development Program is a highly structured six-step program. Employee participants begin with the identification of a problem and then proceed to develop an innovation solution to that problem. The program culminates with the development of a plan to prototype, test and implement a proposed solution, and the innovation team of employees present that plan to a panel of Firm leaders. Participating i2i is a unique opportunity to develop new skills in creative problem solving, innovation, and entrepreneurship. Innovation teams create close working relationships with Firm leaders. Participants in the program have the chance to learn about leadership, strategy and innovation directly from leaders.

COMPENSATION BY THE NUMBERS

$58,064 Average salary and additional cash compensation for Administrative Staff $59,082 Average salary and additional cash compensation for Associate
81% Company-paid health coverage for employees 72% Company-paid health coverage for dependents
80% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
$2,250 College Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k)
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free snacks during the day
  • On-site package/mailing service
  • Personal travel service
  • Free beverages during the day
  • Discount ticket sales
DHG's Annual Count the Cans Campaign has donated more than $3.7 million pounds of food to our communities in the past five years!

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 31 days Paid time off after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Compressed work weeks
  • Telecommute option
  • Phased retirement planning (1% use it)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave50 days Fully-paid maternity leave (does not include personal vacation or paid time off)
48 days Average length of maternity leave new mothers take10 days Job-protected paternity leave
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)9 days Average length of paternity leave new fathers take
$5,000 Adoption benefit60 days Job-protected parental leave for adoptive parents
50 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. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Paid sick leave to care for a child or relative
  • Elder care resources

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Subsidized offsite gym memberships
  • Blood pressure screening
  • Complete biometric screening

Community Involvement & Philanthropy

$1,059,576 Philanthropic donations in last year $96,310 Total company-matched employee donations in last year

Diversity

  • 'Effin Logue, Chief People Officer' is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Women
  • 3 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 
DHG is NABA's 2016 Corporate Partner of the Year

Demographics

 
DHG's Life Beyond Numbers! Team members enjoying blowing off steam together in competitive intramural sports!

How to Get Hired

We asked Dixon Hughes Goodman LLP (DHG) 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?

At DHG, we look for well-rounded individuals who align with our Core Values of Trust, Relationships, Passion and Innovation. These values guide DHG in everything we say and do. Therefore, it’s essential that candidates demonstrate high integrity as well as the ability to nurture relationships with teammates, clients and the communities in which we do business. Our ideal candidates are resourceful and show a passion to grow in their careers and more importantly to help others grow. Of course, it’s also important that candidates have strong technical skills, effective communication skills and a natural curiosity to learn. Our ideal candidates will also demonstrate an affinity to live their Life Beyond Numbers and desire to live an integrated approach to their Careers, People in their lives, and Flexibility both personally and for DHG.

What can prospective employees do to get your attention?

To get our attention, we encourage candidates to network with DHG professionals. Reach out to DHG employees who are alumni of your alma mater, on LinkedIn, serving at fellow community events, or on your campus for an event. For those of you who are currently still in school, we highly encourage you to apply for our yearly Leadership Conference or an internship. Contact your school's Career Services or reach out to one of our Campus Recruiters (contact info at www.dhgllp.com/careers ). Experienced candidates, if you locate an opportunity that interests you, we recommend you apply to the opening through our company website www.dhgllp.com/careers with a resume that highlights your accomplishments and technical skills. Professionalism throughout the interview process is key. If you are invited to an interview with us we encourage you to continue to research our firm, show enthusiasm and be able to articulate why DHG is of interest.

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

We are growing in all aspects of the firm and have a variety of career opportunities available. We are looking for talented audit, tax and advisory professionals ranging from entry-level to Executive. In addition, part of our strategic growth plan also includes expansion of our national industry practices and include opportunities for those in audit, tax, or advisory with specific industry expertise in areas such as dealerships, healthcare, insurance and financial services.

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

We have a number of ways for interested candidates to learn more about DHG. First, start by visiting our careers website www.dhgllp.com/careers . Here you will not only learn about our current openings but also about what Life at DHG is really about. You will meet our CEO and diverse workforce through stories, videos, podcasts and blog posts. We also encourage you to stay connected though our Life at DHG social media accounts on YouTube, LinkedIn, Facebook, Twitter and Instagram. Also, research our firm on crowd-sourced websites like Vault and Glassdoor that provide real-time feedback of experiences that employees and others have had with DHG. We encourage on campus candidates to attend DHG events and apply for an internship or our Leadership Conference. For experienced professionals, we have an easy web based application process.

hiring Outlook

425 Job openings forecast for coming year 6% Job Growth
17 Average applicants per opening 11,875 Applications received
441 Positions filled in past year 48% New hires by employee referrals
417 New positions created 69 Jobs filled by current employees
Yes Recruits on college campuses 129 New graduates hired
13% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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