At HORNE LLP, 91 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 356 employee surveys, with a 90% confidence level and a margin of error of ± 2.49. It was published on Dec 23, 2016. 2280 Visitors

What Employees Say

Management is honest and ethical in its business practices.
95%
 
I feel good about the ways we contribute to the community.
95%
 
I'm proud to tell others I work here.
92%
 
I am able to take time off from work when I think it's necessary.
92%
 
I am given the resources and equipment to do my job.
92%
 

What They Do

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

HORNE is a decidedly different CPA and business advisory firm that is changing expectations about accounting. Clients trust us to meet their needs with foresight, straight talk and collaboration. Our team members set out each day to challenge the mainstays of public accounting and build the Wise Firm. 

About this Company

Website: www.hornellp.com Industry: Professional Services
US Headquarters: Ridgeland, Mississippi, 39157 US Sites: 22
Major Locations: Ridgeland, Mississippi, 39157; Houston, Texas, 77058; Memphis, Tennessee, 38119; Baton Rouge, Louisiana, 70810; Washington, District of Columbia, 20036; Nashville, Tennessee, 37027; Jackson, Tennessee, 38305; Austin, Texas, 78701; Centennial, Colorado, 36609; Mobile, Alabama, 36606 US Employees: 529
US Revenues: $80.3 million Worldwide Revenues: $80.3 million
Corporate Structure: Partnership Founded: 1962

Leadership Summit

Perks and Programs

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

  • Fearless Unrivaled Flexibility: We believe a firm that values people, excellence in client service, and differences in career/life choices is more energized, engaged and more productive. Our Wise Firm culture gives team members the freedom they need to be energized, engaged and contributing to their Full Potential. We believe that too much management and too many rules stifle creativity. Our Fearless Unrivaled Flexibility is founded on three principles: commitment, trust and communication. We focus on results, not time. Our Fearless Unrivaled Flexibility is a privilege that is earned by exceeding client expectations and living our formula.
  • Belonging at HORNE: Belonging at HORNE is about using our diverse strengths, ideas and talents as we support each other in reaching our Full Potential. It is our commitment to help you find a sense of belonging, purpose and empowerment. A sense of belonging is a building block of the Wise Firm and a priority in how we engage team members.
  • HORNE Leadership Summit: Each year team members from across the firm come together to grow and engage in our Wise Firm at the HORNE Leadership Summit. This summit is one of many development opportunities seeking to inspire and connect our leadership team.
  • beBetter Teams: HORNE's beBetter teams change the firm through intentional collaboration. Team members apply annually and are selected for a one-year term with an assigned priority each year. The team is made up of team members from all levels, locations and focus areas of the firm.
  • Summer of Service: Giving back to our local communities is a huge part of life at HORNE. Team members invest their time in valuable causes every year, serving with passion to help our communities reach their Full Potential. Each team member is given paid time off to participate in a firm-organized community service activity.
  • Continous Growth Philosophy: Instead of an annual performance review, HORNE has a Continuous Growth Philosophy. It is a mindset that exists when team members are freely and intentionally collaborating with performance advisors, sponsors, coaches and other colleagues to realize their Full Potential. This is achieved in our culture of ongoing feedback/conversations focused on people development through timely, honest and constructive feedback, transparency and ongoing coaching.
  • Full Potential Coaching Program: HORNE's Full Potential Coaching Program gives team members access to professional career coaches for career planning, performance advisor discussions, development plans and goal setting conversations.
  • HORNE FastStart: HORNE FastStart is a crash course in the Wise Firm Way.  All new team members experience this two-day, culture-centered orientation. Partners and firm leaders will introduce you to the Wise Firm, our mission and vision, and set expectations for daily life at HORNE.

COMPENSATION BY THE NUMBERS

75% Company-paid health coverage for employees (for Employees who work at least 30 hours per week) 50% Company-paid health coverage for dependents (for All who have at least 30 hours a week. The dependent also can not have other coverage through their employer)
75% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
$5,250 Maximum Tuition Reimbursement
Having fun while launching our social intranet, The Journey.

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 16 days Paid time off after one year of part-time employment
22 days Paid sick days after one year of full-time employment 11 days Paid sick days after one year of part-time employment
10 Days Paid time off as of first day of full-time employment 5 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Job sharing
  • Compressed work weeks
  • Subsided On- or Off-site Fitness
  • Onsite Amenities (Amenities vary across our multiple office locations. Depending on the location, team members have access to showers and locker rooms provided free of charge, and bikes that can be checked out for riding before, during or after work. Team members are also provided break rooms with snacks and free coffee service.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 40 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*20 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

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

Community and Environmental Impact

8 hours Paid time off to volunteer $375,145 Philanthropic donations in last year
2 LEED certified building(s) Yes Recycling program

Diversity

  • Executive Partner 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; Disabled employees
  • 4 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

Leadership Diversity

 

Workforce Diversity

 
Full Potential College Program

DEMOGRAPHICS

 
FastStart

How to Get Hired

We asked HORNE LLP 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 seek positive energy in prospective talent.  Positive energy goes a long way at HORNE, so we’re always looking for team members who want to share their positive energy to help us build the Wise Firm.  Since we’re a firm that focuses on outcomes (not time or effort), prospects need to demonstrate strong results for us to view them as high performers. We also look for team members who will create a sense of belonging for each other, so the ability to create connections is critical to success here.  We’re a great place for people who strive daily to reach their Full Potential.

What can prospective employees do to get your attention?

Prospective team members can get our attention by demonstrating results and sharing positive energy.  Show us how you’ve created value for your clients, how you’ve exceeded expectations and how you’ve interrupted the status quo, and you’ll have our attention. 

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

We are focused on talent recruitment this coming year across all focus areas. Our people sourcing strategy will include both a mixture of fully engaged HORNE team members and a pool of HORNE-ready resources. We call this integrated strategy HORNE, Too. Decide when, where and how you work at HORNE with careers and projects you design. Whether you are a recent college graduate or an experienced leader, HORNE offers career opportunities to help team members reach their Full Potential.    

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

Start with learning about who we are by watching the The Wise Firm Way and check out our building blocks at www.wisefirm.com. Then see if you qualify for and apply to any of our open positions.  Prospective candidates can apply directly for something they are interested in. Even if they don't see an opening, they can apply and be considered for potential opportunities. If a candidate is more interested in working on demand they can apply through our HORNE Too portal. 

hiring Outlook

62 Forecasted positions to fill in coming year 13% Job Growth
57 Average applicants per opening 8,810 Total job applicants
20% New hires by employee referrals 9% Openings filled by current employees
26 Recent 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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