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

EMPLOYEE RATINGS

     

This review is based on 1571 employee surveys, with a 90% confidence level and a margin of error of ± 2.02. It was published on Sep 11, 2017. 30838 Visitors

What Employees Say

Management is honest and ethical in its business practices.
95%
 
I'm proud to tell others I work here.
94%
 
People here are willing to give extra to get the job done.
93%
 
I feel good about the ways we contribute to the community.
93%
 
Management trusts people to do a good job without watching over their shoulders.
92%
 

What They Do

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

We are a Big 4 firm that provides audit, tax, advisory and industry-focused services to help our clients meet their business objectives. We are the U.S. member firm of the KPMG International network of member firms.  

About this Company

Website: www.kpmg.com/US Industry: Professional Services
US Headquarters: New York, New York, 10151 US Sites: 98
Major Locations: Chicago, Illinois, 60601; Montvale, New Jersey, 07645; Washington DC/Tysons Corner, Virginia, 22102; Dallas, Texas, 75201; Atlanta, Georgia, 30308; Philadelphia, Pennsylvania, 19103; Houston, Texas, 77002; San Francisco, California, 94105; Los Angeles, California, 90071; Boston, Massachusetts, 02111 US Employees: 30,246
US Revenues: $8,634 million Worldwide Revenues: $25,420 million
Employees Worldwide: 189,000 Corporate Structure: Partnership
Founded: 1897

Members of the firm's pride@kpmg network

Perks and Programs

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

  • Spot the KPMG Story: The KPMG Story, which encapsulates the firm's Purpose, Values, Vision, Strategy, and Promise and enables us to articulate what we stand for, where we are today, and where we’re going in the future. The Story helps KPMGers make informed decisions as we respond to challenges and pursue opportunities. One of the ways we promoted it was through Spot The Story, an internal campaign employing aspects of gamification and social media to encourage people to post messages and photos showing colleagues living the Story. The firm set a goal of 120,000 "spots" in honor of its 120-year anniversary, and the goal was reached in less than six weeks! As a result the entire firm is receiving two extra paid days off at year-end.
  • Encore Recognition Program: The Encore recognition program enables KPMGers to recognize both individuals and teams with monetary and non-monetary awards. With options that include e-cards, gift cards, and gifts valued up to $500, the program also allows for personalized messages so that each award can carry a customized expression of thanks.
  • Fun Summer-Themed Perks: While the firm offers fun perks all year round, this is especially true during summer months when it makes special effort to celebrate successes and thank people for their contributions. One popular program is the annual summer gift, which in recent years has been barbecue and/or ice cream packages sent to all KPMGers’ homes so they can share with their friends and family members. In addition, all offices host fun summer-themed parties each year; and the firm also offers Jumpstart Fridays, which encourage all employees to start their weekends at 3 p.m. on Fridays from the end of May through Labor Day weekend.
  • A Focus on Inclusion & Diversity: KPMG’s seven national Diversity Networks have more than 140 local chapters and engage nearly 40 percent of its people. The networks provide KPMGers with opportunities to participate in career-development programs, strengthen relationships with clients, broaden professional experiences, and build career-enriching relationships, both within and beyond the firm. The firm is consistently ranked as one of DiversityInc’s Top 50 Companies for Diversity and has received several other external awards for diversity; and internal engagement surveys show that employee morale and satisfaction are at historic highs across all groups.
  • Teladoc: This unique health benefit enables KPMGers and dependents who are enrolled in a firm-provided health plan to access the quality health care they need 24 hours a day, 365 days a year. Through Teladoc, they can speak with a doctor over the phone or through a video consultation. It provides an affordable and convenient alternative to urgent care and ER visits when immediate care for a non-emergency issue is needed. Teladoc is also helpful for those who may need medical advice while on vacation, on a business trip, or away from home and cannot reach their primary care doctor.
  • Great Coaches and Mentoring: KPMG’s formal and informal national and local mentoring initiatives are available to all employees, across all businesses and throughout the firm. With more than 12,300 employees and partners engaged in approximately 14,400 mentoring relationships across the firm, KPMG’s mentoring program is key to the firm’s efforts to be a great place to build a career. Each year the firm sponsors a National Mentoring Award to recognize and celebrate the contributions of mentors in helping to drive the success of its people.
  • World-Class Training and Professional Development: From in-person and virtual training events, electronic learning resources specific to client issues and business topics, and training that helps its people develop from a personal as well as professional perspective, KPMG’s investment in continuous learning enables it to constantly provide people with new opportunities to deepen their technical proficiency, broaden their skill set and experiences, and achieve the career they aspire to. The firm’s commitment to training and development and the quality of its learning resources have been recognized consistently over the years, with accolades that have included being named to Chief Learning Officer’s LearningElite and Training Magazine’s Top 10 Hall of Fame.
  • Attractive Rewards: KPMG's compensation and benefits programs are highly competitive and attractive. Just a few examples—a recently upgraded 401(k) match that is now considered to be among the best in its industry; an employee-funded pension program; an employee referral program offering employees up to $5,000 for job referrals; and a new "Early Career Rewards" program for early-career professionals that provides reimbursements of up to $1,200 a year for use on personal expenses across a variety of areas (from electronics to food delivery to gym memberships to student loan payments) coupled with an additional $8,000 bonus that is paid out after completion of three years from promotion/hire to senior associate.
  • Generous Time Off: The firm's personal time off (PTO) program provides employees with 20, 25, or 30 paid days off a year, depending on their level and/or time spent working for the firm. In addition, the firm provides between 9 and 11 paid holidays each year. A Shared Leave program lets KPMGers donate unused PTO to colleagues who are dealing with a family medical emergency and/or bereavement and have exhausted their own personal days. In addition, the firm provides an extra 12 hours a year off for volunteer work, and KPMGers can also apply to take a sabbatical of up to 4 to 12 weeks and receive 20% of their pay.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 5% of salary65% Company-paid health coverage for employees
65% Company-paid health coverage for dependents 65% Company-paid health coverage for part-timers
1 hours Weekly hours required for part-timers to receive health insurance
KPMGers from the San Francisco office volunteering

WORK-LIFE BALANCE BY THE NUMBERS

34 days Paid time off after one year of full-time employment 34 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 34 Days Paid time off as of first day of full-time employment
34 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
  • Onsite Amenities (Free beverages; Subsidized lunch on a regular, daily basis; Take-home meals on a regular, daily basis; Onsite package/mailing service; Discount ticket sales; Fitness classes; Weight Watchers meetings; Dry cleaning; Onsite ATM/banking; Personal travel service; Subsidized public transportation;)

FAMILY CARE BY THE NUMBERS

120 days Job-protected maternity leave (including FMLA/STD) 90 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
88 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)*13 days Average length of paternity leave new fathers take
$10,000 Adoption benefit30 days Job-protected parental leave for adoptive parents (including FMLA)*
30 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

  • On-site or near-site backup childcare center
  • 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)
  • Fertility treatments

Community and Environmental Impact

12 hours Paid time off to volunteer $30,493,631 Philanthropic donations in last year
$3,057,359 Total company-matched employee donations in last year Vice Chair - Operations Leads environmental impact team
Self-Conducted Environmental impact audit 37 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Chief Diversity 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; Disabled employees
  • 60 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

 
KPMGers participating in a Living Green volunteering event.

DEMOGRAPHICS

 
Members of the firm's Veterans Network

How to Get Hired

We asked KPMG 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?

KPMG actively seeks out people from different backgrounds, with a wide range of perspectives and experiences. Our strong commitment to creating an inclusive working environment made up of high-performing people means we recruit and retain a truly diverse range of professionals.
Naturally, we seek those with good technical skills, an innovative mindset, problem-solving abilities, intellectual curiosity, and excellent communication skills. But we're also looking for people who are purpose-driven and committed to quality and integrity in all they do — those who are compatible with our core values and are good team players, with the capacity to build effective relationships, learn from experience, and bring out the best in others. And, in an era where business and economic circumstances ebb and flow, we seek those who are flexible and comfortable with change, passionate about client service, and proactive by nature

What can prospective employees do to get your attention?

For experienced candidates: It is important to impress your recruiter since he/she is the first point of contact for candidates. Prepare a solid resume, capture your achievements, certifications, and career goals. Be sure to tailor your resume to the position you are applying to. Once you have this, be sure to prepare for the phone interview, be professional, be on time, and be sure to find a quiet space to take the call with a reliable phone connection. For campus recruits: Do your homework. Come to KPMG hosted on-campus events with a good understanding of who we are and why your education and skills are a good match for our entry level opportunities. Introduce yourself to our professionals and get to know them and why they joined KPMG. When preparing for your interview, think about how your varied experiences demonstrate skills needed in the public accounting and consulting world.

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

Audit, tax, and advisory professionals, as well as a variety of internal support services.

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

Interested candidates should visit www.kpmgcareers.com to find out about and apply for positions available at KPMG.

hiring Outlook

9,600 Forecasted positions to fill in coming year 4% Job Growth
21 Average applicants per opening 232,231 Total job applicants
35% New hires by employee referrals 17% Openings filled by current employees
3,062 Recent graduates hired 13% Voluntary turnover for full-time employees
11% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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