At Plante & Moran, PLLC, 94 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1263 employee surveys, with a 90% confidence level and a margin of error of ± 1.55. It was published on Sep 8, 2017. 5916 Visitors

What Employees Say

Management is honest and ethical in its business practices.
98%
 
Management is competent at running the business.
97%
 
I am given the resources and equipment to do my job.
97%
 
I'm proud to tell others I work here.
97%
 
People here are willing to give extra to get the job done.
96%
 

What They Do

We asked Plante & Moran, PLLC to explain what they do. Here is what they had to say.

We are one of the nation's largest certified public accounting and business advisory firms. We provide clients with assurance and tax, human capital, operations, strategy, technology, and family wealth management services.

About this Company

Website: www.plantemoran.com Industry: Professional Services
US Headquarters: Southfield, Michigan, 48034 US Sites: 20
Major Locations: Southfield, Michigan; Chicago, Illinois; Auburn Hills, Michigan; Grand Rapids, Michigan; Columbus, Ohio US Employees: 2,234
Worldwide Revenues: $520.5 million Employees Worldwide: 2,269
Corporate Structure: Partnership; Private Founded: 1924

Staff gather for an outdoor cookout.

Perks and Programs

We asked Plante & Moran, PLLC to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Paid Time Off Policy: We’re pleased to offer what we believe is the most generous PTO policy in our industry. Designed to offer staff flexibility during major life events — planned or unplanned — new staff receive four weeks a year (this increases to five weeks of PTO after five years of service or upon promotion to associate/manager) with the option to buy up to two additional weeks at a 20 percent discount. And staff can roll up to 240 hours of PTO over from one year to the next.
  • Women in Leadership: Our Women in Leadership initiative is aimed to attract, retain, develop, and advance women at the firm and in the accounting profession. Since the program began in 2012, 27 women (35 percent of new partner admissions) have been promoted to partner and, currently, 22 percent of our firm’s partners are women — up nearly 5 percent.
  • WorkFlex: We’re all trying to balance personal and professional demands. That’s where our WorkFlex Committee comes in. Developed to support staff in their ongoing quest for work-life balance, the program has been the catalyst for a number of initiatives, from our business casual dress policy, to our generous maternity leave policy (six weeks of fully paid time off), to a host of alternative working arrangements.
  • Team Partner/Buddy System: Upon joining the firm, each staff member is assigned a “buddy” and team partner. Buddies help staff become acclimated to the firm. Team partners are mentors responsible for career coaching. So from day one, each new staff member has two people assigned to their care and career development. New staff tell us this support is one of the best things about working at Plante Moran.
  • Senior Associate/Principal Promotion: Just a few years ago, we introduced senior associate and principal promotions to acknowledge the significant impact our future leaders have on our firm. It can be a long road to partner; these promotions help staff recognize that they’re moving in the right direction.
  • Firm Fellowships: Our fellowships allow staff to work in a service group or specialty area outside of their primary focus for a dedicated period of time with the intention of broadening a specific skill set or competency. The outcome? Stronger client servers and more well-rounded professionals.
  • Firm Rerecruiting: Nothing upsets us like losing a talented staff member. That’s why we continuously rerecruit our staff; we think about how we’d react if a valued staff member were to tell us they were leaving, and we react proactively — so staff constantly feel important, valued, and part of the team.
  • Embracing Diversity: Creating a diverse, inclusive, and equitable workplace can be difficult work — but it’s worth every bit of time, effort, and expense that we put into it. Why? Because it creates a stronger, more innovative firm that’s better equipped to provide solutions to current and future clients.
  • CORE Training: To progress in a career, you need developmental opportunities. We support staff development through both on-the-job and classroom training. All practice staff attend CORE training, which teaches staff the essential technical and behavioral skills to provide exceptional client service and build a practice.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 4% of salary 56% Company-paid health coverage for part-timers
What's better than cider and donuts on a cool fall day? Not much, according to these PMers.

WORK-LIFE BALANCE BY THE NUMBERS

30 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
13 Days Paid time off as of first day of full-time employment 12 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (96% use it)
  • Telecommute option (2% use it)
  • Job sharing
  • Compressed work weeks (4% use it)
  • Subsidized On- or Off-site Fitness (98% have access)
  • Onsite Amenities (Concierge service, massage therapy, discount tickets, fitness classes, car wash, Weight Watchers meetings, dry cleaning, shoe repair service, fresh fruit and dinners during tax season. Some onsite perks not available at all offices.)

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave (including FMLA/STD) 30 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
130 days Average length of maternity leave new mothers take130 days Job-protected paternity leave (including FMLA)
10 days Average length of paternity leave new fathers take130 days Job-protected parental leave for adoptive parents (including FMLA)*
*Employees are required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

  • 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

No formal title, but typically the group is led by the office managers. Leads environmental impact team Self-Conducted Environmental impact audit
2 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program

Diversity

  • Plante Moran Diversity Council 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

Leadership Diversity

 

Workforce Diversity

 
Partners prepare a tax season breakfast to thank staff.

DEMOGRAPHICS

 
Staff show they care by cleaning up the community.

How to Get Hired

We asked Plante & Moran, PLLC 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’re focused on proving best in class client service. We look for well-rounded, self-motivated individuals who have a passion to serve and a desire to lead. We pride ourselves on following the Golden Rule, meaning that we respect one another and work together in a positive, team-oriented environment. Candidates need to be comfortable in ambiguous situations that require problem-solving strategies and collaboration. Possessing a drive to learn — and then sharing that knowledge — are key to a candidate’s success, as both are built into our culture through formal and informal training. Other key characteristics include integrity, strong communication skills, and a long-term focus on building a career, not just having a job.

What can prospective employees do to get your attention?

Demonstrate your knowledge of and interest in the firm. Ask detailed questions about the industries we serve, the services we offer, or what we’re up to in our communities. Don’t be afraid to showcase enthusiasm and stand out from the crowd!

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

A significant area of focus is tax. While we’ll continue to seek out campus hires for entry-level tax positions, we're experiencing an increased demand for highly skilled tax professionals with public accounting experience. Additionally, opportunities are growing for skilled professionals in management consulting as well as a variety of business advisory services.

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

While careers.plantemoran.com is the starting point for anyone interested in working with us, we also encourage candidates to research the firm, connect with us on social media, and engage in some of our networking opportunities.   In addition to our careers site, where we list open positions and accept applications, our staffing consultants post jobs through online boards such as Indeed, Careerbuilder, and other organizations like alumni sites or industry associations. Plantemoran.com is another great resource to learn more about the firm. There you’ll find our firm story, interesting case studies, and a variety of our articles, podcasts, and webinars. And, of course, you’ll find information on the services we provide and the industries we provide them to. Finally, our team is driven to engage with top-notch passive and active candidates. Our consultants visit college campuses and attend select tradeshows throughout our geographic footprint and beyond.

hiring Outlook

5% Job Growth 51 Average applicants per opening
33,005 Total job applicants 20% New hires by employee referrals
224 Recent graduates hired 11% Voluntary turnover for full-time employees
13% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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