At Plante Moran, 96 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1417 employee surveys, with a 90% confidence level and a margin of error of ± 1.37. It was published on Sep 7, 2018. 18931 Visitors

What Employees Say

Management is honest and ethical in its business practices.
99%
 
Management is competent at running the business.
98%
 
People here are given a lot of responsibility.
98%
 
I'm proud to tell others I work here.
97%
 
I am given the resources and equipment to do my job.
97%
 

What They Do

We asked Plante Moran 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: Financial Services & Insurance
US Headquarters: Southfield, Michigan, 48034 US Sites: 22
Major Locations: Southfield, Michigan, 48076; Denver, Colorado, 80237; Chicago, Illinois, 60606; Auburn Hills, Michigan, 48326; Grand Rapids, Michigan, 49504 US Employees: 3,081
US Revenues: $540.8 million Worldwide Revenues: $542.1 million
Employees Worldwide: 3,118 Corporate Structure: Partnership; Private
Founded: 1924

When it comes to giving back, our Macomb office is always full service. Through supply drives like this one, they raised more than $10,000 for their PM Cares charity.

Perks and Programs

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

  • Flexible Paid Time Off: That means staff can take time off as needed without having to “bank” time or worry about paid-time-off availability (provided all work objectives are met, of course). We also offer a number of generous leave policies, including 6–12 weeks of paid parental leave for all new parents, including moms, dads, and adoptive parents, as well as 6 weeks of family leave and 4 weeks of personal leave.
  • 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. That means, from day one, all new staff members have two people assigned to their care and career development. New staff tell us this support and constant mentoring is one of the best things about working at Plante Moran.
  • Speak Up: Our “Speak Up!” program encourages staff to share ideas for improving the firm, especially those that generate cost savings, gain efficiencies, or enhance client service. Speak Up! springs from a well-known Plante Moran saying, “Speak up. If something’s not right, we’ll change it.” (And with 3,100 staff weighing in, we’ve made a lot of changes, taking good ideas and turning them into great ones.)
  • WorkFlex: Do you ever wish that you didn’t have to choose between quality time at work and quality time at home? Enter WorkFlex. 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 a host of alternative working arrangements, to a “buddy” program to support new parents — all in the name of helping staff find their balance.
  • "For All" Conferences: For one day a year, we shut down our business and invite all 3,100 staff to our Firm Conference to celebrate our unique culture, recognize promotions, have fun, and hear about the firm’s vision for the future. We also host a firmwide administrative conference, pulling together support staff from all U.S. locations to network, share best practices, and be celebrated as the often-unseen engine that keeps the firm in motion.
  • Women in Leadership: 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.
  • 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.
  • Embracing Diversity: We’ve invested a significant amount of time, effort, and expense into creating a diverse, inclusive, and equitable workplace. And, as part of that effort, we recently hired our first full-time diversity & inclusion manager. We’ve also amped up our onboarding and retention efforts of minorities and women. Why? Because it enables us to enhance the expertise with which we serve our clients and to better reflect the local communities where we live and work.
  • 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.
  • Campus Ambassadors: Affectionately referred to as our culture cheerleaders, these ambassadors/recruiters are current college students who’ve completed an internship with us and accepted a full-time job offer with us. They’re our eyes and ears while on campus and — because of their passion for Plante Moran — they advocate with students by engaging in a variety of networking and social events.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary 56% Company-paid health coverage for part-timers
$10,000 Average Tuition Reimbursement
During our 3-day Challenge recruiting event, more than 100 students experienced Plante Moran’s culture and showed us why they’re the best and the brightest.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off Unlimited Sick Paid time off
Unlimited Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (96% use it)
  • Telecommute option (3% use it)
  • Job sharing
  • Compressed work weeks (5% use it)
  • Subsidized On- or Off-site Fitness (98% have access)
  • Onsite Amenities (Concierge service, massage therapy, discount tickets, fitness classes, car wash, dry cleaning, shoe repair service, fresh fruit and dinners during tax season (some offices only).)

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)

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 and Regan Hall, Diversity & Inclusion Manager oversees diversity and inclusion practices
  • 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
  • 12 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities

Leadership Diversity

 

Workforce Diversity

 
To celebrate those who keep our firm running, we invited more than 100 staff to our first-ever firmwide Office Administrative Conference.

DEMOGRAPHICS

 
Staff from our Detroit office embrace their inner children while helping out at the Delray Community Center.

How to Get Hired

We asked Plante Moran 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

400 Forecasted positions to fill in coming year 42 Average applicants per opening
26,910 Total job applicants 22% New hires by employee referrals
247 Recent graduates hired 11% Voluntary turnover for full-time employees
10% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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