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

EMPLOYEE RATINGS

     

This review is based on 872 employee surveys, with a 90% confidence level and a margin of error of ± 2.15. It was published on Sep 9, 2016. 3975 Visitors

What Employees Say

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

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 US Sites: 20
Major Locations: Southfield, Michigan; Chicago, Illinois; Auburn Hills, Michigan; Grand Rapids, Michigan; Columbus, Ohio US Employees: 2,137
Worldwide Revenues: $480.6 million Employees Worldwide: 2,165
Corporate Structure: Partnership; Private Founded: 1924

PMers gather in downtown Detroit the night before its annual Firm Conference for fun and camaraderie.

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.

  • Women in Leadership: Plante Moran’s Women in Leadership initiative is aimed to attract, retain, develop, and advance women at the firm and in the accounting profession. It’s driven through key strategies, such as dedicated leadership, coordinated activities and programs, and customized career and life strategies that complement the firm’s existing successful work-life programs.
  • WorkFlex: The WorkFlex Committee strives to enable staff to successfully balance their professional and personal lives. Some of the initiatives that have been started by the WorkFlex Committee are consolidated PTO hours, a business casual dress policy, and a generous maternity leave policy (updated this year to provide 6 weeks of fully paid time off). Each office has a Workflex champion who works to facilitate activities and knowledge-sharing related to work-life balance.
  • 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.
  • 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 their practice. Key criteria for these promotions include demonstration of team building and staff development skills, serving as a trusted advisor to clients, and contributing to the growth of the practice.
  • Firm Fellowships: In an effort to strengthen our staff members' competency development, improve client service, and build internal resources for the variety of services that the firm provides, we offer internal fellowships. A fellowship allows a staff member 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. This broadening of skills creates stronger client servers and provides an opportunity to develop unique expertise.
  • Firm Rerecruiting: We continuously rerecruit staff, so they constantly feel important, valued, and part of the team. We think about how we’d react if a valued staff member were to tell us they were leaving, and we react proactively. We even hold workshops to educate our management about rerecruiting initiatives so that staff are continually reminded of what an amazing place Plante Moran is to work.
  • Embracing Diversity: Plante Moran is focused on becoming more inclusive in order to harness the advantages diversity brings. In an effort to achieve this, in 2003 the firm launched a formal diversity initiative and is steadily making progress on the diversity continuum. This progress stems from our mission, which is two-fold: 1) guide the firm toward long-term success and growth through improving client service and staff satisfaction, and 2) embrace opportunities to engender a thriving and diverse professional environment.
  • CORE Training: The firm is dedicated to supporting staff development through both on-the-job and classroom training. All practice staff attend CORE training, which teach staff the essential technical and behavioral skills to provide exceptional client service based on their experience. As staff progress within the Firm, CORE provides additional training related to practice development and building a network.
  • Partner Sabbaticals: Plante Moran offers a paid sabbatical of 30 consecutive days every 5 years for partners.  The time is to be used for rest, relaxation and renewal.  The program is not only beneficial for partners but also for our staff who have the opportunity to stretch and step up in ways they may not have done previously.

COMPENSATION BY THE NUMBERS

56% Company-paid health coverage for part-timers

COMPENSATION PROGRAMS

  • 401(k)
  • Health insurance for retirees
  • Pre-tax savings account
  • Long-term care insurance to employees

PERKS TO MAKE LIFE EASIER

  • Personal concierge service
  • Discount ticket sales
  • Car wash
  • Dry cleaning
  • Massage therapy
  • Fitness classes
  • Weight watchers meetings
What's better than cider and donuts on a cool fall day? Not much, according to these PMers.

WORK-LIFE BALANCE BY THE NUMBERS

28 days Paid time off after one year of full-time employment 23 days Paid time off after one year of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (96% use it)
  • Job sharing
  • Telecommute option (2% use it)
  • Compressed work weeks (4% use it)

FAMILY CARE BY THE NUMBERS

130 days Job-protected maternity leave30 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
10 days Average length of paternity leave new fathers take130 days Job-protected parental leave for adoptive parents
*Employees are required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

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

HEALTH INSURANCE COVERS

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

ONSITE HEALTH BENEFITS

  • Flu shots
  • Subsidized offsite gym memberships

Diversity

  • Plante Moran Diversity Council is accountable to formal diversity goals for employee recruitment and retention
  • Formal programs support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
Plante Moran's spring interns pose alongside a statue of Rosa Parks as part of a scavenger hunt in Grand Rapids, Michigan.

Demographics

 
PMers collaborate in the firm's Chicago office.

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?

Plante Moran is focused on proving best in class client service.  As a result, we look for well-rounded, self-motivated individuals who have a passion to serve and a desire to lead.  Plante Moran prides itself 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 to share knowledge, is 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?

Follow us on LinkedIn, Twitter, and Facebook. Use these resources to get to know Plante Moran, and learn information beyond what’s on the homepage of our website. When candidates ask detailed questions about the industries we serve, the services we offer, or what we’re up to in our communities, it shows us they’re truly interested in the firm. Don’t be afraid to showcase enthusiasm. Stand out from the crowd!

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

Plante Moran is focused on attracting top-talent to the firm –– especially in the area of tax, where there's a high level of competition from all types of organizations for CPAs with strong technical tax expertise. We also have an increasing need for expertise in the business advisory/consulting areas, where individuals have technical knowledge coupled with consulting and practice development experience in the areas of technology, operational effectiveness, financial advisory services, business advisory services, human capital, and international business services. As our clients' business strategies mature, we strive to provide the expertise needed to be an effective and highly-sought-after trusted advisor. We also have an ongoing hiring strategy for recruiting and developing interns and entry-level candidates from campus.

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 various 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 magazine, articles, media mentions and upcoming webinars. You’ll also find links to firm blogs, where several firm leaders share their expertise(i.e. Gordon Krater, Managing Partner; Raj Patel, Cyber Security; Betsy Rust, Health Care). Finally, as a firm, we engage in various activities to identify, engage, and recruit passive and active individuals for opportunities here at the firm. You’ll see us on multiple college campuses throughout our geographic footprint, along with a number of tradeshows, association meetings, and/or industry events across the country. 

hiring Outlook

6% Job Growth 32,995 Applications received
23% New hires by employee referrals Yes Recruits on college campuses
482 New graduates hired 11% Voluntary turnover for full-time employees
12% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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