Great place to start but maybe not long-term - Avis employé Staff Accountant RitzHolman CPAs

people are easy to deal with, they are willing to give the help. the company give the interns good training

I cannot think of anything.

-Clear career path. Staff, to senior, to supervisor, to (someday) partner. If you are career oriented and you know that partner at a public accounting firm is what you want to be eventually this is a good place to do it. You can bind to a firm with a niche in the non-profit world. - If you're a real accounting-head, auditing non-profits can be quite interesting. - Partners lead planning sessions for audit engagements with the whole team. If you pay attention during these it is a good way to gain understanding of how to think of risk as an auditor. - As early in your career as staff level you will get the chance to work a lot of different areas of an audit as you are exposed to a wide variety of people and organizations. - Small team, so if you hit it off with co-workers, good news: you will be seeing them early and often. - If you have enough money to purchase CPA exam prep materials they will reimburse you for them. Nice bonus for exam completion too, and they're helpful with providing your continuing education. - Some supervisors and partners are really willing to go out of their way to work with you and teach you, and they will do so on a consistent basis over years. - Employer funded HSA is crazy generous. - Pretty good about liberal use of work from home. Hours can be flexible too.

- Even if bigger firms require more hours, you will likely still be working over forty hours a week for the majority of the year (July, December, and January will be the most downtime). If you choose to pursue the career path and need to get your CPA, this will only exacerbate the issue. If you are only used to working full time, this is an adjustment to process. Even if you make it, just look at the times and days the partners online. If that is what constitutes success, really think about if that is what you want. It might not be. If it is though this is a good place to do it. - Audit engagements with compliance aspects can be very difficult and take time to get used to. This problem is not helped by the lack of formal training offered to staff on the topic. You have to fight to get these vital parts of the audit explained to you, which can be demoralizing. - Clients are often unprepared for audits despite efforts to clearly communicate needs. On the often short timelines you find yourself, this can be a source of frustration. - Small team, so if you do not mesh it with co-workers, bad news: you will be seeing them early and often. - Make sure that you understand the exam reimbursement program before you participate in it. - You have a minority of people at the supervisor and partner level who range from uninterested in participating in employee development or coaching to actively avoidant of those situations (never available during the workday, very difficult to schedule time with). It's good that this is the minority, but this is a small firm. Having people in the role of supervising and developing people who don't want to be doing that is stumbling block for staff that is hard to avoid. - To that point, coaching program can be useful for some staff, but exists only on paper for others. No consequence for coaches who want to abdicate that role completely, leaving staff with no clear direction on where to go from there. - Retirement plan gets generous, but your first up to two years can be pretty weak before you hit the profit sharing. - Everyone working from home when not on job sites is not ideal for everyone on staff who is looking for a mentor.