What is the hiring process like at Plante Moran?

Professional environment, hybrid work flexibility

Plante Moran’s culture is dominated by micromanagement, where autonomy is minimal and decision-making is tightly controlled. This lack of trust often slows down progress and stifles creativity, making it difficult to feel empowered or take initiative. Leadership tends to be resistant to change and not very open to new ideas or honest feedback, which results in a rigid environment. The workplace is highly political, with promotions and advancement often depending more on internal relationships than actual merit or performance. Many individuals are promoted into management roles without the necessary training or leadership skills, leading to inconsistent support for their teams. The performance management process is overly complex and unrealistic. On top of that, there is a significant lack of transparency around compensation, which fosters mistrust and makes it difficult to understand how pay decisions are made. Leadership communication is often vague and lacking in transparency, creating uncertainty of the firm’s strategic direction.

-exposure to several industries -interesting and pleasant clients (sometimes) - get to work with really smart and amazing people

-Huge shift in leadership across the firm. There’s lots of decisions being made at the higher levels being barked down. -Shift to in person work (masked as principally in person) and using this as firing/performance metrics during most recent reviews -They have stopped reimbursing exam fees for your CPA license after 3 year anniversary at the firm but you are still expected to have/work towards the license. No where have I ever seen a company require a license for your position, reap the benefit of it, but not compensate you for it. -Pay, significantly less than industry and barely with market for public accounting firms. The worst part is the salary difference between different roles. There currently is only a 6k difference between a brand new hire and a senior (3+ years experience) - gossip culture. Partners/managers constantly talk badly about other staff, other teams, and even clients. Some even seem to keep tabs on everyone’s personal life and details. -the turnover has been “lower” than average and as a result it seems as if “there’s not enough work to go around” but it’s your responsibility to meet your hour expectation. -They recently asked PM employees to start posting reviews which should tell you they’re doing preventive damage control