In house training is HORRIBLE compared to other large firms. Everyone is obviously aware of Big 4 training, and there's no way RSM can match that, but even when compared to firms like Grant Thornton or Crowe Horwath, RSM's training leaves a lot to be desired.
First, we get only one week per year at the Q Center. After 3 years of McGladrey/RSM, I recently began interviewing at other larger/similar size firms. Crowe informed me during their interview that employees are provided with 2 weeks of formal training at the Q Center every year, in contrast to 1 week at RSM. This is hardly adequate when considering the complex nature of the field. Moreover, the amount of formal training is sometimes not commensurate with performance expectations.
My office has a culture of encouraging people to figure everything out on their own. It was expected that we figure everything out on our own, and if we asked for help on a technical matter, it would reflect poorly when it came time for performance evaluations. Some people would even tell you off if you asked for help. I've seen entry level associates get placed on performance improvement plans after 2 months on the job because they were not adequately trained for the tasks they were assigned, so of course, they asked a ton of questions. Interns who asked lots of questions were also not hired. In contrast, I've had friends at Big 4 firms who tell me, questions are not only encouraged, but expected and an essential part of the learning process.
Clients can have very messy accounting records (despite sometimes unrealistic budgets) and, when combined with the culture of having people figure everything out on their own, effectively creates a work environment that unofficially requires LOTS OF EATING OF HOURS.
As I found out while interviewing, other firms offer more vacation time.
Although they pay for the CPA study material (Becker) and exam fees, most of the people at my office who have attempted to study/take all 4 sections of the exam while working are unsuccessful (statistically), although this may likely be the case at every other firm with billable requirements.
People at my office are intimidated by the managing partner, who tends to fire people almost whimsically. Not surprisingly, the firings occur usually right after spring busy season, although I've seen it happen after fall busy season as well. It's as if we're walking on egg shells. Obviously, this isn't the sort of relationship anyone wants to have with their boss at work.
Busy season can get very overwhelming and stressful, as we've had problems hiring enough people in the last few years. (management frequently states that student candidates pick Big 4 or Grant Thornton over us) People at my office experienced significant weight gain from eating unhealthy/unsavory meals provided by our caterer during busy season. Others have gotten sick, but were too intimidated to stay at home or work from home for fear of upsetting the partner in charge (see above paragraph).
Pay can be lower than average, which encourages people to jump around or move on after 2 or 3 years.
Although they encourage employees in all service lines to find work in areas that they are interested in, horizontal opportunities at smaller offices are scarce. For people working in tax, the only opportunities available may be in compliance work.
As RSM has expanded aggressively and acquired many smaller offices, the cultures aren't always compatible. Some of the partners from the smaller firms are very close minded.
