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There was definitely a challenge and a difference through the 90s. But for the last 15-20 years there is no struggle. The reality is that firms have evolved. Depends on market, but large locals, regionals and nationals have grown in structure and have complex client bases providing valuable and exciting learning and work opportunities. Candidates and mindset have also evolved. There is now much greater choice and candidates perform a bit more diligence and are less driven by ego.
All firms hire top talent and all firms hire mediocre talent. Both exist. And the mediocrity sometimes leaves and becomes a lateral hire both upstream and downstream.
Do I give an overall edge to Big4 based on brand, depth, reputation, etc. Of course. But there is not chasm or cliff drop off after Big4 when it comes to attracting great talent. Most firms have more qualified candidates each season than they have open slots.
Can’t say we have ever had an issue. Sometimes people don’t want big 4, sometimes you are in a location where B4 doesn’t have offices. Sometimes recruiters for B4 think someone sucks and we realize that they are great
Just sloppy seconds, mostly uggos and people who can't communicate. GT does okay, but then again I've noticed a lot of our experienced hires come from GT.
AS1....
Having been a partner in both environments, I dont think that is a fair or accurate statement. There are great mentors, champions, infrastructures and resulting growth of professionals at both Big4 and non Big4 firms. Likewise, both Big4 and non Big4 firms have some crappy people who cant develop anyone. And both kinds of firms have offices or teams where the infrastructure is dysfunctional.
Bottom line.....amazing opportunity to grow exists at all levels. Everyone needs to do their due diligence to make sure they choose wisely! And to make sure they avoid the weak firms/offices/teams which will hamper their growth and advancement as well as their job happiness.
It’s called sloppy seconds
Thanks all for your take. I interned at middle markets before EY, and went to a school with a massive big 4 and national firm presence. I’ve thought about trying to somehow make a small business helping middle markets recruit entry level whenever I leave EY, but I’m trying to understand the nature of how these companies recruit
Similar recruiting process really. A lot of people are looking for jobs based on geography first, then brand, then connections to/or knowledge of the firm. @ P1, well said
I think they struggle more to raise up decent managers
As someone who just went through the recruiting process and received offers from 3 firms (BPM [San Jose], CBIZ [San Diego] and KPMG [LA]) and interviewed with more BDO, HCVT, Aldrich etc. I can say they all recruit and interview in pretty much the same way. I know that isn't the op question, but it seems like that might be useful information given your later comments.