Tag: Big 4

First-Generation Americans’ Parents Need Convincing That Accounting Is a Better Career Choice Than Law

As we all know, the Big 4 are more than happy to market themselves as the melting pots of the professional services world. First in your family to go to college? Great! Not an Ivy League graduate? No problem! Completely devoid of WASPyness? Even better! With the relative success of the firms to market this inclusive culture, however, Reuters reports that the biggest challenge is convincing the parents of first-generation recruits that accounting is just as worthy of a career path as medicine or law:

Accounting has long provided a path for first-generation Americans into the professional classes. Good pay and a focus on numbers makes it an attractive career choice. Still, recruiting the children of immigrants is complex, say some Certified Public Accountants (CPAs). Parents’ opinions are influential and they often don’t know the field, a problem that alternatives like medicine or the law don’t face. Once on the job, first-generation CPAs can face new challenges like decoding the relationship-driven, sometimes self-promotional American business culture.

Makes sense to me. Medicine is easy because doctors are in the life-saving business. Law is attractive because parents hope that they might become Jack McCoy or the protagonist in a John Grisham novel. But accounting? Jesus, numbers are boring, it’s not even a real profession:

When Maria Castanon Moats, PwC’s chief diversity officer, told her family that she planned to be a CPA, she remembers her parents asked “Why not be a lawyer?”

“They did not understand this accounting thing … To them, a professional was an attorney or a doctor,” said Moats, 43. Moats, who emigrated from Mexico at the age of one with her father, a migrant farmworker, said the profession appealed to her because it brought stability. High ethical standards and integrity, strong values in her family, were also important. Now, as part of the firm’s 14-member leadership team, she welcomes young recruits with a similar background. “The first generation really wants to be successful to make their parents proud. They are committed and loyal,” she said.

We’ve had the accounting vs. law debate before and we don’t to call Elie Mystal in here to explain why pursuing a career in a law is a risky proposition. The Reuters article doesn’t come out and say it but it really amounts to candidates educating their parents about the advantages to pursuing a career in accounting. Recruiters at the Big 4 can’t really say, “Clue your parents in,” so they put on aggressive marketing campaigns to tout diversity and inclusion. The students take this message back to mom and dad (along with salary ranges) and they start warming up to the idea. This way, everyone is happy. The kids get a decent job; the parents can beam about the CPA in the family. Sure, accounting isn’t justice but it beats being unemployed and doing this:

Accounting can be door to U.S. professional class [Reuters]

Muddy Waters CEO: There Are Some Big 4 Partners in China Conspiring to Defraud Investors

As you probably heard, the PCAOB officially put out a proposal earlier this week for audit partners to be named in the annual reports of public companies. It would also require “registered firms to disclose the name of the engagement partner for each audit report already requirethe form” and “disclosure in the audit report of other accounting firms and certain other participants that took part in the audit.”

While most Big 4 audit partners are probably feeling a little chapped by this whole proposal, there is at least one person going on record (by way of PCAOB comment letter) that feels that it doesn’t go far enough. That would be Carson Block, the CEO and founder of research firm Muddy Waters. In Block’s letter (in full on page 2) to the Board he writes that not only should the engagement partner be identified but that he or she should be putting their name on the audit opinion because “[it] will decrease investors’ future losses to fraud and gimmicky accounting by billions of dollars.”

That on it’s own is enough to get more than a few people riled up. But as we indicated, there are some conspiracy and fraud accusations as well:

Even the most reputable auditors in China seem to be in a race to the bottom. We believe that there are particularly egregious situations in which some Big Four partners in China offices have actually conspired with their clients to defraud investors. Further, it is a reasonable proposition that the conflict of interest inherent in the Chinese auditors’ business model also affects the quality of US company audits.

Now before your knickers in a twist, don’t forget that this is the guy who called Sino-Forest a “Ponzi Scheme for the 23rd Century” which more or less looks to be accurate. Further, if you consider all the trouble Big 4 firms have had with Chinese companies listed in the U.S. and elsewhere, it doesn’t seem to be that much of a stretch that some partners would just say fuck it and work with their clients to keep a lid on the shenanigans than go through the pain of actually doing their jobs.

Regardless, with these accusations the PCAOB may try to make another run at getting the Chinese to play ball.


Carson Block 102011

Fence-crossing Regulator Wants to Know How to Jump into a Big 4 Firm

Ed. note: Have a question for the career advice brain trust? Email us at advice@goingconcern.com.

I have a senior-level job with a regulator that has jurisdiction over accounting firms. (Don’t want to say much more, because it would be self-identifying.)

I think my credentials may be good enough to land a partner-level job with a Big Four to help with compliance and whatnot. I’d like to pursue this some time over the next several years.

But how should I make the approach? Should I contact the firms directly at the appropriate time? Or go through a headhunter? If a headhunter, which ones have the best contacts for senior positions?

Thanks for your help.

–Fence-crosser (sorry, I couldn’t come up with a witty name)

Fence-crosser,
Give yourself some credit – your nickname is wittier than most (and by most, I mean people usually sign their first and last names and add their Social Security number for good measure).


After a quick (and confidential) search for your background on LinkedIn, I have a much better understanding of your seniority and depth of experience in the regulatory space. Very impressive. Considering your educational background (for those of you playing at home – very strong undergrad and advanced degree programs), I have no doubt that you’ve made your mark within the inner circles of both your industry and your city (major US market).

Before we talk about how to go about pursuing opportunities within the Big 4, let’s talk about this so-called “partner-like” level where you’d like to land. Without a CPA you cannot be a partner, however principals are a non-certified equivalent and directors are nothing to slouch at, either. You’d most easily transition into either 1) a firm’s internal professional practice, helping decipher government regulation and how said firm’s practices are affected by changing laws or 2) a firm’s advisory group, aiding clients with the same issues. The upsides – both monetarily and network-wise – would be in advisory. But do not overlook being an internal expert; they are paid handsomely for their work.

When it comes to seeking out the Big 4’s interest in your particular skillset, I suggest starting with their in-house Experienced Hire recruiters. All of the firms are hot to hire people with your experience. Look into their publicly posted opportunities first; either you will find something in line with your background or at the very least find a name to contact. Check out last week’s post for links to each firm’s experienced hire pages. Your skillset would be an exceptional value added to a firm’s compliance/regulatory departments. Best of luck in transitioning.

Readers – are you familiar with this kind of transition? Have you made the move yourself? Email Caleb and he’ll connect you with Fence-crosser should you be able to help. Are you a recruiter at one of the Big 4? Do the same – contact Caleb and make this happen.

Are You a Loser If You Don’t Make Partner at a Big 4 Firm?

Good morning capital market servants. Presumably, none of you were on the Brooklyn Bridge yesterday which also probably means you’ve still got a job, a career to think about, etc. etc.

How’s that going by the way? Are you on the partner track or do you have partner tracks on your back? Haven’t given it much thought lately but hey, this is what you’re doing and sure, making partner seems like a sweet gig, amiright?

Well an interesting statement from the Grumpy Old Accountants today got me to thinking about all of you hoping for a seat at the big table:

In fact, in the Big Four accounting firms today, if you don’t make partner, you often are considered a loser.


Now this little snippet comes out of a much larger discussion about why some many accountants are cheaters (it’s because everyone wants to be perceived as a “winner”). That’s a fine discussion as well, and the GOA post is worth a read, but we’ll focus on the notion that “no parter = loser.”

I certainly had my own partner aspirations for a brief point in time and many of you out there in Big 4 land have them right now. For me, my attitude changed when I observed a few partners, saw what their workload and lives were like and thought, “JESUS H. CHRIST, BEING A PARTNER SUCKS.”

The problem is, if you’re appear to be making a career for yourself at a Big 4 firm (I was quite the nomad which doesn’t really work), what is the ultimate goal? No one says to themselves, “I’d be fine with making Senior Manager in 8-10 years and then spending THE NEXT 30 in that same position.” As such, partner is a goal for many of you. However, we all know that Senior Manager is a parking lot in most service lines, so it may not be 30 years at SM but it’ll sure seem like 30. Having said that, if you like your firm, are reasonably good to FUCKING AWESOME at your job, then why wouldn’t you want to make partner? Not all Big 4 partners are created equal but if you’re on the fast track at PwC, would doing anything less than being admitted to the partnership satisfy your professional ambitions? And if you give up on career goals because…well, just because…does that not make you a L-O-S-E-R?

The answer is no. Personally, I’ve seen plenty of people with partner-level talent, hot on the partner track give it up because 1) something better comes along; 2) They want their life back; 3) SOMETHING BETTER COMES ALONG. In fact, many new partners are working harder than ever (i.e. “like a 2nd Year Senior Associate” has been overheard). Does that sound like a “winner” to you? GOA might have it exactly bassackwards. The last thing most Big 4 alums will tell you is that they feel like losers because they didn’t make partner. Quite the opposite in fact. It’s probably more accurate to say you’re a loser if you think you’ve got a shot at making partner at a Big 4 firm.

UDPATE:
Professor Ketz clarifies below (seen via Twitter) that they the GOAs were talking about the culture within the Big 4 firms rather than you individual losers:

As we said, “… IN THE BIG FOUR ACCOUNTING FIRMS TODAY, if you don’t make partner, you often are considered a loser” (emphasis added). We were discussing the culture of the large accounting firms–we were not discussing our evaluations of those who are not partners. After all, we aren’t partners and we hope we aren’t losers!!

I’ll continue my contrary narrative here and argue that this not the case either. As we know, Big 4 firms sell themselves as great places to start careers but they don’t regularly make the case that this is where you want to spend 15-20 years of your professional life. The culture inside has evolved to accept attrition as part of the formula and that younger professionals are anxious when it comes to getting ahead. In fact, things have changed so much that convincing the talented professionals to stay is part of the culture. Hearing “You’ve got a bright future here,” from a pair of partners over lunch is standard these days because they know the “winners” will leave and the “losers” don’t know when to get out.

Will Years Out of the Game Negate the Big 4 Boomerang Effect?

Ed. note: Have a question for the career advice brain trust? Email us at advice@goingconcern.com.

Here’s an issue I rarely see. I joined PwC management consulting right out of my Ivy League school, and have my undergrad degree in Economics. I loved it, worked hard, made manager in five years and worked for some huge clients. I did all of the extras, methodology writing, promotion committees, coaching, proposals, etc. Managed some huge high profile projects too. Was offered a slot at PwC’s new executive MBA program, and was in the alpha class, graduating with a concentration in Marketing (picked by the firm). But then we had huge post 9/11 layoffs, were spun off and bought by IBM. I left soon after to start a family. I was there nearly ten years.

I went back to school and got my MSAT, and now am halfway through my CPA exam, acing it thanks to my teaching and experience. I’ve been teaching accounting and tax at a major university for the past four years as an adjunct, and doing a little private consulting.

Can I get back in to Big 4? Do I do it as an experienced hire? I know I’ve never been a practicing auditor but I know the methodology and how to manage large engagements. What’s the best way for me to work my way back in? My former colleagues are all at IBM or have left. I am not eligible for on campus since I graduated with my latest masters in 2009.
Thanks!

DISCLAIMER: not every circumstance in the history of circumstances has been taken into consideration when making this statement:

Public accounting – you can always come back.

The flow of people out of public accounting is much more intense and consistent than the experienced hire onboards, but that’s not to say it’s impossible. I did a little searching on LinkedIn and realized that you live in the greater New York City area, which is to your advantage. Many of the Big 4’s support staffs are located in NYC, so there might be options in those areas of the firms if a return to client servicing is not possible. so your odds of finding an opportunity and a new home with one of the Big4 improve slightly. Start with searching their Experienced Hire websites for open opportunities. Links are below:

Deloitte

E&Y

KPMG

PwC

Scour LinkedIn for experienced hire recruiters within each firm and reach out to them directly; have them hear your story. Most importantly, be persistent. The experienced hiring model within the Big 4 is can be touch and go, especially considering the recent uncertainty in the economy.

PwC Won’t Allow an Upset in Vault’s Prestige Rankings

Earlier this week, we learned that Grant Thornton was the new numero uno on Vault’s Accounting 50. The VA50 is determined by a number metrics that are weighted to come up with an overall score as to which firm is the best of the best. According to Vault, Grant Thornton was able to leverage their better work-life balance for employees to overcome their lack of prestige to pull this off.

For many people in the accounting world, however, this is meaningless. Reputation is everything and if you’re not working for one of the firms that are of highest regard, you’re simply a chump. Accordingly, Vault still presents a prestige ranking and while there aren’t many surprises, for many, this is the list. And the top firm on the list? P. Dubs.

1 (1) PwC
2 (3) Deloitte
3 (2) Ernst & Young
4 (4) KPMG
5 (5) Grant Thornton


6 (7) McGladrey
7 (6) BDO
8 (8) Moss Adams
9 (10) J.H. Cohn
10 (9) Plante & Moran
11 (13) Crowe Horwath
12 (12) Clifton Gunderson
13 (11) EisnerAmper
14 (22) LarsonAllen
15 (14) Rothstein Kass
16 (15) BKD
17 (18) Baker Tilly Virchow Krause
18 (16) Reznick Group
19 (21) Dixon Hughes Goodman
20 (19) Cherry Bekaert & Holland
21 (24) Anchin, Block & Anchin
22 (17) WeiserMazars
23 (23) CBIZ/Mayer Hoffman McCann
24 (29) ParenteBeard
25 (28) Wipfli
26 (31) Friedman
27 (27) Marcum
28 (34) Berdon
29 (35) Citrin Cooperman & Co.
30 (36) Eide Bailly
31 (26) UHY Advisors
32 (37) WithumSmith + Brown
33 (32) Elliot Davis
34 (38) Margolin, Winer & Evens
35 (33) Marks Paneth & Shron
36 (40) Blackman Kallick
37 (25) Novogradac & Company
38 (49) RubinBrown
39 (NR) Schonbraun McCann Group
40 (50) Kaufman, Rossin & Co.
41 (NR) Lattimore Black Morgan & Cain
42 (45) Frank Rimerman & Co.
42 (48) Habif, Arogeti & Wynne
43 (NR) Buff Pilger Mayer, Inc.
44 (NR) Horne
45 (NR) Rehmann
46 (NR) Schenck SC
46 (NR) Suby, Von Haden & Associates
46 (NR) Ehrhardt Keefe Steiner & Hottman
47 (41) Aronson & Company
48 (NR) SingerLewak
49 (47) SS&G Financial Services
50 (NR) Katz, Sapper & Miller

Oh! and probably most importantly, the prestige ranking is what we use to seed the brackets for the Coolest Accounting Firm in the spring, so it’s doubly important. Commence bickering.

Will a Floundering GPA Doom a Recruit’s Big 4 Hopes?

Ed. note: Have a question for the career advice brain trust? Email us at advice@goingconcern.com.

Hi GC,

I am interviewing with multiple big four firms but I am a little worried that if I receive an offer it may be revoked later on. I graduate in December with my masters and due to recruiting season and studying for the CPA exam I have not focused much on school. My current GPA is 3.5 and I feel that after this semester it will be in the 3.3-3.4 range. Have you ever heard of a CPA firm revoking a new graduate offer due to their grades slipping? I am getting a little worried. Thanks.

Sincerely,
Scared

Scared,
Welcome to the trials and tribulations of recruiting season. Unfounded rumors. Random interview selection. Lost sleep over imploding GPAs. Epic amounts of money wasted on free schwag*.

Rest assured, the drop in your GPA should not affect your eligibility. Consider this: your candidacy for a spot at a Big 4 firm consists A) your undergraduate GPA/degree B) any relative internships you’ve landed C) your first semester of grad work (the 3.5 GPA) and D) your CPA eligibility. I say “should not” without making a promise because the world could end tomorrow (Greece! UBS! HPV shots!) and recruiting could dry up but it’s not likely. Okay, UBS could be toast…

I’m not suggesting that you let things slide, either; you will need to provide a final transcript upon graduation. Assuming you took an equal amount of credits across two semesters for your Masters program, your first semester of a 3.5 GPA will be match up with a second semester of 3.2/3.3. Not the end of the world.

Keep interviewing, keep studying, and keep us informed of how things play out. Good luck on campus this fall.

*GC contributors will gladly accept schwag.

What’s Your Motivation for Leaving a Mid-tier Accounting Firm for a Job with Big 4?

Contributor note: if you have a question for the Going Concern audience at large (including the useless dbags) or our team of accounting drop outs and degenerates, please get in touch.

Here’s a tip if you guys are thinking about submitting a question: it helps to know your motivation if you are asking for our advice. It’s difficult to tell you what you should do without knowing why you’re trying to do it, unless you’re asking us an obvious question like “should I take X position to make way more money?” because in that situation we obviously assume you’re in it for the money. There’s nothing wrong with that.

That said, this indentured servSo let’s commence to helping.

I’m currently working for a large mid-size firm as a Staff II and will become a Senior I next year on a relatively large public client. However, I’ve been debating whether or not I should follow up on opportunities to work at a Big 4 firm if it means I have to wait an additional 2 years to become a Senior I?

I know from my friends currently working in the Big 4 firm that new hires work for 3 years at the staff level before being promoted to Senior I. In addition, I may also slip one level from Staff II back to Staff I when I change firms. I’d essentially be 2 years behind my peers as a result of going to the Big 4 so I don’t know if making this switch would help or hurt my career. Is it really worth losing that much time in order to get the Big 4 name on my resume? Should I wait until next year in hopes that I could be recruited as a Staff III instead?

Surely I’m not the only one struggling with this decision, does anyone else have experience with this problem?

Thanks and Best Regards,
-Staff II(?) Auditor

Well, Would-Be Staff II, as you are probably already aware, the Big 4 item on your résumé is going to blow any of that mid-tier nonsense you’ve got going now out of the water (don’t get butthurt, mid-tier-ers. It’s not personal). The actual practical application of what you’re learning at a mid-tier firm versus what you might learn at the Big 4 is irrelevant here; it’s all about marketing yourself, and you’re better equipped to do that with bragging rights slapped all over your work experience. You’re pretty much only going to get those rights from the Big 4.

That isn’t to say you can’t gain valuable experience from your current employer, so it comes down to what you want to do career-wise and in what time frame you would like to accomplish it. Have you passed the CPA exam already? Are you itching to get out of public altogether? It’s pretty hard to try and push you in the right direction without knowing what that direction is. What do you want out of your career? Money? Prestige? Experience?

Why did you start mid-tier in the first place? Are you happy where you are? Do you enjoy the work and feel fulfilled? What is it you think Big 4 can offer that you aren’t getting at your current firm?

If I were you, I would wait it out, gain additional experience, keep those Big 4 contacts and try to make the jump when you have a little more leverage. The more secure you get in your skill set, the better equipped you’ll be to leverage that experience into a more ideal gig with a Big 4 instead of starting at bottom a level above the clueless interns.

I would also have a candid conversation with whomever you’ve been speaking to at the Big 4 about your concerns. Don’t come off as a money-grubbing, work-averse dick but definitely express an interest in being involved with work on par with what you’ve been doing with your firm, not taking a step back. Feel free to embellish whatever paperwork you’ve been assembling up until this point into a full-blown PCAOB-compliant masterpiece.

I’m sure any number of mid-tier grunts who read this site religiously can talk you out of making the jump, and for good reason, while others will tell you to jump now and worry about how quick you ascend the Big 4 ladder later. A smaller firm allows you a better chance at truly learning your trade instead of simply going through the motions and checking boxes; think of mid-tier as stripping at the pole as opposed to mopping up the floors. You probably won’t put stripping at the pole on your resume but you’ll be gaining practical experience you can segue into a better opportunity.

I’m not clear on the opportunity you’re after here. Can you clarify?

What Can a Big City Big 4 Auditor Expect at Small City, Second-tier Firm?

Back with another edition of “Decide My Life for Me – Public Accounting Edition.” Today, an antsy Big 4 employee in a large city wants to know if moving to second-tier firm in small city will mean a demotion or cut in salary.

Do you have trouble matching your socks? Need help making sense of your cryptic performance review? Are you worried that someone with a bun in the oven is also capable of doing their job? Email us at advice@goingconcern.com and someone will try to straighten you out.

Back to our “Should I Stay or Should I Go” du jour:

Hi,

I was curious if you had any information on employees jumping from Big 4 firms (auditing) to upper-mid-tier (i.e. McGladrey). Do you find that they are often promoted? I am currently in a large city and am uninterested in staying in the city long-term. I was thinking of moving to a 300,000 person city with some firms like McGladrey, Grant Thornton, etc. If I am jumping ship as a senior or manager, where should I expect to come in at? Same level? Same salary?

Thanks
Jumper

Dear Jumper,


Had it with Big 4 life, eh? Let me guess, the groupies got to you, didn’t they? Every damn time.

As to your inquiry, here’s the deal – you won’t be promoted if you decide to accept a position with McGladrey or Grant Thornton. Why? There are a few reasons: 1) You don’t have the experience; 2) You don’t have the experience; 3) You don’t have the experience. We all know that Big 4 auditors think they’re pretty special and that anyone who doesn’t soil themselves after looking at their stellar résumés followed by an immediate job offer is simply stupid. So it comes as a shock to many when this scenario doesn’t play out. As far as second-tier firms go, they definitely want Big 4 talent when they can get it but they’re aren’t about to throw you a bone because you worked at E&Y Chicago or PwC New York.

What you can expect – if you’re senior associate or a manager at a Big 4 firm, you can reasonably expect to be offered (not a guarantee, obv) a similar position at GT or Mickey G’s that you currently have. If you’re moving to a smaller city, you could see a similar salary but you should not expect a raise. You’ll receive the market rate for your position in your new city. The firm may put you at the high range of pay for your group but be prepared to be reminded of that fact come merit increase time.

Anyone made a similar move with different results? Share below.

Big 4 Recruiting Season: Career Fair Tips

Got a question for the career advice brain trust? Email us at advice@goingconcern.com.

Good afternoon, GC’ers. I’m going to be devoting posts to general campus recruiting advice this week. College students – listen up. Already-employed cohorts – chime in with your own advice. Today I’m going to cover Career Fairs, everyone’s favorite meat market.


Questions you should be ready for – “Did you submit your resume through Career Services? Did you submit our firm’s additional paperwork? When do you graduate? What office are you interested in? Will you be CPA eligible up graduation? What practice are you interested in?” If you know what practiced you’ sure to have your paperwork submitted through the necessary online means. Don’t know what you’re applying for? Read below…

Know what you’re applying for – Nothing worse than talking to a student who is, “Uhhhhhhh, you know, I’m open to anything.” To me, that means you are unfamiliar with my firm’s services and you’re standing in line like a lemming because you know it’s good for you. Do you homework ahead of time about what practice groups are being targeted on your campus. Here’s a hint – focus on the job posts that are on your Career Services site; this is what each firm is focused on and actively recruiting for from your particular school. Don’t see Transaction Advisory Services listed? Probably ain’t gonna happen.

Suit up – Take a piece of advice from Barney Stinson and rock a suit to the Fair. It doesn’t need to be an expensive suit; heck, it doesn’t even have to be yours. Personally, I’m not a fan of the trend of suits becoming the norm at career fairs but it is better to match your competition than to assume “different is better.” Accounting firms are not Google; they breed a conservative culture. Play along, at least until you have an offer.

In an effort to avoid this becoming an Esquire-like blog post, I’ll keep my suit advice simple.

Ladies: Make sure your blouse is comfortably but securely buttoned, and take the potential of taller recruiters (aka wandering eyes) into consideration. Also, avoid hot magenta or any other color that would be included in a pack of highlighters.

Gents: That Calvin Klein tag on the outside of your jacket’s left sleeve? Yeah, that’s supposed to come off. Also, be sure to open your pockets and jacket vents before going to the Fair. It’s always awkward to see a guy trying to stuff a business card into a sewn up pocket.

Relax. Don’t sweat it. – Really, I mean that. Few things are more repulsive than shaking the moist hand of an anxious student. It can get hot at career fairs, I know. You can do a couple of things to chill out if you have a sweating problem: 1) Hold you résumé folder in your left hand and keep your right hand out of your pocket. This will let your hand breathe. 2) Small talk the person next you – it will help both of you relax. 3) A good swipe of your right hand on the back of your leg when you know your turn is coming up is totally fair game.

Always mints, never gum – There’s a good chance you’ll have to wait in line at the Big 4 booths. As you’re waiting in the mass herd of people, pop a few Tic Tacs or mints (avoid Altoids – too strong). They’ll help you relax and will be gone before you start speaking to the recruiter.

Business cards = cheat sheets – Ask for business cards when you meet with the professionals at the career fair (note – if they don’t have any, just remember to get their name so you can take notes later). Generally speaking, they are alums from your school and are excited to be back on campus and they can be a great resource going forward. They will also be at other events, even as early as the same week as the career fair. In between visiting booths, take two minutes to scribble notes on the back of the business card to help you remember who they were. “Black hair.” “Red glasses.” “Talked about baking.” “Mentioned she was an Eagles fan.” Reviewing these cards prior to next week’s firm-sponsored social event on campus will help you remember the connections much better.

Find out when they’ll be back – The five minutes you spend with the recruiters and professionals at the career fairs are not enough to earn yourself an interview. It is imperative you make personal connections with members of each firm. Beta Alpha Psi presentations. Cheesy happy hour mixers. Whatever. Go, shake hands, and laugh at their jokes. Earn yourself an interview.

Remember your manners – Thank everyone for their time. As happy to be on campus as they may be, many of the professionals will put in hours for work back at their hotels later that night. It is not always easy for them to take time off from work to make the trips back, so have a little respect for their time and their neglected inboxes.

Have anything to add? Email us or leave your comments below.

Are the Big 4 Starting to Demand Higher GPAs From New Recruits?

Ed. note: Got a question for the career advice brain trust? Email us at advice@goingconcern.com.

Hi GC,

I am a longtime reader of this website and it has never failed me so here I go once more – some Big Four positions just got posted to our school’s résumé submission website here at University of Illinois at Urbana Champaign. PwC internship and full time positions have a minimum required GPA of 3.4 while EY is 3.2 and KPMG is 3.0. Deloitte’s have not been posted. I know our school isn’t the greatest in accounting [Ed. note: huh?]and the public accounting profession pales in comparison to investment banking and management consulting but a 3.4 MINIMUM GPA to apply??

Last year’s minimum GPA was 3.0 to apply which was understandable but this new recruiting team from PwC increased the GPA by 0.4. Do they feel like someone is throwing out GPA points like Bernanke is throwing out dollars? Would it be kosher to change my 3.37 GPA to 3.4/4.0 on my resume to qualify for on campus interviews?

Best,
Drinking Beer in Champaign

Dear DBinC,

I’m always glad to throw a loyal reader some freebie advice. Thanks for checkin’ in with us.

First of all, forget that last year’s GPA requirement was 0.4 points lower; last year is irrelevant. Put your game face on and rise to the challenge.

Yes, absolutely round your 3.37 up to a 3.4. That’s fair game. In fact, this is a non-issue.

Also, take two minutes of your time to figure out what your major-specific GPA is. Should that be higher than the 3.4 cumulative GPA, add it to your résumé as well. There’s no reason that Intro to Woodcarving should hurt your chances of interning with one of the Big 4.

Why are the GPA requirements rising? To weed out résumés, obviously. Why look through 500 when you can whittle things down to 400 by cutting out the bottom? If you fall into this range, beg, borrow, and NETWORK your way to an interview. Circumstances are individual – if you have a story or reason as to why you’re on the cusp, track down the recruiter (not a audit/tax professional) at the career fair and state your case. Hard work can be rewarded in cases like this.