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Ernst & Young, like any of the Big Four or large professional services firm, is composed of a series of “practices” or unique groups of resources, ranging from a handful of people to several hundred, which tout similar subject matter experience.These practices are then lumped into larger organizational categories that support the firm’s overarching strategic vision. Here’s an example which should clarify things for you a bit: I’m part of the “Program Advisory Services” practice, or PAS for short.As advisors to industry, we provide a valuable benefit, since large businesses are regularly confronted with a bevy of challenges that range from the commonplace, such as not having the internal subject matter experience needed in order to execute upon critical initiatives, to the less mundane, such as perhaps a regulatory mandate to leverage independent third-party consultation.The list in-between these two examples are vast to be sure and vary greatly in complexity.It is for that main reason that such a fluid organizational structure must be in place.It may not look pretty on an organizational chart (that is if you could even find one) but I assure you there is critical logic behind this labyrinth of practices.You might be thinking at this point, “Which group is right for me, Assurance or Advisory?
The primary purpose of this article is to offer a balanced perspective to those who may be interested in such a career path regardless of industry focus or subject matter area.
Advisory, on the other hand, is more similar to a classic management consulting mold.
It is not nearly as consistent as Assurance work, but it is one of the fastest growing offerings within the firm.
Auditors during the busy season can easily spend sixty or more hours per week combing through data, searching for anomalies, and ultimately preparing reports that highlight their findings to a client.
Depending on the engagement, assurance work generally staffs younger personnel to handle the lion’s share of the research, which is then reviewed by seniors or managers and ultimately signed off by a partner before the findings are presented to a client.
Reaching this point has taken an immense amount of patience, hard work, resilience, ambition, and even a little luck. To be clear, this article has not been written under the guise of any Big Four recruiters.