Baker Tilly US
Baker Tilly US Compensation & Benefits in Chicago
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Baker Tilly US and has not been reviewed or approved by Baker Tilly US.
How are the compensation & benefits at Baker Tilly US?
Strengths in benefits breadth—spanning retirement support, parental benefits, and flexible time off—are accompanied by challenges around practical PTO use during peak periods and mixed perceptions of cash compensation and incentives. Together, these dynamics suggest the Chicago office delivers a benefits-forward total rewards experience whose day-to-day value depends on practice area, utilization, and team planning.
Key Insight for Candidates
Defining tradeoff: Unlimited PTO plus firmwide “disconnect days” are offered, but busy-season demands and team norms often limit real time off. For Chicago candidates, your experience depends on how your local group plans coverage and honors disconnect days—confirm expectations during interviews.Evidence in Action
- Unlimited PTO Norm — 'My Time Off' policy is an open (unlimited) PTO system for exempt team members. In Chicago, recurring employee feedback says flexibility is valued, but busy-season and charge-hour expectations can constrain how much time people actually take.
- Firmwide Disconnect Days — Disconnect Days are monthly firmwide days off intended for everyone to unplug. In Chicago, they create shared downtime across teams, though internal feedback notes the experience can feel team-dependent, influencing how consistently people benefit.
Positive Themes About Baker Tilly US
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Retirement Support: Pay in the Chicago office is reinforced by a 401(k) program that employees describe as competitive relative to peers, with safe-harbor or match structures frequently highlighted. Feedback suggests these contributions are a dependable pillar of total rewards.
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Parental & Family Support: Teams in Chicago point to paid parental leave and adoption support that are viewed as generous and family-friendly. Feedback suggests these policies compare well within public accounting.
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Leave & Time Off Breadth: Employees in Chicago benefit from an unlimited PTO approach in many roles along with firmwide disconnect days to unplug. Feedback suggests this breadth of time-off options provides meaningful flexibility when engagements are planned well.
Considerations About Baker Tilly US
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Limited Leave & Time Off: In Chicago, busy-season and charge-hour expectations can limit the practical use of unlimited PTO. Feedback suggests some staff end up taking less time off than they would under a traditional bank during peak periods.
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Unfair & Opaque Compensation: Pay in the Chicago office is often perceived as below market for the hours in core audit/tax tracks, with mixed feelings about fairness across levels and practices. Feedback suggests compensation satisfaction varies widely by role and location.
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Weak & Unreliable Incentives: In Chicago, merit increases and bonuses are described as modest and closely tied to utilization, leading some to view incentives as less dependable. Feedback suggests recent cycles felt leaner than prior years in parts of the firm.
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