CohnReznick is a leading U.S.-based accounting, tax and advisory firm headquartered in New York, offering audit, tax, consulting, and transaction advisory services to clients across industries. The company serves middle-market and larger enterprises ...
“I enjoy the collaborative teams and the mentorship,” says a staff accountant. “You learn fast but you will be busy during audit season.” Another reviewer notes, “Benefits are solid and I like the hybrid setup, though some weeks feel relentless.” Overall, testimonials reflect typical consulting/CPA-firm highs and lows: strong learning opportunities, good peers, and predictable busy spells. If you are focused on professional growth and do not mind occasional long hours, working at CohnReznick often comes up as a positive step in a career.
The company culture at CohnReznick blends professional rigor with a people-oriented approach. Teams tend to be client-focused and detail-driven, but there is also an emphasis on collaboration and inclusion. Social responsibility and community involvement come up often, and many employees appreciate the firm’s efforts in diversity and equity initiatives. Culture can vary by office and practice; some hubs feel more entrepreneurial while others follow a more structured, traditional accounting firm vibe.
When people talk about work-life balance at CohnReznick, you will hear two themes: flexibility and seasonality. Many roles offer remote days and flexible hours, which helps manage personal commitments. That said, busy season and client deadlines can push hours up significantly. Employees say that managers are usually understanding, but that work intensity is cyclical — calm months are balanced by heavy project-driven stretches.
Job security is generally stable. The firm offers a diversified service mix that helps buffer against single-market downturns. That said, professional services firms are not immune to economic cycles and shifts in client demand. Career progression and performance are closely monitored, so sustained underperformance may lead to transitions. Overall, turnover is normal but not unusually high.
Leadership places emphasis on strategic growth, client satisfaction, and professional standards. Partners and regional leaders often communicate priorities clearly and support firm-wide initiatives such as technology upgrades and DEI programs. Execution can vary across business units; some teams enjoy hands-on leadership, while others experience more hierarchical decision-making. Transparency is improving, but some employees would welcome faster communication around major changes.
Managers tend to be knowledgeable and supportive of career development. Many employees report positive coaching experiences, frequent feedback cycles, and clear performance expectations. There is variability: some managers excel in mentorship and workload planning, while others are more task-focused and less available during peak times. If manager fit is good, day-to-day experience improves significantly.
The firm invests in training, certification support, and on-the-job learning. Formal training programs, access to online learning platforms, and support for CPA or other credentials are commonly available. Mentorship and cross-functional projects create practical learning opportunities. Development paths are structured, which makes it easier to plan career growth if you are proactive about taking advantage of resources.
Promotion opportunities exist and are tied to performance, billable contribution, and client development. Advancement can be rapid for high performers, especially during growth phases. That said, competition is strong and timelines are not guaranteed. Employees who build client relationships and demonstrate leadership skills will find clearer paths to senior roles and partnership tracks.
Salary ranges vary by role, experience, and location. Typical U.S. ranges are approximately:
Bonuses are typically performance-based and may include annual discretionary bonuses, billable-hour incentives, and profit-sharing for senior leaders and partners. Bonus levels vary widely across business units and are tied to individual and team results. There are also spot awards and recognition programs to reward exceptional contributions.
Health and insurance benefits are comprehensive. The package usually includes medical, dental, and vision plans, options for HSA or FSA accounts, life insurance, and short- and long-term disability coverage. The firm also offers employee assistance programs and wellness resources. Benefits are generally well-regarded and competitive for the industry.
Employee engagement is supported through team events, firm-wide retreats, volunteer days, and affinity group activities. Social and professional networking events occur regularly, and there are initiatives to keep remote and hybrid employees connected. Engagement levels depend on local office leadership but the firm puts effort into inclusive programming.
Remote work support is solid, with modern collaboration tools and flexible policies for many roles. Remote options depend on client needs and role responsibilities. Technology support and virtual onboarding are in place, and many teams operate successfully in hybrid arrangements.
Typical working hours are about 40–45 per week during regular seasons. During peak periods such as audit season or major client engagements, average hours can rise to 50–70 per week for staff and even higher for managers. Time management and manager coordination help reduce burnout risk in non-peak times.
Attrition is moderate and reflects the professional services norm: employees often move for career progression, specialization, or lifestyle changes. Layoffs are not a constant feature but may occur during broad economic downturns or firm reorganizations. Historically, the company has aimed to manage workforce changes responsibly, with redeployment where possible.
Overall, the company rates strongly for career development, benefits, and professional experience. Prospective hires will find solid training, competitive pay, and a largely collaborative environment. The main trade-offs are cyclical workloads and variation by office or manager. For those who prioritize learning, client exposure, and a structured path to advancement, this is a compelling workplace. Overall rating: 4 out of 5.
Read authentic experiences from current and former employees at CohnReznick
Supportive manager, excellent training programs and clear career path at CohnReznick.
Long hours during busy season and some internal processes feel bureaucratic.
Good exposure to diverse clients and technical tax work.
Compensation growth is slow. Day-to-day work can be repetitive and mentorship varies by team. Benefits are decent but raises are inconsistent across offices.
