How is the Firm organized?

The Firm is under the guidance of a managing partner, with a system of equity partners, profit-share partners, and associate partners. The equity partners are responsible for developing and setting firm policy and philosophy, planning strategy, guiding administrative, technical and financial functions, and determining growth plans. They liaise regularly with the profit-share partners, who supervise the professional staff and are responsible for overseeing the smooth functioning of the firm with regards to personnel, hiring objectives, and in-house/or external training. Associate partners are members of the Firm who have developed specialized niches within the firm, and who may also have contiguous client practices within the Firm.

Managers play an important role in the area of billings and collections. They supervise staff scheduling, training, utilization and evaluation, and set an example regarding Firm policies and procedures. Managers meet regularly with partners throughout the year. Seniors, semi-seniors and staff have varying degrees of responsibility for job assignments.

Is there a billable hour requirement?

There is no set policy. The requirement varies depending on staff level and level of administrative duties.

What benefits do you provide?

We offer a cafeteria plan that includes: health, dental, vision, and life insurance benefits. We also provide a 401k plan.

How does the compensation system work?

We are competitive with the industry. Professional staff (below manager level) receive a 13-month bonus (one month's pay) for overtime worked, if they are employed on April 15th of each year.

How would I be evaluated?

Evaluations take place after tax season and involve evaluation by ones peers and supervisors, as well as a self-evaluation. Each professional and staff person evaluates their peers and supervisors, up to manager level. Evaluation categories include technical proficiency, analytical skills, leadership, client skills, professional demeanor, and personal attitude.

What would you do to mentor me and assist in my integration into the Firm?

Each employee is assigned a mentor for all Firm procedural questions, training and support. Staff meetings are held regularly, or as required, to discuss Firm issues and policies. Our professionals meet annually for two training seminars: Tax in January and Audit and Accounting in July. These are daylong seminars with in-house and guest speakers, and include skill-training exercises.

How does the interview process work?

Interviewees meet with several members of the Firm, at partner, manager or staff level, to determine if the candidate would be a good "fit". The interviewers meet thereafter to discuss the candidates and offer recommendations. Final decision-making may lie with the managing partner.

How are promotions to manager determined?

Managers need to have mastered certain qualifying aspects of working at GHB. They need to be highly responsive to the Firm's goals and deadlines; demonstrate the ability to recognize, quickly solve and follow-up on client problems; plan and be creative problem-solvers. Managers supervise staff and scheduling, and must be able to assume a high degree of client contact. Managers recognize the importance of developing new clients and work to fulfill this need of the Firm. Promotions to manager are made by the partners during annual evaluations.

How are promotions to partner level determined?

Partners need to demonstrate a unified commitment to the Firm entity, philosophy, and goals. Partners have demonstrated the ability to present and sell ideas, and are active in the Firm, in the community, and in professional activities. They have a demonstrated ability to express themselves convincingly in written communications and are respected by clients for good judgment and business sense. Partners are ultimately responsible for all clients, including new client generation, and have Firm-wide responsibility for technical and administrative functions. While qualifications vary within the group, technical knowledge, experience in the profession and the Firm, and certification are essential for participation at this level. Promotions to partner are made by the partner group during annual evaluations.

What training will I receive?

Mentors and supervisors are responsible for in-firm training. In addition, we provide 80 hours of paid CPA training every two years. From time to time, we offer our professionals the opportunity to earn additional CPE through in-firm staff seminars and client development seminars for clients, referral sources, and professionals.

What is GHB's position regarding time off?

Gordon, Hughes & Banks recognizes the importance of balancing professional and personal accomplishments. We encourage our staff to succeed by offering a very generous time off policy.

Whom do I contact for more information?

Susan Morin, Human Resources Administrator, is our contact person for recruiting.

Susan Morin
(303) 986-2454
(877) 882-7929
Email: smorin@ghbcpa.com

How do I apply?

Please begin by reviewing our current openings at GHB. You may also download an employment application from our web site.