Companies Baker Tilly US

Baker Tilly US

Chicago

Total Offices: 32

6,316 Total Employees

Year Founded: 1931

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Baker Tilly US Compensation & Benefits

Updated on September 09, 2026

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, flexibility, and retirement support are accompanied by persistent concerns about base-pay competitiveness and the reliability of variable rewards. Together, these dynamics suggest total rewards may feel solid when benefits are prioritized, but the perceived value can erode in teams where hours and utilization pressure outpace cash compensation.

Key Insight for Candidates

A benefits-led tradeoff: Baker Tilly emphasizes standout perks—firmwide disconnect days, unlimited PTO, strong 401(k), and unusual extras (e.g., pet-adoption, student-loan aid)—while base pay trends middle of market and busy-season charge hours often curtail PTO use. Candidates should weigh total package vs. realistic time off.

Evidence in Action

Firmwide Disconnect Days — The firmwide 'Disconnect Days' program provides monthly collective days off across the firm. It institutionalizes unplugging, giving employees predictable recovery time; team norms determine how fully people disconnect.
Unlimited PTO Utilization — The 'My Time Off' unlimited PTO policy coexists with charge-hour and busy-season expectations. Flexibility is high, and employees plan time around utilization targets, reducing practical PTO during peak demand.

Positive Themes About Baker Tilly US

Flexible Benefits: Flexible work arrangements and hybrid/remote options are described as part of the overall value of the package, supporting different working preferences. Benefit experiences are also portrayed as varying by practice and location, suggesting adaptability in how offerings show up across teams.
Retirement Support: A safe-harbor style 401(k) with an employer contribution is repeatedly described, and it is positioned as competitive within the sector. Immediate vesting is also associated with the safe-harbor approach, reinforcing perceived reliability of retirement support.
Leave & Time Off Breadth: An unlimited PTO approach and firmwide disconnect days are presented as meaningful time-off breadth that many can use in practice. Time-off flexibility is also linked to hybrid/remote norms, strengthening perceived overall work-life value.

Considerations About Baker Tilly US

Unfair & Opaque Compensation: Base pay is characterized as not top-of-market, with comparisons implying it can trail Big 4 or industry roles despite similar workloads. Perceptions of fairness are described as split, reflecting uneven confidence that pay matches expectations and hours.
Weak & Unreliable Incentives: Annual bonuses are portrayed as modest and sometimes viewed as insufficient relative to workload, reducing their motivational impact. Bonus outcomes are also framed as variable by role and utilization expectations, which can undermine predictability.
Limited Leave & Time Off: Unlimited PTO is described as highly dependent on manager norms and workload, with busy-season demands limiting practical usage for some. The lack of PTO payout upon departure is noted as a structural tradeoff that can reduce the tangible value of accrued time off.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.