RSM US LLP
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RSM US LLP Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about RSM US LLP and has not been reviewed or approved by RSM US LLP.
How are the compensation & benefits at RSM US LLP?
Strengths in family support, time‑off breadth, and health resources are accompanied by challenges in pay progression, retirement match competitiveness, and the practical use of PTO during peak workloads. Together, these dynamics suggest a benefits‑led total rewards profile that many find attractive, while cash and retirement elements may feel conservative in certain roles and markets.
Key Insight for Candidates
RSM offers strong, family-focused benefits and flexibility, but pairs them with conservative cash pay and growing wage compression. New hires often start near incumbents' salaries, raises feel modest, and retention can be reactive, so long-tenured employees may feel undervalued and look elsewhere despite solid perks.Evidence in Action
- Family-Forward Time Off — 12 weeks paid parental leave, at least 14 paid holidays, and generous PTO (often 20-30 days annually) are documented benefits at RSM US LLP. This predictable, sizable time-off bank supports wellbeing and retention by enabling real recovery time around peak workload cycles.
- Wage Compression Dynamics — Wage compression and lower-than-expected raises/bonuses attributed to underperformance are recurring employee feedback at RSM US LLP. This pay dynamic leaves longer-tenured staff feeling undervalued versus recent hires, weakening loyalty and prompting exit considerations if compensation isn’t proactively adjusted.
Positive Themes About RSM US LLP
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Parental & Family Support: Benefits include up to $50,000 in fertility coverage, up to $20,000 for adoption or surrogacy, 12 weeks of paid parental leave, six weeks of paid family caregiver leave, and backup care support. Feedback suggests these programs are a standout strength for parents and caregivers.
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Leave & Time Off Breadth: Time off provisions include self-managed PTO for associates and above, at least 14 paid holidays, and additional wellbeing days. Feedback suggests this breadth helps offset mid-market base pay perceptions.
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Healthcare Strength: Health offerings include two HDHP medical plans with firm HSA contributions, dental and vision coverage, telehealth, and a mental-health platform with free coaching/therapy sessions. Feedback suggests the combined health and wellbeing resources enhance total rewards.
Considerations About RSM US LLP
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Stagnant Pay & Limited Progression: Feedback suggests concerns about wage compression and lower-than-expected raises and bonuses, with experienced staff feeling compensation has not kept pace with newer hires. Some perceive retention actions as reactive rather than proactive, which dampens progression sentiment.
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Inadequate Retirement Support: Retirement support centers on a 401(k) match capped at 3%, which is often viewed as modest compared to alternatives. Feedback suggests this limits the perceived long-term value of the package.
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Rigid Benefits: Busy-season demands can constrain when PTO is practical, limiting the ability to use flexible time-off policies. Feedback suggests long hours in assurance and tax reduce real-world access to leave during peak periods.
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