Job - Tax Trainee Cooper Parry Employee Review

5.0
27 May 2026
Recommend
CEO approval
Business outlook

Pros

Very nice and progressive place

Cons

Nothing I can think about

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Cooper Parry Response
1w
Thanks for the 5-star review, and for being part of the Cooper Parry team. It’s great to hear you describe us as a progressive place to work. That’s something we’re really intentional about, from how we support our people early in their careers, to how we challenge the status quo across the industry. We also appreciate you calling out the positive experience overall. Hearing that there were no obvious downsides for you is brilliant, but we won’t take that as a reason to stand still. We’re always pushing to get better, especially for trainees building their careers with us. Wishing you all the best in your next chapter! Thanks again for your contribution while you were here 🧡

Explore other reviews about Cooper Parry

3.0
31 May 2024
Recommend
CEO approval
Business outlook

Pros

Nice work place good environment

Cons

work life balance a little bit confusing

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Cooper Parry Response
2y
Thanks for taking the time to leave a review. Building an environment where our people can feel motivated and enjoy their time at work is important to us, so we are glad to hear you have been able to experience that during your contract. Whilst work-life balance is something that we strive towards, we appreciate during busy times the flexibility can be hard to reach. We are continuing to look at ways to increase the flexibility when possible and if you would like to talk things through, we are always happy to support in finding ways to increase that balance. Please don't hesitate to reach out to us, in person, over email or anonymously through open door. Many thanks, CP Talent Acquisition team careers@cooperparry.com
3.0
6 May 2026
Recommend
CEO approval
Business outlook

Pros

- Flexible working - Supportive coworkers

Cons

The business is not quite as I remember it when I first joined. The private equity ownership has created a working environment has become much more pressured, with almost every level feeling constantly on edge. Managers often appear to be stretched across a very high number of audits, while Assistant Managers are also balancing several engagements at once. This has resulted in people being spread too thin, with work regularly extending into evenings and, at times, weekends. The recent change in audit software has also created challenges. While the business is placing greater emphasis on efficiency and recovery, the new workflow appears to have increased the amount of work required in practice. As a result, recovery rates often appear unrealistic when compared against the actual time and effort needed to complete the work properly. There also seems to be room for improvement in how juniors are trained and supported. In addition, the promotion pipeline feels quite congested, with a number of people remaining in the same roles for longer than expected. Overall, in its current state, it is difficult to see many clear upsides, and I would find it hard to confidently recommend the business as a place to work.

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Cooper Parry Response
4w
Thank you for taking the time to share your experience in such detail. The themes you raise around pressure, capacity, ways of working and progression are clearly important, and it’s helpful to understand how these are being felt in practice. Periods of growth, ownership change and system transformation can increase complexity and intensity, and there will inevitably be times where the work feels more pressured than anyone would ideally want. Your comments highlight where that pressure has been most visible, particularly around resourcing, workload stretch and how efficiency expectations translate day to day. These are ongoing tensions we recognise within a professional services environment. Your observations around training, development and progression visibility are also noted. Supporting people at different career stages during times of change isn’t always straightforward, and experiences can differ across teams and roles. If you’re open to it, we’d encourage you to raise these points directly with your Senior HR Business Partner or leadership team, including via the anonymous feedback channels if preferred. These conversations help add context and depth to individual perspectives. Thank you again for sharing your views so openly.
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