Among government officials and antidoping authorities, Mr. Novitzky is heralded as a pioneer. They credit him with helping to change how the illegal distribution of performance-enhancing drugs is prosecuted. They describe him as a tenacious and methodical investigator whose work has always held up in court.
>>A Harvest of Trash and Turmoil for an Agent Fighting Steroids [NY Times]
"No matter what field you're in, the jobs all require the same behaviors, tools and disciplines," says Ford Myers, president of Career Potential LLC in Haverford, Pa. "The key is identifying the ones that you're good at and finding where you might be able to use those same skills."This means that you should start by thinking about jobs where your accounting skills could be useful. Maybe it's managing a non-profit, for example. Or maybe you want to build on your accounting background by getting an MBA. If you like managing people, maybe general business management is the way to go. Whatever you do, to change careers to going to require the motivation to reeducate yourself, and the patience and perseverance to keep at it during the time it takes to navigate the transition.
One of the most shocking turns in today’s workplace is that it used to be that young people went to the Peace Corps to grow. Now people go to big accounting firms because they are leading the way in retaining young workers, by infusing work with meaning. You get a mentor, you get rotating responsibilities, and you get opportunities to volunteer, on company time. A study by Deloitte found that volunteer opportunities attract a stronger candidate pool in the business sector. And Ernst & Young rewards high performers with a Social Responsibility Fellowship.She was writing about how the desire of more people to have their jobs mean something is impacting the workplace - making non-profits more business-like, and businesses more socially conscious.
Investment banking is still very popular with students and companies, but accounting, one of the most in-demand fields, doesn't have a glamorous image. "We can't get enough students to major in it," (Maria Stein, director of career services at Northeastern University in Boston) said. "It's a great career with a lot of opportunities. It's much more dynamic than students think."Jobs await prospective accountants, engineers [Boston Globe]
In accounting, "Good quality candidates are very hard to find. Companies definitely want talented people," said Bill Driscoll, New England district president for the staffing firm Robert Half International.
Salaries and demand are rising in accounting and finance, Driscoll said. The 2002 Sarbanes-Oxley legislation mandating greater financial accountability from public companies continues to drive demand for accountants.
There are fewer people on LinkedIn than other social networks, but they're the right people. This well-crafted site is designed solely to help you make professional connections. It's so serious that until recently you couldn't even post a photo of yourself. Submit your resume and skills, state your intentions (looking to hire, looking to be hired, looking for freelance work, etc.), import your address book to find colleagues who are already there - and start making connections.Social networks basically repackage standard online tools in ways that help people connect. They give people a place to show off their knowledge to like-minded people - which can also be done by commenting on blogs, participating in forums, or creating a personal Web site that acts as an online resume. How valuable these strategies are varies by the industry you work in and, I think, by how comfortable you are in using them. What the networks give you is an environment where people want to connect.
Does it work? Some say it does. Janet Ryan, chief of advertising at TeeBeeDee.com, another social networking site, says she landed her job when the company's founder searched LinkedIn for a specialist to set up revenue operations just before the product launched. "By checking our mutual connections she was able to do a full reference check before we ever met, and I did the same on my end as well," Ryan recalls. "When we met in person it was like talking with an old friend, and we started working together immediately."
LinkedIn's search tools help find people like you, people who might need you, people you might need, and people who share your skills. The site also has a useful Q&A feature that lets you make your presence known by asking contacts specific career-related questions (and answering them, too). All this is free, and it's worth an hour of your time to get familiar with its look and feel.
And I don't much like the focus the Big 4 have these days on work-life-family balance and diversity. Not because I am against work, life or family or diversity, but because I think the job is one you choose and the rest is something that you implicitly agree to adjust in order to fit in and do the job well. If I wanted to be off during the summer, I would have been a teacher. If I wanted my team to not miss me when I'm out and clients to be able to live without me when I'm away, I would have become an assembly line worker, able to turn off my job when the whistle blows. If I wanted everyone I work with to know about, respect and celebrate my personal, sexual, and lifestyle choices I would have become a nun.That alone will get some people hopping. But before you hop, read the whole post here.
Scot's point is that there are many things in your work you can't control: your manager, the job market, your company's performance - and I'd add even more things, like the economy, the demand for your skills (which might high right now, but...) and the joys and pressures of life in general. So, it's important to pay attention to doing the best you can with the aspects that are under your control.Career planning is really about a simple formula, given to me by one of my previous managers:
Performance + Skills = Opportunity
Performance means that no matter what the job, performance counts. This is consistent across many good managers that I’ve had the privilege of working for in my career. Performance, to potential managers of your skills, means that you will go into a position and be successful, regardless of the position.
Skills means that you have the necessary prerequisites to be able to perform in the position.
If you have skills and no performance, you are a person with potential. If you have performance, but not the right skills for a new position, you won’t be given the opportunity.
In short, a person can only control their performance on the job and the skills they acquire.
I know that there are a lot of stay-at-home dads. But while it may seem like there are a lot who are happy, I think it’s really just that every single one of the happy ones is blogging.Flexwork, alternative work arrangements and what have you are such huge topics of discussion nowadays. But sometimes, there are unintended consequences.
The survey also found that the top-performing companies were likely to report they had an excellent ethical climate. However, when the survey asked about whether companies and their boards had practices and procedures in place to monitor whether they were adhering to their code of ethics and processes to provide such assurances, the results were disappointing.Ethics Policies Often Not Monitored [WebCPA]
Strategic responsibility for ethics resides a step above the CFO, with the chairman or CEO, but CFOs are more likely to be the day-to-day guardians. Moxey believes that CFOs should help fulfill this role. "I think it's something that CFOs should be very actively involved in," he said. "CFOs are the natural keepers of the corporate conscience. They are the natural people to be spearheading a company's approach to whether it's living up to its values or complying with its rules."
People earning over $100,000 a year are almost twice as likely to apologize after an argument or mistake as those earning $25,000 or less,
taking the high road - acknowledging one's share of blame, or even accepting some blame when it isn't justified - is a trait shared by many great leaders, because it tends to build solidarity with the troops.Want a higher paycheck? Say you're sorry [Fortune]
Today I'm working on a resume for a client who is having a hard time recalling details of her prior projects.Even if you're not planning on moving, this is an important habit to get into. Louise is right that none of us have jobs for life. You may well plan on staying in your current job for years, but you never know when something unforeseen will change things. That "something" could be a colleague who got the promotion you expected, an economic downturn, a merger, twins you didn't plan to have or just a decision you don't want to work in an office all day anymore.
She's not sure of the results of her efforts and sometimes she can't remember why a project was even started. I'm concerned that her resume won't reflect her true abilities, which got me thinking ...
Do you keep a record of what you do at work? Do you track your impact, make notes when your boss compliments you, or jot down details of projects you're working on? If not, you should!
None of us has a job for life anymore --- when you come to write your next resume, think how much easier it will be if you can refer to a written record.
"My friend got a call from her friend at Facebook, asking why she kept looking at his profile," says a privacy-conscious source at a major tech company. Turns out Facebook employees can (and do) check out anyone's profile. Not only that, but they also see which profiles a user has viewed -- a major privacy violation. If you've been obsessed with a workmate or classmate, Facebook employees know. If Barack Obama's intern has been using the campaign account to troll for hotties, Facebook employees know. Within the company, it's considered a job perk, and employees check this data for fun.The bold-faced emphasis is mine.
If You Get What You Want, Say ThanksRead it and be armed.
When you call on your network—or just one member of it—for help, and you get it, say "thank you." Countless helpful business leaders have spent countless hours poring over the résumés of countless job-seekers who've asked for a bit of guidance and gotten it—only to disappear into the fog, never thanking the advice-giver or acknowledging his or her contribution to the cause. A heartfelt thank-you e-mail works wonders. If you skip that step, you're asking for bad career karma for years on end and burning a bridge you can ill afford to set ablaze.
Don't Dis a Favor
One of my favorite disgusting-networking stories concerns a young lady who asked me for help with her HR résumé. The résumé was a mess, and it took me two hours to rewrite it, stem to stern. I sent back the revised version, and she wrote me, saying: "I had no idea you'd take my résumé apart and rewrite it. It'll take me a long time to type this up again. In the meantime, can you please send my old résumé to all your contacts?" Sure, no problem. Is it O.K. if I include a note saying: "I rewrote this person's résumé for her since, as you can see, this version reeks, but she's too busy to type it up. In the meantime, can you please hire her?" That should get a lot of interviews.
But because of recent advances in resume-search technology, some of the sneakier tactics applicants have developed no longer work. What's more, the new technology can reveal the use of these methods, potentially sabotaging a candidate's chances of securing interview invites.Even if you're not being sneaky, putting too much emphasis on searchable keywords can work against you:
Resumes with an overabundance of keywords are a turnoff for Jolie Downs, a partner at recruiting firm Paradigm Staffing of Santa Cruz, Calif. She recently received a resume via email from someone seeking a senior account executive position at a public-relations agency. A string of keywords was listed in plain view at the bottom. "It's unprofessional," she says. "I didn't call them."This is an article that's pretty on the back-end - meaning there's a lot about how hiring managers think and how their software works - but those aren't bad things to know when you're crafting a resume for a job you really want.
Starting salaries for accounting and finance professionals are expected to increase an average of 4.3 percent in 2008, according to Robert Half International's 2008 Salary Guide. Public accountants, financial analysts and internal auditors are expected to see the largest gains.Here's our story.
To make sure you're not being snookered during the interview process, make a list of the things you do and don't want in your next job, covering area like work environment, travel, tasks, location, career advancement and money. Prioritize the list, then find a way to ask open-ended questions about the issues topping it. "They're not going to tell you the bad news, so you have to ask for those things you don't want, but in a positive way," says Carl Wellenstein, president of ExecGlobalNet in Downey, Calif. "If you made a wrong decision you really need to move on."It's an out-take (Sorry, Dona) from a story we'll be posting soon.
For example, one of the questions you want to ask is: To what extent do you want to train me in other areas outside my expertise? If you prefer to specialize in one area, an answer that involves training in several others tells you the job's not right for you.
motivational products create unrealistic expectations, raising hopes only to dash them. That's why we created our soul-crushingly depressing Demotivators® designs, so you can skip the delusions that motivational products induce and head straight for the disappointments that follow!So, you can avail yourself of posters, coffee mugs and calendars that inspire:
Achievement: You can do anything you set your mind to when you have vision, determination, and an endless supply of expendable labor.And my personal favorite:
Apathy: If we don't take care of the customer, maybe they'll stop bugging us.
Consulting: If you're not a part of the solution, there's good money to be made in prolonging the problem.Okay, these aren't for everyone - but they're a good way to measure the sense of humor of your colleagues. Though maybe not your boss.
Some companies are seeking balance the use of e-mail, cell phones and other tech tools with genuine, face-to-face interaction. That's a fancy way of saying some firms want people to actually talk. In the Boston Globe, Maggie Jackson writes
…some progressive bosses are counterbalancing the diffusion of the digital age with innovative efforts to boost face-to-face and real-time connections. They're mandating no travel or no e-mail days, or making flesh-and-blood connections a new priority. The results are sometimes surprising - less stress, more learning, even better balance at home.
"We embrace chat and e-mail and collaboration tools," says Singu Srinivas, copresident of Needham's HiWired, a technology support start-up with 60 employees. "Those are additives to face-to-face relationship building, but they can't be a replacement for it."
And:
North Hampton, N.H. workplace consultant J.T. O'Donnell says she's hearing more about such innovations. Bosses are saying, if you have a problem, pick up the phone or meet. Stay away from long-winded e-mails.
"Companies are realizing that they have got to not replace all their face-to-face interactions, communications, and training with virtual to save money," says O'Donnell. "It's the loss of what we can't convey in e-mail and tech communications that's hurting us."
Pushing face time in the digital age [Boston Globe]
Here in the online world, social networks are all the rage. In English, that means everyone who's anyone is telling you how sites like LinkedIn, MySpace and Facebook are the next big things that are going to change the way we communicate, live, work, find jobs, learn things, and attain enlightenment. Of course, there are those of us contrarians who think they're handy things to use but don't see them getting lots of people excited who aren't (a) programmers, (b) venture capitalists or (c) people who run social networking sites.
Cube Rules' Scot Herrick was speaking at a writers' conference about technology for writers when he was asked how many of these sites someone should sign up for and use for their work?
(Precisely, I thought when I read Scot's post about it. With everyone and their brother launching social networking sites of one kind or another, how are people supposed to figure out which ones to join, keep track of them all, and still get their work done?)
Scot's answer:
We face the same question as Cubicle Warriors, don’t we? Should I have a blog, join LinkedIn, go nuts on Facebook — or forget the whole thing?
I don’t think you can forget the whole thing; that would hurt your career management networking. But, there are some criteria you can use to decide how you spend your time. Here’s mine:
- The audience is everything. You should spend time on the social sites that drive sales to your target market. If tween-something is your thing, then MySpace is your place. For Cubicle Warriors, it more often is career management blogs and places like LinkedIn and (my personal favorite, because it is a career management tool) Jibber Jobber.
- Your time is everything. You can only spend so much time focusing on your network. Make sure you are spending your time where it is easiest and gives you the most bang for your buck. What’s the easiest way to stay in contact with your work associates, past work associates and friends? That’s where you go.
- Know your criteria for accepting social connections with “friends.” And feel comfortable with the criteria.
My criteria for accepting connections are simple: I know you, have interacted with you, and believe that you “get it” in my definition of competence. If you do, you’re in. If you don’t, you won’t. Simple.
Perfect.
Joining Social Sites — The Criteria [Cube Rules]
But I write about life-work balance, and it feels a little contradictory to conduct an interview, or attend a conference, or give a speech, when everyone involved had to sacrifice sleep to attend.I have similar qualms about working dinners. After a long day of work, why follow it up with more work? True, there is good food, and probably wine, and it beats coal mining. But if you have to be there because the client and boss expect it, or if you would rather be playing “airplane flies in the hangar” with your toddler, then it is work disguised as socializing.
Don’t even get me started on weekends and holidays. I was once invited to a conference of pediatricians over Mother’s Day. Pediatricians! Cannibalizing Mother’s Day!
Good points all. Her main thought is that nowadays work has crept into times usually reserved as personal - for having breakfast with your kids, say, or unwinding with your husband or wife after a day at the office.
Belkin advises girding yourself to say no to people when they want to "pick your brain" over a meal - something I've found is easier said than done and, depending on your job or your commitment to networking - can be counterproductive. But certainly, she makes a good argument for being selective in who you go out with.
The Real Deal about Gen Y: They’re Inherently Conservative [Brazen Careerist]Well, for one thing, the Big 4 are acutely aware of what young people want. Deloitte has been studying generational issues for years and Cathy Benko, Global e-Business Practice Leader for Deloitte, just published a great book, Mass Career Customization, that replace the corporate ladder motif with a lattice. And workers can move laterally or up or down on the lattice depending on their personal goals and career aspirations. The Big 4 get the best candidates because these companies have been the fastest to react to the new workforce conditions that place young people in the driver’s seat .
But here’s what else is going on: Gen Y does not admit it, but their top priority is stability. This is a fundamentally conservative generation. And in the middle of this very long article in Business Week, is an important quote from Andrea Hershatter, director of the undergraduate business program at Emory University and veteran of college recruiting:
“There is a strong, strong millennial dislike of ambiguity and risk, leading them to seek a lot more direction and clarity from their employers, in terms of what the task is, what the expectations are, and job progression.”
"I've been offered a job at one firm, but also interviewed for a position at another, a place where I'd prefer working. How do I hold off replying to the first firm until I have a sense of what's happening at my first choice?"It's possible to parlay one job offer into two, but first things first.And our expert, Robbie Miller Kaplan, replied:
Get in touch with the first firm and thank them for the offer. Ask if you can give them your answer within a week. There's nothing wrong with making them aware you've been in discussions with someone else, and saying you'd like to extend other firms the courtesy of letting them know you've got an offer on the table.If you've got a question about your career or your job search, write me and I'll get you an answer.
Now it's time to contact the second firm. Make a follow up call to its hiring manager and let him or her know you're still interested in the position. Ask if they're close to making a decision. If they're not, tell them you've been offered a position with another firm, without revealing too much detail. Courteously - always courteously - point out that you have a decision to make and ask them to share where they are in the hiring process. You can say, "Your opportunity is my first choice and I'd like to have a sense of where you are so I can respond appropriately." Ask if you're the leading candidate, or one of many?
Based on their responses, you'll have a good idea of where you stand with both firms.
No matter whose position you accept, follow up in writing with both hiring managers. Always decline offers graciously. You never know if or when your paths will cross again, or whether a more enticing position may one day present itself. And get all your offers in writing, even if you have to write to confirm them yourself.
When ethics scandals hit, it tends to be the fault of certain individuals inside the organization. More often than not, they have allowed their own personal values to infect the organization.His worksheet's brief and worth a look.
“Your workplace computer does not exist as a tool for forwarding jokey things,” said Will Schwalbe, an author of “Send: The Essential Guide to E-Mail for Office and Home.”
Seventeen percent of the owners reported that the availability of qualified labor was their top business problem, up four points from June and July….They would like to hire, but the job market is not cooperating. One in four owners reported unfilled job openings and the net percent planning to increase employment in the coming months is among the best readings in the history of the NFIB survey. The problem remains finding qualified works, cited by 17 percent as their most important business challenge. Fifty-seven percent of the owners hired or tried to hire new workers, but 84 percent reported few or no qualified applicants.
Despite this, I'm still not sold on video resumes as effective differentiators. I don't hear many firms clamoring for them - Perhaps more telling, is no one I talk to ever even brings them up. So, proceed cautiously if you're thinking of producing one. Or at least don't let it get your hopes up.When Mona Lattouf's initial job-hunting efforts didn't pay off, the recent college grad got creative.
Using a digital camera, the Orange County, Calif., resident created a two-minute "video resume" that included highlights from her paper resume and answers to common interview questions.
"It was weird to figure out what to say," says Ms. Lattouf, 25 years old. But ultimately, "I let my personality show through."
Within two to three weeks of sending hiring managers a link to her video, she received several calls back. "It was truly painless," says Ms. Lattouf, who landed a job as a junior accountant in October.
Are you Introverted? Would you rather focus on your spreadsheets or a QuickBooks problem than go out and chat people up at your next chamber of commerce breakfast or state association meeting? Bad news: if you really want to flourish, you may have to get out more.
Over on CNet, Steve Tobak writes:
I don't care if you're an IT professional, a musician, a consultant, a CEO, a recruiter, an engineer, a doctor, an accountant, or a professional athlete. You're also a salesperson. That's right, we're all in sales. You, me, your boss, your lawyer, your spouse, your kids; everyone's in sales.
You see, from time to time, each of us is called upon to sell something. It could be a product, a service, a plan, an idea, a creation, a story to a judge or jury, or even oneself (presumably for a job, not into slavery). And more often than not, it's actually very important that we succeed. I don't know why; that's just the way it is.
It's hard for me to imagine anyone being successful in life without having the ability to sell when necessary. And yet, we think of it as something unsavory or even unethical. Not only does the idea fill some people with disgust, fear or self-loathing, but to make matters worse, most people aren't even good at it.
Well, let me dispel a myth. Selling isn't a bad thing. It's got a bad rep, but that's because it's misunderstood. The purest capitalist relationship is between a seller and a buyer of goods or services. So, for every capitalist act, there's a seller involved. Selling is a noble thing. And not only can you do it, but you can learn how to do it well and with dignity.
Since I'll plead guilty to thinking of selling as being less-than-graceful - at least when I do it - I devoured this piece. The ten tips he provides are logical, approachable - and not frightening at all.
Learn how to sell--it's for your own good [CNet]
If you day dream about using your skills to sway the electorate, shelter the homeless or spread your religion, a move into the non-profit sector may brighten your workday. It'll also lighten your wallet.Read her full story.
How Faith-Based Networking Can Aid Job Searches [WSJ - $]While many job seekers may rely on prayer for support and success, career experts warn against discussing faith when meeting with hiring managers or executive recruiters. "You don't want to turn it into a religious conversation," says Kevin Zwetsch, a partner with the law firm Fowler White Boggs Banker in Tampa, Fla. "You're veering off the path of what you're there for."
An exception might be if your involvement in religion can promote your candidacy, adds Mr. Zwetsch. For example, if you mention that you are a deacon at a church during a job interview, "that demonstrates leadership and community involvement," he says.
But he warns that "if you go any further, employers will get skittish," because recruiters are prohibited by law from asking candidates questions about their religious beliefs unless they pertain to the job at hand. "[Religion] is one of those taboo topics," he says.
If your online profile is clean and you are connected to people through social networks who would say favorable things about your abilities, it may help you land the job,
Such reference checking exposes job seekers to certain risks. Many site users routinely connect online to people they have only a glancing relationship with -- say, someone who simply works at the same company -- and there is no guarantee that the references will be favorable.For example, the article quotes a headhunter saying he ruled out a candidate for sales director of a large company, after contacts he found on LinkedIn and MySpace told him the individual "was tough to work with and get along with."
achieving goals, productivity, being organized, GTD, motivation, eliminating debt, saving, getting a flat stomach, eating healthy, simplifying, living frugal, parenting, happiness, and successfully implementing good habits.It's one of those blogs that has a lot to it, and even if you're not into "zen" or posts on meditation, eliminating debt or eating healthy, there's plenty of other material that's worth looking at.
How do you deal with criticism? I think the first reaction for most of us is to defend ourselves, or worse yet to lash back.
And yet, while criticism can be taken as hurtful and demoralizing, it can also be viewed in a positive way: it is honesty, and it can spur us to do better. It’s an opportunity to improve.
Stop Your First ReactionOf course, on the other side of the conversation should be the notion of criticizing with grace and appreciation. When you get those kind of dialogues going, they can be almost fun.
Turn a Negative Into a Positive
Thank the Critic
Learn from the Criticism
Be the Better Person
More than half of executives and 63 percent of employees report that job performance improves when co-workers are friends outside the office.It's a fascinating article, which seems grounded in the real world.
Employees who have buddies at work are more eager to come to the office and enjoy their workday, which translates to higher productivity, said David Araldi of the staffing firm Accountemps, which conducted the nonscientific survey.
Personal branding describes the process by which individuals and entrepreneurs differentiate themselves and stand out from a crowd by identifying and articulating their unique value proposition, whether professional or personal, and then leveraging it across platforms with a consistent message and image to achieve a specific goal. In this way, individuals can enhance their recognition as experts in their field, establish reputation and credibility, advance their careers, and build self-confidence.Trunk's foundation for building a personal brand are pragmatic: know what you're very good at, know what people think of you, and meet the right people. But her most important point might be in a simple sub-head: "Admit It - You're Special."
Both company expansion and bulked-up compliance mandates were cited as driving hiring demand, along with a tight market for accounting and finance talent. "The most experienced candidates are receiving multiple employment offers, and more organizations are extending counteroffers to retain top performers," said Max Messmer, chairman and chief executive of Robert Half International, in a press release.Here's the full story.
They are among the first to rethink how to recruit college grads, keep them happy on the job, or just keep them at all.Deloitte & Touche, which placed first among 95 large employers covered, asked employees to submit short videos about what it's like to work there. The best– including a rap video – will be used in Deloitte's campus recruiting programs.
The employers that did best in our ranking recognize that they have to accommodate this new generation. Many of them are trying to appeal to Gen Y by making themselves more transparent, flexible, responsive, even nurturing.The Best Places to Launch a Career [Business Week]
One African-American woman CPA, who's also a firm partner with two decades in the profession, who spoke with JobsintheMoney on the condition she remain anonymous, observed that "to really move the needle" in diversity practices "requires a culture change and personal values to change, which is a huge undertaking - similar to changing race relations in America."I talk to a fair number of consultants who specialize in diversity. (The fact that I'm married to one such consultant helps.) They're men and women, black, white, Hispanic and Asian. What they tends to echo this woman's comment. We won't really approach diversity, as a solution as opposed to an issue, until we see the idea surround and knit itself into our culture, both in the office and in life more generally.
Hiring at the Big Four accounting firms is running at record levels, and recruiting efforts are being ramped up as growing demand collides with a talent shortage. The University of Illinois at Urbana-Champaign said job postings for accounting majors in 2006 more than doubled from 2004.
Scott Sandford, a society student member who currently works for Deloitte's tax practice, uses the blog to relate the travails of studying for the CPA exam. Check it out here.
Sandford chalks up the blog's following to the commiseration factor. He muses about flash cards and the best snacks for studying, and in between snarky comments offers a realistic view of obtaining the CPA certification. “I offer a peer’s perspective on the process,” he says, “and people can see what I am going through right at the moment. What our professors told us was correct. Sudy and be diligent and that’s the best way to pass.”
Sandford has already sat for - and passed - three sections of the test, but in a recent post he says he had to reschedule the date to take the fourth section, as he knew he just wasn’t ready. “I’ve had my stumbling blocks, but I know this will help in my career," he says. "At Deloitte, advancing in the tax practice means getting the CPA, going on to law school or getting a master’s in tax, and I see that as the next step for me.”
--Myra Thomas
