Pros
1. OTR is one of the largest (if not the largest) tax resolution firms in the industry. This translates to a stable work environment where, unlike working for many other resolution firms, you aren't worried about whether the firm is going to shut down this year or the next. 2. At higher positions within the firm, management is very "hands off" in the sense that they are available if needed, but allow you to do your job without micromanaging. 3. The work hours are flexible. For example, there are some tax professionals that come in at 6 am and others that come in at 9-9:30. 4. Management has invested a lot of time in improving the client cycle and operations. This means that as a tax pro I'm able to spend a lot of more time actually working on cases and solving tax issues instead of chasing documents. 5. Pay is above industry average at the tax pro level and is, in part, based on productivity. If you come to work focused, you have the opportunity to make well over your stated salary. 6. There is a wealth of tax resolution knowledge to learn from and various opportunities to work within each type of resolution (Audit, OIC, RO, ACS). 7. Management works hard to create an uplifting culture. 8. Executives (CEO, SVPs/VPs, lead attorney) know staff on a first name basis and actually go out of their way to get to know staff at every level. 9. The firm is MORAL. Not once have I ever been asked to service a client in any way that violated IRC/regulations or my integrity. Ask around-- this isn't common in the tax resolution world. Management takes this so serious that SVPs often review prospective cases where fraud is/was an issue (e.g. during an audit) before accepting the client.
Cons
Seriously, I don't think there are any cons significant enough to mention. There are some improvements to the business/missed business opportunities (in my opinion) that I think management would do well to work on, if they are not already. Realistically, the only issues people complain about are these: 1. Changes to the work flow-- these changes have SIGNIFICANTLY improved efficiency across all teams by either improving the way the tax pro interacts with the client or adding a team to reduce administrative workloads of the tax pro so that the tax pro can work more on the actual servicing. 2. Changes to work location -- throughout the various operational changes, teams have been grouped (e.g. by a specialty) and regrouped. Some people find that waiting 10 minutes for IT to move your computer is a real hassle, but I don'.t 3. Commission cuts -- as I mentioned, there is a productivity component to the compensation. If the firm expects to pay me $2 million to perform my role with the ability to make up to another $1 million based on productivity and the firm makes efficiency improvements that allow me to make up to $1.5 million, there will clearly need to be a realignment of productivity pay. These commission cuts are only a natural part of the growth and evolution of the firm. Obviously, no one likes them, but they aren't so significant that people quit either.