Pros
Ryan is a growing and innovative company in the professional tax services space that provides great service because they are not encumbered by the "Big 4" mentally of billable hours and conflicts between the public and client interest. Ryan is deeply focused on client service and this is evident in the firm's approach through client surveys. Having worked in the Big 4, the Big 4 never dedicated this much care and resources to understanding clients and truly asking for feedback. MyRyan is a great program that allows for results-oriented focus and not an hours focus. As long as you are creating value and bringing results, most people do not care where you work. If you are willing to develop yourself in a specialty niche, this is definitely the place for you. Ryan's programs and educational focus do allow for people to develop a 'go to market' speciality.
Cons
Ryan is on a big acquisition spree but is still headquarters-focused meaning all the other 30+ offices are second fiddle to the Dallas office. With the rapid growth, infrastructure is lagging to the point where it can be frustrating to have assistance with simple things. Most Principals earned the position because they had a niche that made some money for the firm. In today's professional tax services environment, most of them have no idea how to introduce other services outside their particular practice area or collaborate with other Principals or managers. In many cases, ideas brought to them are shot down because of ego's or they happy making the money they are making. It can be very frustrating not being a Principal because of the mentality of many Principals. Brint Ryan is a true visionary but can't say the same for most of the senior leaders including Principals. This is unfortunate because there are great people that bring awesome ideas each and every day. Honestly, I think a significant portion of the Ryan experience is going to be dependent on your service line and particular group, as others have noted. Based on observation and talking with others, it varies considerably and believe this is because Ryan's hiring model does not always take into consideration the emotional intelligence quotient for leading people.