Open Positions:

We are growing and looking to add new members to our team. Currently, we are most actively searching for Managers who are interested in a partner track. We accept resumes and interview for all positions year-round. See more detail on each position and a form to submit your resume to the right.

Partner Track Manager
Tax Manager
Senior Accountant
Staff Accountant
Executive Assistant

What is it like to work at WHH?

Firm Structure

We pride ourselves on blending the benefits of a large firm structure with the individualization of a small firm. Working at WHH is professional, personal, interesting, and supportive. We benefit from streamlined processes and procedures but at our mid-size we can adjust systems quickly and personalize to the client or project. Because of the partners’ commitment to staying cutting edge, we had a reliable remote and paperless work environment nearly a decade before it was the industry standard.

Type of work

Additionally, the type of work we do is more similar to a large firm. It is complex, high-level, and specialized. Staff who enjoy learning something new every day and building their skills year-after-year thrive in our culture.

Culture

Strong elements of our culture are our initiative and upward mobility. We’d rather promote someone a little early than wait for them to be performing at the level of the new role. This creates a culture where our people feel empowered to take risks, try a new path, and eliminate the fear of making mistakes. It’s not uncommon for a partner to work directly with a new staff to instill this message of coaching and taking ownership.

For immediate confidential consideration, submit your résumé and salary requirements online. Continue reading for more information on each position—including requirements and job description. Are you our next engaged, excited, and forward-thinking team member?

Coaching

Training and coaching are especially important due to the complex nature of our work. We have a detailed onboarding, coaching, and mentoring process for new hires, then a structured series of professionals to help along the way.

1. Clifton StrengthsFinder by Gallup. This assessment and coaching is done in the first week and helps us use the same mindset and language around coaching and a strong focus on strengths, not weaknesses. It’s integrated throughout our culture from the approach we take in meetings, to the process we use in performance evaluations. Our in-house certified coach is always available to staff. If you’re familiar with the Strengths-based model, our top three as a firm rarely waver from Learner, Relator, and Responsibility.

2. Neil Koenig communication training. For many years we worked directly with Mr. Koenig on a series of professional communications workshops. Over the years, those were integrated into our employee handbook and processes and procedures. Things like “straight talk” are now thoughtfully engrained in our daily workflows.

3. Sue Zisko GROW Program. This program is an optional, year-long program designed to teach delegation skills, mindset management, time management, and other soft skills. On average, 3-6 people go through this program each year as a cohort.

4. Assigned coach. Each staff member has an assigned coach who is available for coaching throughout onboarding and beyond. Coaches are trained for both structured meetings and impromptu questions.

5. Partner contact. There is no better coach than the partner-in-charge. It’s common in our firm for the partners to meet and delegate directly to even our newest staff.