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Recruiting FAQs

CAREER AND RECRUITING FREQUENTLY ASKED QUESTIONS

1) How qualified am I to work for SAS 70 Solutions?

Please refer to the ideal candidate profile located in the Careers section of this website.

2) Would you consider hiring a person with limited or no SAS 70 audit experience?

We understand that SAS 70 audits are an extremely niche audit. This type of audit is so concentrated that many employment candidates have never had occasion to perform even a single audit while working for prior employers. At SAS 70 Solutions, our personnel perform between 25 and 35 audits per year. A single year of experience with our company will convert even a novice auditor into one of the most experienced SAS 70 auditors in the country. Therefore, employment candidates that lack specific SAS 70 audit experience are considered as long as other elements exist in their background that are relevant to the auditing of process and information technology controls.

3) Does SAS 70 Solutions recruit foreign nationals?

At this time, SAS 70 Solutions only considers employment candidates that are authorized to work for any United States employer without restriction and/or employer sponsorship.

4) I am currently an experienced senior, manager or senior manager at a licensed CPA firm. Should I expect to join SAS 70 Solutions at a manager level?

Barring an exceptional situation, SAS 70 Solutions does not hire outside employment candidates to fill upper level positions. Given the level of experience of our current team members, we believe that it is in the best interests of all parties involved to have new employees join the firm at the appropriate level, learn our methodology, and compete for a promotion against a very skilled peer group.

Our personnel carry significant professional experience. Most of our audit staff would be at least senior level, and typically managers or senior managers, at any other audit or consulting firm. We do not employ the typical pyramid structure that is used by so many other firms whereby the base of the pyramid is comprised of a large number of inexperienced personnel. Our culture requires a true paradigm shift in expectations for many employment candidates that have worked at traditional firms. For these reasons, we strive to recruit employment candidates that value team success and personnel development over position titles and administrative duties.

5) Please describe SAS 70 Solutions approach to continuing professional education?

To the extent that employees are qualified to sit for the related exam, SAS 70 Solutions encourages employees to achieve and maintain the following four certifications:

» Certified Public Accountant (CPA)
» Certified Information Systems Security Professional (CISSP)
» Certified Information Systems Auditor (CISA)
» Certified Internal Auditor (CIA)

For those employees that have achieved all of these certifications, continuing professional education (“CPE”) decisions are oriented around efficiently meeting the CPE requirements for each of the certifications.

For those employees that have not achieved all of these certifications, CPE decisions are balanced between classes that will prepare the employee to obtain the remaining certifications and classes that will help the employee meet the CPE requirements for certifications already achieved.

SAS 70 Solutions provides time and resources for non-CPA employees to obtain a minimum of 40 hours of CPE per year. At least 80 hours of CPE is made available to employees that hold a CPA license. CPE courses generally include a mixture of self-study courses and third party instructor led courses.

For the benefit of employees, SAS 70 Solutions centrally tracks certifications, CPE requirements and completed CPE hours, including allocations to applicable certifications along with imaged certifications of completions. Employees have ad hoc access to their CPE documentation at all times.

6) Is it true that SAS 70 Solutions does not track employee chargeability or require employees to submit time reports?

Yes, it is true. These are non-value added bureaucratic activities typically employed by traditional audit and consulting firms, especially those that bill clients in hourly increments. SAS 70 Solutions is not a traditional firm, does not bill in hourly increments, and has no need for such activities.

7) Is it true that SAS 70 Solutions does not assign sales goals, managed fee goals, or billing and collection responsibilities to senior level employees?

Yes, it is true. We expect our personnel to be SAS 70 practitioners, not sales people or administrators. Specific personnel manage all business development opportunities. Engagements are staffed in such a way that the needs of our personnel and client requirements are balanced. Professional fees are not an element of staffing decisions, and therefore, managed fee goals are not a metric within our system. Finally, billing and collection responsibilities are centrally handled by professional operations staff.

8) I do not live in a city where SAS 70 Solutions has an office location. Is this an issue?

No. SAS 70 Solutions has a national focus which results in our personnel performing audits throughout the country, and in some cases, in other countries. It is in our best interests to have employees strategically based in various parts of the country with higher concentrations of employees located in areas with the highest demand.

Personnel may live anywhere; however, it is understood that living in remote locations or locations that have less demand will result in increased travel levels. Conversely, employees based in higher demand locations tend to travel significantly less. Keep in mind that employees are free to relocate at any time. Many have used this policy as an opportunity to join SAS 70 Solutions and relocate to a higher demand location after gaining and understanding of the operations of the company.

From a recruiting perspective, SAS 70 Solutions tends to actively recruit for locations with the highest demand or highest personnel needs. This approach helps reduce travel for our entire team. All qualified candidates are considered for employment; however, a higher premium is placed on those that are currently located in cities where our company has the most need, or that willing to relocate.

9) How much travel should I expect if I accept a position with SAS 70 Solutions?

Travel levels of SAS 70 Solutions’ personnel vary widely. The largest determinant of an employee’s travel level is their location of residence. Employees located in cities with sufficient demand travel much less than those that opt, through personal preference, to live in cities with less demand. Due to the criticality of this issue to a person’s overall job satisfaction, employment candidates are always given a specific sense of their anticipated travel level during the recruiting process.

It should be noted that SAS 70 Solutions constantly strives to reduce travel levels for its employees. Such actions include building critical mass in strategic geographic areas and focusing business development activities on cities where employees are located.

10) What percentage of your revenue is derived from non-SAS 70 audit services?

Less than 1% of our annual revenue is derived from non-SAS 70 audit services. These “other” services are derived almost exclusively from miscellaneous services requested by existing clients.

11) Would you consider employing me on as a contractor, rather than as a full-time employee?

No. All of SAS 70 Solutions’ personnel are full-time W-2 employees. We believe this approach is best for our team’s morale, our clients’ impression of our personnel, and the consistency and quality of the work product our firm produces.

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