Companies CLA (CliftonLarsonAllen)

CLA (CliftonLarsonAllen)

California, Maryland, USA

Total Offices: 3

6,732 Total Employees

Year Founded: 2012

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CLA (CliftonLarsonAllen) Compensation & Benefits

Updated on February 06, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at CLA (CliftonLarsonAllen)?

Strengths in family support, broad time-off options, and comprehensive wellbeing programs are accompanied by concerns about below-market pay, modest raises, and limited practical access to PTO during peak periods. Together, these dynamics suggest a total-rewards package that is appealing on benefits breadth but less competitive on cash compensation and time-off utilization, with outcomes varying by office and role.

Positive Themes About CLA (CliftonLarsonAllen)

Parental & Family Support: Paid parental leave, adoption assistance, and family-building programs are emphasized alongside resources for caregivers and nursing parents. These offerings indicate meaningful support for major life events and family needs.
Leave & Time Off Breadth: Flexible PTO for eligible roles, paid holidays, and volunteer time off point to a broad time-off portfolio. These options expand scheduling flexibility beyond standard vacation.
Wellbeing & Lifestyle Benefits: Wellness and mental-health programs include virtual care, counseling, CBT tools, condition-management, and a wellness stipend. Added lifestyle supports such as Hinge Health and Omada broaden wellbeing resources.

Considerations About CLA (CliftonLarsonAllen)

Unfair & Opaque Compensation: Compensation is often characterized as below market for public accounting hours, with uneven experiences by office and team. Processes around raises and progression are described as unclear.
Stagnant Pay & Limited Progression: Raise outcomes are frequently modest, including instances of minimal increases despite expanded responsibilities. This pattern contributes to concerns about advancement value.
Limited Leave & Time Off: Busy-season surges and billable-hour pressures can make flexible or unlimited PTO difficult to use in practice. Peak workloads constrain when time off is realistic.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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