Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.rickardluckin.co.uk/

About the company

Rickard Luckin is a chartered accountancy and tax advisory firm serving businesses and individuals across the South East of England. The firm works across core practice areas such as accounts, audit, corporate and personal tax, and wider business advisory. Public careers content positions Rickard Luckin as a training-led firm with defined study routes into qualification (ACA, ATT, AAT and combined pathways). The firm also markets a “Work Well, Live Well” approach to culture and flexibility.

Locations and presence

Rickard Luckin operates through offices in Basildon, Chelmsford and Leigh-on-Sea, with trainee opportunities referenced across these locations. Hiring activity and student events are hosted at the Chelmsford office, with recruitment messaging aimed at local early-career talent.

Palpable Score

69.3

/ 100

Rickard Luckin offers a clear early-career entry route through structured trainee and apprenticeship pathways that accept A-level leavers and graduates, supported by visible outreach events. The overall score is capped by limited pay transparency in job ads and only light publicly available data on promotion timelines and long-term early-career retention.

Pillar 1: Early-career access

Score

16.2

/ 20

The company runs student routes that explicitly include ACA trainee and ATT apprentice pathways, positioned for both recent graduates and school leavers.
Rickard Luckin advertises an ACA Trainee Programme with a “structured programme” framing, which is a straightforward entry point into the profession.
The company’s early-career access is strongest in practice training roles rather than a wide spread of junior roles across non-accounting functions.

Pillar 2: Hiring fairness and transparency

Score

13.4

/ 20

The company publishes role pages that spell out what the trainee programme involves (technical training, real client work, and personal development), which helps applicants judge the workload and learning shape.
Rickard Luckin frequently lists pay as “competitive salary” rather than a range, which reduces transparency for candidates comparing offers.
The company has some public interview feedback indicating a short, time-bounded process for graduate trainee interviews, but the sample is small so consistency is hard to verify.

Pillar 3: Learning and support

Score

15.6

/ 20

The company describes a structured trainee model combining technical training with real client work, which is the right support pattern for first roles in accountancy.
Rickard Luckin hosts annual trainee open evenings where students meet current trainees and learn about the training pathways, which is a strong signal of hands-on guidance and community.
The company does not consistently publish the practical day-to-day support mechanics juniors look for, such as buddying, exam time-off detail, or review cadence by programme stage.

Pillar 4: Pay fairness and stability

Score

11.2

/ 20

The company’s public job pages often avoid salary ranges, which caps confidence on pay fairness for early-career hires.
Rickard Luckin has employee feedback that is positive on work-life balance and culture, but also includes recurring notes that salary is “not competitive,” which pulls this pillar down.
The company does not make early-career stability details easy to compare publicly (for example benefits summaries per trainee intake or exam support costs), so the evidence base is thinner than the learning story.

Pillar 5: Early-career outcomes

Score

12.9

/ 20

The company has a small but mostly positive set of public employee reviews, including strong category ratings for career opportunities and work-life balance, which suggests juniors can progress and stay.
Rickard Luckin’s trainee open evening content points to repeat early-career hiring and an active trainee community, but the company does not publish outcome stats like qualification pass rates, time-to-promotion, or retention over 12–24 months.
The company’s LinkedIn profile shows a mid-sized team and ongoing hiring visibility, but public evidence on internal promotions from trainee to senior levels is limited to general signals rather than tracked outcomes.