Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.wilson-partners.co.uk/

About the company

Wilson Partners is a UK accountancy, tax and corporate finance firm founded in 2008. The company advises SMEs, founders and private equity-backed businesses, and markets itself as a growth-minded practice aiming to scale its footprint. Wilson Partners also runs an internal “Thrive” academy with leadership and mentoring components. Public hiring pages place heavy emphasis on culture, wellbeing, and training routes into the profession.

Locations and presence

Wilson Partners lists offices including Maidenhead, Cambridge, Sevenoaks, Woking and other UK locations, and also references a South Africa presence on at least one job page. The company’s LinkedIn profile shows a 201–500 employee band and a Maidenhead headquarters.

Palpable Score

69.1

/ 100

Wilson Partners offers a solid early-career entry point through apprenticeships and trainee pathways tied to real client work, backed by a visible internal academy and mentoring programme. The score is capped by inconsistent public transparency on pay ranges and selection steps, plus mixed signals in employee reviews about management consistency as the company grows.

Pillar 1: Early-career access

Score

15.5

/ 20

The company positions early careers as a “continuous stream of talent” via apprenticeship schemes spanning tax, audit and accounting, with trainees doing real client work under experienced teams.
Wilson Partners’ public team pages show multiple junior titles and study routes in practice (for example Audit and Accounts Associate, Tax Associate, Client Assistant, and staff studying ACA), which supports recurring early-career hiring rather than one-off intake messaging.
The company does not publish a clearly structured annual intake calendar across functions on the main careers hub, so early-career access looks strong but harder to navigate from the outside.

Pillar 2: Hiring fairness and transparency

Score

12.0

/ 20

The company’s vacancy pages include clear role write-ups (for example responsibilities, stakeholder exposure, and workload ownership on roles like Assistant Credit Controller), which helps early-career candidates judge expectations.
Wilson Partners’ application route is not consistently transparent from the job pages (some roles push “email your CV” rather than a standardised staged process), which can create uneven candidate experience.
The company has at least one detailed employee review describing inconsistent treatment and “promises” not followed through, which is a fairness risk signal even alongside other positive reviews.

Pillar 3: Learning and support

Score

16.5

/ 20

The company describes early-career training that combines studying with “real client work” under guidance, which is the right learning shape for new entrants in professional services.
Wilson Partners publishes a structured internal academy (“Thrive”) with a management programme, leadership programme, Lunch & Learn sessions, and a mentoring programme launched in early 2025.
The company talks a lot about development, but job pages rarely spell out the practical mechanics juniors care about most (buddying, formal ramp timelines, and review cadence by role/team).

Pillar 4: Pay fairness and stability

Score

13.0

/ 20

The company promotes stability-oriented benefits such as private medical cover and an “employee experience” focus, which tends to matter for juniors comparing firms.
Wilson Partners is profiled externally as running annual pay increases and bonuses, with additional recognition mechanisms such as quarterly awards and vouchers.
The company does not consistently publish salary ranges on role pages, which limits early-career pay transparency and makes it harder to verify market alignment.

Pillar 5: Early-career outcomes

Score

12.1

/ 20

The company’s own team bios include multiple examples of recent joiners (for example people joining in 2023 and 2025) describing ongoing study toward ACA and continued career plans at Wilson Partners, which is a modest progression signal.
Wilson Partners has recognition claims (including Best Companies “Very Good Company to Work For” messaging on the site), but these do not replace hard outcomes like promotion timelines or retention rates.
The company’s LinkedIn employee count and ongoing hiring activity suggests continued growth, but public data on apprentice-to-qualified conversion, early-career retention over 12–24 months, and internal promotions is not published.

Useful links & resources

Early Careers at Wilson Partners Wilson Partners Academy “Thrive”Current opportunities (Work for us)