CliftonLarsonAllen vs Baker Tilly

Comparison Details

CliftonLarsonAllen vs Baker Tilly: choosing an employee benefit plan auditor If you’re comparing CliftonLarsonAllen LLP (CLA) and Baker Tilly US LLP for an employee benefit plan audit, you’re looking at two large, national assurance firms with deep retirement plan experience. Both support common plan types like 401(k) , 403(b) , defined benefit , and ESOP audits, but they differ in scale signals, specialty positioning, and the broader services that can surround your plan’s compliance needs. At-a-glance comparison Founded: CLA (2012, formed via merger) vs Baker Tilly (1931) Employees: CLA (~8,800) vs Baker Tilly (~10,001) HQ: Akron, OH vs Madison, WI Plans supported: CLA: 401(k), 403(b), 457, defined benefit, ESOP; Baker Tilly: 401(k), 403(b), defined benefit, ESOP, health & welfare 2024 401(k) plans audited (DB): CLA: 3,291 vs Baker Tilly: 3,801 Experience and scale: what the audit volume suggests Audit volume can be a useful proxy for how standardized a firm’s benefit plan audit process is—especially for recurring ERISA testing, internal controls documentation, and coordinating with third-party administrators (TPAs) and recordkeepers. Baker Tilly shows 3,801 audited 401(k) plans in 2024 (in the provided data), and also reports associated 401(k) audit AUM of $917B+ for that year—an indicator of experience with very large plan sponsor environments. CLA shows 3,291 audited 401(k) plans in 2024 and positions itself as performing the most benefit plan audits in the country per Department of Labor rankings, emphasizing benefit plan audit specialization. When comparing these two, consider whether you value raw 401(k) audit count (where Baker Tilly leads in the provided dataset) or a firm’s benefit-plan-first branding and infrastructure (where CLA strongly differentiates). Plan types and specialty fit Both firms cover the core retirement plan audit needs, but each has notable coverage advantages depending on your plan lineup: CLA supports 457 plans , which can matter for governmental or certain tax-exempt sponsor structures. Baker Tilly supports health & welfare plan audits , which can be valuable if you want one firm to handle both your retirement plan and welfare plan audit/compliance coordination. Both support ESOP audits ; if you have an ESOP, ask specifically about valuation coordination, internal control testing around share transactions, and ESOP-specific audit teams. Service model differences: compliance-adjacent support Employee benefit plan auditing often touches adjacent reporting and governance tasks. CLA’s benefit plan services page highlights a broader “benefits compliance ecosystem,” including: ERISA and non-ERISA audits Form 5500 preparation support ACA reporting assistance ESOP consulting CLA also notes membership in the AICPA Employee Benefit Plan Audit Quality Center and the AICPA Center for Public Company Audit Firms , which may be important for sponsors that prioritize formal audit quality frameworks and governance signals. Baker Tilly positions itself as a top ten advisory, tax, and assurance firm with a coast-to-coast footprint and global network via Baker Tilly International . If your organization values integrated tax/advisory support alongside the plan audit—especially across multiple regions—this model may be attractive. How to decide between CLA and Baker Tilly Choose CLA if you want a firm that markets a deep, high-volume employee benefit plan audit specialization , need 457 plan coverage, or want support that extends into Form 5500/ACA workflows. Choose Baker Tilly if you want a slightly larger firm by headcount, strong 401(k) audit volume in the provided data, and potential consolidation with health & welfare plan audit needs. Questions to ask both auditors Who will be on the engagement team, and how many benefit plan audits do they personally complete each year? What is your typical timeline for PBC requests, fieldwork, and final report delivery? Do you provide Form 5500 preparation/review, and how do you coordinate with our TPA/recordkeeper? How do you handle common findings (late remittances, eligibility errors, missing deferrals, forfeiture usage)? Ultimately, both CLA and Baker Tilly are credible, large-scale options. The best choice usually comes down to the specific plan types you sponsor , the service scope you want beyond the audit , and which team demonstrates the clearest, most repeatable process for your plan’s complexity.