Bookminders Honored as a Top Workplace Two Years Running – Further Recognized as the Best in Efficient, Effective Work

Bookminders is a Top Workplace and the #1 firm for efficient and effective processes.

September 10 2023: Pittsburgh, Pennsylvania

For the second year in a row, Bookminders has been designated a Top Workplace by the Pittsburgh Post-Gazette. The organization ranked 2nd out of 61 businesses in the small company category. Bookminders was further honored with a special award recognizing effective and efficient processes, standing out among all 100 companies across all divisions.

Recognition for these awards is based solely on employee feedback gathered through a third-party survey administered by employee engagement technology partner Energage LLC. The anonymous survey uniquely measures 15 culture drivers that are critical to organizational success including alignment, execution, and engagement.

Once again, Bookminders’ performance resulted in the award of every culture badge available through this assessment. The company further ranked in the Top 5% for all Accounting/Bookkeeping companies, indicating employees have the highest regard for the company’s leaders, direction, work-life balance, and management support.

Bookminders Top Workplaces Culture Badges Top 5%

Bookminders staff ranked the organization in the Top 1% as follows for each of the following culture factors:

  • Clued-In Employees: employees are well-informed.
  • Company Direction: the company works efficiently and is moving in the right direction.
  • Confidence in Leadership: Employees have confidence in the company’s leadership.
  • Cross-Team Cooperation: the company maintains good interdepartmental cooperation and meeting efficiency.
  • Employee Appreciation: employees feel genuinely appreciated.
  • Innovation: the company encourages new and innovative ideas.
  • Leaders In-The-Know: the company’s leaders are well-informed.
  • Meaningful Work: employees feel like they are part of something meaningful.
  • Open Minded: the company promotes diverse points of view.
  • Strong Values: the company operates with strong values and encourages inclusivity.
  • Supportive Managers: Employees feel their manager cares about their concerns and offers professional development that helps staff learn, grow, and succeed.
  • Work-Life Balance: Employees are given the flexibility they need to balance their work and personal life.

“Earning a Top Workplaces award is a badge of honor for companies, especially because it comes authentically from their employees,” said Eric Rubino, Energage CEO. “That’s something to be proud of. In today’s market, leaders must ensure they’re allowing employees to have a voice and be heard. That’s paramount. Top Workplaces do this, and it pays dividends.”

“Flexibility and work-life balance are foundational to our culture,” states Bookminders CEO, Jessica Minkus. “With an optimal blend of supported autonomy and managerial support, our staff feel appreciated and treated as the professionals they are. They value working in an environment where work-life balance is the rule, not the exception!”

Check out the Post-Gazette’s interactive Top Workplace guide.

Bookminders management team and staff attend the PPG's Top Workplaces Awards.
Pictured Left to Right: Pittsburgh Business Development Manager, Melanie Rutan; Director of Training & Development, Maria Holtz; Client Relations Manager, Anne Marie Wiegmann; Director of Operations Mary Susan Anderson; Bookminders Founder, Thomas Joseph; Chief Executive Officer, Jessica Minkus; Senior Accountant Jeanine Finn; Office Manager, Jenna Kelly; Director of Technology & Communications, Jennifer Whitmore; Senior Accountant & Project Manager, Jennifer Krebs.

Delivering on the Remote Work Promise

Bookminders has been offering a remote-first environment for our accountants since 1991, decades before COVID-19 forced a meteoric rise in remote work adoption throughout the world. In fact, while only 6% of employees worked from home prior to the pandemic, over 33% were working remotely by May 2020.1

Unfortunately for those who value working from home, many businesses have abandoned their remote work culture as quickly as they embraced it.

Data released by LinkedIn reveals that the “the peak for remote jobs was in March 2022, with over 20% of all listings offering the option,” yet by “November 2022, barely 14% of paid job postings invited remote applicants.”2 In March 2023, the Wall Street Journal published an article citing the U.S. Labor Department’s report that “72.5% of business establishments said their employees teleworked rarely or not at all last year,” up from 60.1% the year before.3

While the reasons cited by firms for abandoning or scaling back on remote offerings range from claims around productivity to sunk costs for physical office space, the fact is that for many, remote work is simply not a key part of the corporate culture. Management will invest in the type of culture they believe best serves the firm and its clients, and rightly so.

Getting hybrid and remote work right isn’t always easy, and when leadership believes an in-person, physical presence is best for the business, they are more likely to abandon efforts to get remote work right. Instead, remote work requests are reluctantly permitted as an occasional exception to a colocation-based culture.

If firms act with transparency, their attitude towards remote work is clearly and intentionally communicated to prospective applicants. Sadly, in the race for talent, not all businesses embrace transparency, and new employees see the promised hybrid or remote position quickly modified to a primarily in-person role.

Despite the negative headlines and lack of transparency, remote work opportunities DO still exist and the demand for them has not abated.

A Pew Research Center Survey reports that 35% “of workers with jobs that can be done remotely say they are working from home all of the time,”4 and a recent Washington Post-Ipsos poll revealed only 6% of remote-capable workers would prefer to rarely or never work virtually.5

Even in the Accounting industry, a field that has typically delivered services in-person, workers are demanding remote work opportunities and wise firms are delivering them. 50% “of the top-performing CPA firms have staff working remotely”6 and while only 29% of financial services firms permitted staff to work remotely one or more day per week pre-pandemic, now 60% do so.7

So, how can accountants who value remote work avoid the bait-and-switch of a promised hybrid or virtual role to one that quickly morphs into an on-site position? Look at the company culture! Applicants should evaluate the attitude around remote work conveyed via a firm’s website, in their social media postings, and from employee reviews on job sites.

Prospects can ask interviewers and current/former employees when remote work was adopted at the company, what kind of work or meetings require on-site work, and what tools are being used to support employees who work virtually. A company that has prioritized remote work within its culture will have readily available answers to these questions and will be excited to share how they position their employees and clients for success despite the challenges of telecommuting.

Bookminders has done just that since 1991, with a work-from-home environment that attracts and retains the best talent while simultaneously providing excellent client service. We’ve continually optimized our suite of resources and processes that allow our accountants to deliver exceptional service, no matter where and when they choose to work. Over the years, Bookminders’ service offerings have expanded from fully hybrid to also encompass 100% remote employees and clients.

While face-to-face meetings are still preferred by some clients and our market-based accountants do meet with them onsite, many others have moved to Weekly e-Service. With e-Service, clients embracing a fully virtual experience benefit from efficiency gains while still enjoying weekly virtual meetings, which are led by either a hybrid or fully remote staff member.

No matter what level of remote work a staff member has individually chosen, all enjoy a transparent, flexible, employee-centric culture. At Bookminders, work-life balance (and remote work) are will continue to be the rule, not the exception.


  1. Coate, P. (2021, January 25). Remote work before, during, and after the pandemic quarterly economics briefing–Q4 2020. Remote Work Before, During, and After the Pandemic.
  2. Moore, M. (2023, January 7). Remote work may be past its prime. LinkedIn.
  3. Guilford, G. (2023, March 25). Work-from-home era ends for millions of Americans. The Wall Street Journal.
  4. McGregor, J. (2023, March 30). Full-time remote work is falling-but still five times pre-pandemic levels, survey finds. Forbes.
  5. Telford, T., Clement, S., & Guskin, E. (2023, May 24). Here’s what workers really care about, according to a post-ipsos poll. The Washington Post.
  6. Meyer, C. (2022, April 1). How accounting firms deal with Hybrid Working. Journal of Accountancy.
  7. PricewaterhouseCoopers. (2020). Financial Services firms look to a future that balances remote and in-office work. PwC.

Coming Full Circle on Wellness: Employee-Centric

The Surgeon General's Framework for Mental Health and Well-Being is a great tool for supporting wellness.

Over the past several weeks we’ve examined the five elements of the Surgeon General’s Framework for Mental Health and Well-Being. The Framework was created to give organizations a starting place to create a culture that supports workers as whole individuals, prioritizing overall wellness.

Furthering employee wellness isn’t just the right thing to do for workers – it’s a sensible business strategy as well.

“In addition to the many impacts on the health and well-being of workers themselves, workplace well-being can affect productivity and organizational performance.”1 Companies making an investment in wellness can enjoy considerable positive outcomes for their efforts; these include higher productivity, lower turnover, improved reputation, and a general boost to the bottom line.

While creating a culture that prizes wellness is a smart choice, it’s not necessarily an easy one. In fact, “Ensuring workplace well-being requires an intentional, ongoing effort by employers and leaders across all levels, with the voices of workers and equity (i.e., a more equitable policy and practice environment) at the center.”1

Centering the framework around employee’s voices requires providing opportunities for feedback and maintaining an openness to improvement that isn’t tinged by the threat, real or perceived, of retaliation. This kind of culture is “an essential component of healthy organizations.”1

Employers must be willing to encourage and coach managers to be communicative and compassionate, practicing “human- and wellness-centered leadership by recognizing the connection between individual strengths, growth, and organizational change.”1

Many firms tout their workers as their most important resource. Putting action and investment to this claim, however, can be less common. Ensuring staff feel they Matter at Work, are Protected from Harm, enjoy Connection and Community with their workmates, are given Opportunities for Growth, and can maximize their Work-Life Harmony is demonstrative of a firm that cares about its employees. Creating this kind of culture shows staff that they are valued and truly recognized as a firm’s top asset.

Bookminders has shared these Framework elements, as identified in 2021 by the U.S. Department of Health & Human Services, as core components of our culture since our founding in 1991. Flexibility, balance, and opportunity aren’t initiatives we’ve rolled out over the years, they are the cornerstones of our existence. They’re certainly part of the reason 100% of our employees report they are appreciated and enjoy their jobs, are heard and responded to by managers, and find their work interesting and challenging.2

Despite our success, expanding our culture and strengthening our staff is of perpetual importance. Through examining tools like the Surgeon General’s Framework, maintaining an open dialogue for improvement, and adapting to the changing needs of workers, Bookminders will remain employee-focused and employee-centric. We encourage you to consider the same for your organization as you strive for wellness.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Bi-Annual Employee Survey Results (2021)

Protection from Harm

Protection from harm depends on fulfilling the needs of safety and security

Ensuring Protection from Harm in the workplace depends on fulfilling the needs of safety and security. This final element of the Surgeon General’s Framework for Mental Health and Well-Being defines safety as protection “from physical harm, injury, illness, and death.”1 Security “builds on safety to include financial, and job security, given the negative effects that layoffs and job loss can have on the workers and their families.” 1

Successfully crafting a plan to provide safety and security relies on four primary strategies. These are: prioritizing workplace physical and psychological safety, enabling adequate rest, normalizing and supporting mental health, and ensuring policies further diversity and inclusion.

Prioritizing physical and psychological workplace safety is crucial in appreciating employees as whole individuals and in cultivating an environment where they can reach their full potential.1 Psychological safety is one’s ability to “speak up without the risk of being punished, retaliated against or humiliated, and without fear of these risks.” 1  In addition to developing their own safety policies and procedures, employers may leverage partnerships like the one Bookminders enjoys with Standing Firm, a nonprofit dedicated to assisting firms with policies and resources that can mitigate partner violence.

Enabling adequate rest and normalizing/supporting mental health are also important elements in providing for Protection from Harm. Research shows that fatigue reduces productivity and workers with sufficient rest time are less likely to experience injury and illness. 1 

Making space for adequate rest time can be difficult when schedules are strenuous or rigid. To combat this, employers should consider offering greater flexibility in scheduling and workload so employees can choose what works best for them. Bookminders employees have benefited greatly from this approach. In our last bi-annual survey, 100% of our employees reported that their manager’s expectations were realistic and 100% stated they were comfortable requesting changes to their workload.2

Normalizing mental health requires “validating challenges, communicating mental health and well-being as priorities, and offering both support and prevention services.” In addition to Employee Assistance Programs (EAP) and insurance-related resources, employers should consider extending tools that contribute to daily wellness. As an example, Bookminders offers free premium Calm memberships to all employees and up to five of their family members. This sleep and relaxation app provides tools to enhance rest, stress management, mindfulness, and movement.

Implementing policies that extend diversity and inclusion are the final strategy in ensuring worker safety and security. “In inclusive workplace cultures all workers…feel safe to be authentic and express their feelings because they trust that their coworkers welcome and value their unique perspectives.”1 Bookminders employees identify communication, strong core values, and caring managers as corporate strengths and place our company in the top 1% of accounting/bookkeeping firms for inclusivity. This feedback suggests that work cultures rooted in strong values and guided by caring managers have an advantage in crafting policies that foster inclusion.

Learn how Bookminders Accountants like Jennifer and Wendy have leveraged our flexible work culture to create schedules that support balance and wellness in their lives. In next week’s final Wellness installment, we’ll discuss the importance of centering the Framework on Worker Voice and Equity and the potential impact strengthening employee wellness could have on your business.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Bi-Annual Employee Survey Results (2021)
  3. Bookminders Culture Badges and Statistics Awarded by Energage Top Workplaces Survey. (2022)

Connection and Community

Bookminders fosters connection and community for employee wellness

Creating Connection and Community in the workplace improves social connectivity, allowing for the development of “supportive relationships” not limited to “close family and friends”.1 These connections improve one’s engagement in the workplace and, given the significant time spent working, can have a large impact on overall health and well-being.

The Surgeon General’s Framework for Mental Health and Well-Being indicates that delivering Connection and Community relies on fulfilling the needs of social support and belonging.

In this context, social support refers to the “relationships and networks that can offer physical and psychological help, such as emotional support, informational support, and advice.” Belonging is “the feeling of being an accepted member of a group, or of connectedness given one’s interpersonal relationships.” 1 There are several leading strategies available to fulfill the needs of social support and belonging.

Creating an inclusive culture where positive relationships render assistance and reassurance is a key approach. In these environments, all staff receive needed resources and are given opportunities to provide feedback without risk of negative perceptions or consequences. Bookminders’ staff benefit from this type of culture on a daily basis. In fact, 99% of employees indicate they are provided with the tools needed for success3 and, in a third-party administered survey, staff feedback placed Bookminders in the top 1% in Accounting/Bookkeeping for inclusivity.2

Imbuing trust in the workplace is another way to promote support and belonging, reduce stress, and improve employee performance.1 Through clear and consistent communication, individuals feel well-informed, connected, and regarded as a whole person by their employer rather than just a set of skills and abilities. Bookminders’ leadership team can speak to the success of this approach. Our staff report they “are kept well-informed about important decisions,” resulting in “confidence in the leadership,” and conviction that the company is “going in the right direction”. 2

Lastly, fostering collaboration and teamwork creates a sense of belonging and expands the impact of the work support system. Employers are encouraged to structure teams and collaborations with intention and purpose, fully resourcing staff with the right tools and processes to support success.

The rise of hybrid and remote work has created barriers to team and interdepartmental collaboration. Bookminders has demonstrated how these barriers can be overcome, ensuring a productive, remote-first collaborative environment since 1991. Our employee feedback places Bookminders in the top 1% for interdepartmental collaboration, innovation, and efficiency across all benchmarked Accounting/Bookkeeping firms.2

Uncover why Laura, Francoise, and Pam feel supported and remain connected to our Bookminders community, no matter where life has taken them! Next week, we’ll examine the final element of the Framework, Protection from Harm.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Culture Badges and Statistics Awarded by Energage Top Workplaces Survey. (2022)
  3. Bookminders Bi-Annual Employee Survey Results (2021)

Opportunity for Growth

The Opportunity for Growth element of the Surgeon General’s Framework for Mental Health and Well-Being is dependent on fulfilling the needs of learning and accomplishment. In this Framework, “learning is the process of acquiring new knowledge and skills in the workplace” and accomplishment provides a “sense of competence that reduces stress, anxiety, and self-doubt.”1 

Learning and accomplishment are well-supported when employers offer appropriate training, share well-timed and relevant feedback, and identify “clear, equitable pathways for career advancement.”1 Bookminders understands that, through proper training, staff are assured that leadership cares about their success and is willing to make the investment to support it. In an anonymous, third-party survey, our employee feedback placed Bookminders in the top 1% of Accounting/Bookkeeping firms for both providing formal training and for “enabling employees to work at their full potential.”2

Eliciting feedback is crucial for both employee and company growth. Through risk-free opportunities to share mutual feedback, employees are able to capitalize on their strengths and mitigate weaknesses, while employers receive insight into the perceived effectiveness of tools and resources. Bookminders provides multiple avenues for individual and group feedback internally and through an external, third-party managed platform. In our bi-annual internal staff survey, 100% of employees report they receive timely and useful feedback from their manager, are provided with the resources to easily get answers to questions, and feel their manager is understanding of mistakes and helps to course correct.3

The last strategy to support the Opportunity for Growth element is the provision of fair and accessible advancement opportunities. Remote work can expand these prospects among individuals for whom the traditional, full-time in-office structure is not ideal.

Bookminders was founded with a remote-first mentality in 1991, well before work-from-home was recognized as a business norm. Our platform, resources, and tools have been structured to  enable employees to capitalize on advancement opportunities offered within their client portfolio, through special teams and projects, and through the ascension to senior and management roles. In fact, 100% of our employees feel they are provided with opportunities to grow their client portfolio, if they so choose.3 Staff feedback has placed Bookminders in the top 1% of Accounting/Bookkeeping firms for both “supporting professional development” and “employee motivation to give their best.” 2

Discover how Melanie, Vanessa and Karen have each leveraged their Opportunities for Growth with Bookminders. In our next Wellness installment, we’ll explore Connection and Community.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Culture Badges and Statistics Awarded by Energage Top Workplaces Survey. (2022)
  3. Bookminders Bi-Annual Employee Survey Results (2021)

Mattering at Work

Dignity and Meaning are crucial to Mattering at Work

Meaning and dignity are central to the Mattering at Work element of the Surgeon General’s Framework for Mental Health and Well-Being. In this component, dignity refers to the “sense of being respected and valued” while meaning is defined as “the broader purpose and significance of one’s work” 1

The Framework further identifies four strategies an employer can use to cultivate dignity and meaning in their workplace.

These strategies include compensating fairly for work completed, communicating and including workers in decision making, building a culture of recognition and thanks, and reinforcing how an individual’s work supports the organization’s mission.

Bookminders’ unique compensation structure ensures that our accountants are rewarded for accuracy and efficiency, and it  places the power to scale their wages and workload in their hands. In fact, 100% of our employees report they have the opportunity to change the size and structure of their client portfolio to increase compensation.2 Additionally, in an anonymous, third-party survey, Bookminders placed in the top 1% of Accounting/Bookkeeping firms for fair compensation.3

Internal communications within bookminders is appropriate and effective, as confirmed by 100% of our staff. 2 Through transparent, timely information, our leadership ensures that staff know how the work they are doing furthers our business objectives. Furthermore, 100% of our employees report that Bookminders considers the well-being of all employees when making company decisions. 2

Finally, ensuring staff feel seen, heard, and valued is core to the Bookminders culture. 100% of our staff report the work they do is appreciated by their manager and clients, that their manager listens and effectively responds to their concerns, has realistic expectations of them, and is committed to helping them succeed. 2  When benchmarked against other Accounting/Bookkeeping firms, our employee feedback placed bookminders in the top 1% for ensuring that staff are well-informed and diverse points of view are encouraged.Perhaps our success in these areas is the reason  Bookminders ranks in the top 1% of Accounting/Bookkeeping firms in terms of providing meaningful work. 3

Read why Erica and Bob feel that their work at Bookminders has led to an increased sense of significance and value. Next week we’ll examine how learning and accomplishment create an Opportunity for Growth.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Bi-Annual Employee Survey Results (2021)
  3. Bookminders Culture Badges and Statistics Awarded by Energage Top Workplaces Survey. (2022)

Work-Life Harmony

Work Life Harmony

The Surgeon General identifies flexibility and autonomy as integral to successfully providing the Framework’s element of Work-Life Harmony. As referenced in this Framework, flexibility is the “ability of workers to work when and where is best for them” and autonomy is the degree to which an employee has “control over when, where, and how they do their work.”1

Our staff have always benefited from an employee-centric culture built on the concepts of flexibility and work-life balance. In fact, 96% of our employees identify flexibility as the top benefit of working at Bookminders and 95% report they are comfortable adjusting their workload both up and down to best fit their life.

Through our core value of supported autonomy, Bookminders sets employees up for success. Staff have extensive control over their work and access to crucial support, resources, and guidance. 100% of our employees report they are appreciated by their manager and clients, 99% report they are provided with the tools to be successful and 100% agree they are able to easily get answers when questions arise.2

Bookminders believes that providing support is foundational to an employee having the ability to exercise their autonomy. While delivering our services does require staff to adhere to certain work methodologies and security policies, our employees are otherwise free to determine how, when, and where they work and what clients they add to their portfolio. Bookminders’ staff are treated like the professionals they are, knowing they are trusted and valued by their manager, coworkers, and clients.

Read Lisa’s story about Creating Harmony with Bookminders and stay tuned for the next Newsminders Wellness installment, Mattering at Work.


  1. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
  2. Bookminders Bi-Annual Employee Survey Results (2021)

    Building a Culture that Prioritizes Employee Wellness

    Over the past several years workers have reassessed what they value most from their employer while at the same time companies have examined how best to attract and retain employees. On both counts, initiatives that buoy mental and physical wellness have received renewed investment and emphasis. In fact, 62% of workers polled listed access to employee wellness benefits as a deciding factor when applying for a new job.”1

    In the accounting industry, where work requiring long hours and inflexible schedules seems unavoidable, successfully pairing work and wellness can be particularly elusive.

    Despite the difficulties in obtaining this balance, firms must craft an environment where employee wellness is both possible and actively supported. Their very ability to continue operating depends on it.

    A recent Wall Street Journal article reported that “More than 300,000 U.S. accountants and auditors have left their jobs in the past two years, a 17% decline, and the dwindling number of college students coming into the field can’t fill the gap.”2 Stress, long hours, and inflexible scheduling are among the top causes for accountants calling it quits.

    This isn’t a new phenomenon. Year after year, the Journal of Accountancy has identified finding and retaining talent as one of the top issues facing the industry.3 Firms that prioritize employee wellness have the best chance at closing the talent gap.

    Identifying the components that lead to wellness are key to crafting a culture that enables it. The 2022 Surgeon General’s Framework for Mental Health and Well-Being Report names five essential qualities that, when centered on providing the employee with a proper voice, are meant to provide a foundation for employee wellness. The Framework’s five elements are: Opportunity for Growth, Mattering at Work, Work-Life Harmony, Connection & Community, and Protection from Harm.4 These foundational concepts are already quite familiar to Bookminders’ employees as they are also core components of our company culture!

    Over the next several Newsminders installments, we’ll share how Bookminders’ values align with each of these wellness components. Through this knowledge share, we hope to provide potential applicants with greater insight into our culture while assisting our audit partners in examining how they can prioritize wellness at their firms.

    Check back for the next installment in this series: Work-Life Harmony


    1. Meister, J. (2021, December 20). The Future of Work: Offering Employee Well-Being Benefits can Stem The Great Resignation. Forbes. Retrieved March 15, 2023, from
    2. McCullough, B. (2022, December 28). Why so Many Accountants are Quitting. The Wall Street Journal. Retrieved March 15, 2023, from
    3. U.S. Department of Health & Human Services. (2023). Workplace Mental Health & Well-being: Current Priorities of the U.S. Surgeon General. Workplace Mental Health & Well-Being – Current Priorities of the U.S. Surgeon General. Retrieved March 15, 2023, from
    4. Journal of Accountancy Issues – Magazine Archives. Journal of Accountancy. (n.d.). Retrieved March 15, 2023, from

    Bookminders Awarded 2022 Best of King of Prussia Award

    Bookminders is pleased to announce that we have been named a 2022 Best of King of Prussia honoree in the Bookkeeping Service category by the King of Prussia Award Program.

    Adapted from the 2022 Best of King of Prussia Award program press release:

    Each year, the King of Prussia Award Program identifies “companies that have achieved exceptional marketing success in their local community and business category”. Best of King of Prussia honorees “enhance the positive image of small business through service to their customers and community. These exceptional companies help make the King of Prussia area a great place to live, work and play.”

    Read the full press release here.

    Bookminders Philadelphia, currently led by Lisa Wentz, Director of Operations for Philadelphia and South Jersey, opened in 2006. Thank you to Lisa and our entire Bookminders Philadelphia team for continually providing excellent service to our clients. Well done!