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When we can expect appraisal letter in EY GDS?
I’m tired of all this. When does it end?
Additional Posts in Life Sciences Consulting
Any commercial strategy folks on here?
ZS 🐟 ,What’s the promotion timeline for an experienced hire at ZS? I feel like I’ve sold myself short (should’ve asked C rather than AC given my experience) during recruitment. Is 1 year possible to go from AC to C assuming above average performance or is it always at least 2+ years? TIA ZS Associates
Have a final partner round case interview at OW in the Life Sciences team, Europe for the SC role. Haven't been able to practise casing due to intense projects. Anyone has any recommendations on what should I focus on as the interview is in a week. So far my conversations with the Partners have been about the fit and the OW vision in Europe and this will be the first case with them. I am super motivated to join the growing team, so dont want to .... up the final round. Oliver Wyman
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It’s low compared to T2 but not compared to other boutiques.
A little low against other life science firms, Y1 associate here, TC ~105
LEK makes a load more lol
Coach
ClearView doesn’t do their adjustments until EOY. OP’s comp for >1 YOE is going to change in a month.
FWIW, suspect there will be a large-ish adjustment at EOY based on recruiting offer packages for next year
Coach
There’s always an adjustment at EOY, usually in the range of 5-10k.
LEK is a lot more - 130k for Y2.
Coach
Hot take: You’re a year out of UG and making 90k+ making slides.
Coach
Am I crazy to think that the only people who can really, legitimately complain about MBB/IB/tech paying more than LS boutiques are people who turned down offers for MBB/IB/tech for a consulting job at an LS boutique? I can’t wrap my mind around people complaining that they’re getting paid way less when, if folks wanted to get paid more, could just change jobs and get more money…
Full support people doing that! I say that as someone with an exit lined up after bonuses (waiting to see what comp package looks like with promotion to officially decide). go get that bread! But a for-profit org will need enough proof/data that their employees can do that / are worth that before adding 5 figures to everyone’s salaries or instituting retention bonuses.
Also side note: as someone who just navigated the recruitment/interview process, pay transparency/pay bands is a GIFT.