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null

A lot of convo on here stems around jumping around for salary. What is something that would inspire you to stay at your firm outside of comp?

likesmarthelpfulfunny
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So this talk track always seems to strike hollow with the younger generation, but here it goes. It is very easy to jump ship and make 20-30k more. It is very hard to form lasting relationships with senior mentors who will help to shape your career trajectory and open doors for you when you don’t stick around. I have tried to leave my firm 3 times for “better” roles and pay and the people I have relied on for guidance have always talked me out of it. Almost 10 years later I am a 5th year partner, I run a practice, I make 6x what I made when I joined as a Sr. Manager ( low tier state school and no MBA btw). I now have a group of people that I am trying to keep on the path. At the end of the day, people will only invest time in the people that they believe will be with them through thick and thin. I see a lot of talented people come and go, but the ones that make it focus on relationships and the long-term plan vs. short-term small gains. And no firm will hand over big roles to people who can’t stay for more than a year or two. So it may seem attractive now, but job hopping will absolutely limit your long-term earning potential if this is something you want to make a career out of. Let the haters hate, but this is how the world works.

likeupliftingfunny

This is me today. Long time coming! 🏈

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I have three things:

1) I am a functional consultant (T&O) which means we are now spread across the OGs - it’s decimated us. In many GUs (I’m from Aus but I’ve also lived in the UK with the firm) it means that we find ourselves with self created problems, eg one practice has bench yet another is hiring. It’s also meant a lot of our more specialist people have jumped ship for Deloitte or smaller firms.

2) More leave (not salary sacrificed leave), I can work hard if I know I have regular breaks or 4 day weeks or 9 day fortnights?

3) Transparency around pay especially at the SM to MD mark.

likehelpful
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Nice try HR! Pay Us More!!!!

likefunnyupliftingsmarthelpful

What makes one feel they are under compensated? A bill rate that is 3-4x what one receives in compensation...

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Being treated like a human being. Not a "resource" to just be staffed, billed, used up, and than thrown away once you have no more use for me.

But let's be honest, that will never happen. All you care about is billability. As long as billability is the primary focus, my primary focus will be 💰

likesmartupliftinghelpful

Definitely not where I work at. Had a guy with cancer, came back after treatment to "work" in the office. (it was more like socializing and writing some emails) got paid full. And after three or so (maybe fourth or so) month, he left us... Literally...

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An ACTUAL work/balance and career progression based on meritocracy, not a good old boy network.

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Exactly!

Nothing? For the vast majority of people, comp is the only reason they work at all. What did you expect?

The one thing I might consider, outside of comp, is stability/loyalty...companies seem to lack this nowadays.

likesmart

It’s comp for me. I would never do the work I do without that consideration.

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Work life balance, culture, your team/boss, your network, work, prospects for advancement.

likehelpful

For whatever it’s worth I am paid (a lot)more now, with better wlb, but am down work, and network/team. My network at my current firm is growing but I still have fomo from leaving the folks from before.

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Pay per hour. That's the only metric I look at. What's worth it if I double my hours per week and get double salary? Did I really increased my salary or just work more? Usually goes with more responsibilities and stress for same dollar per hour... Sometimes I wonder how many people suck at basic math and just look at the salary. Pay me what I'm worth or gtfo

likehelpful

Deloitte 14: literally an expensive lesson to learn :)

likehelpful

Not a GD thing at PwC. I’m looking at a pay cut to leave and that’s ok with me

likefunnyuplifting

This would be entirely based on the team/location/line of service. There are good and bad managers/partners everywhere.

likesmart

Team culture/dynamic. It’s the reason I’ve stayed so long and want to leave now. Previously had been working with smart, highly talented, nice team members and now I’m stuck on a project with a partner that uses negative reinforcement in place of mentor ship and coaching. Being stuck in war room with people for 12+ hours a day, they better be enjoyable

likeuplifting

I took a pay cut of 25k base when I made my move, 60% less travel, work from home otherwise, great education options, a team that I respect, a good bit of stock, and the bonus structure more than makes up for the 25k. Better wlb, as for the most part I work a 40 hour week. The ability to invest as well, that has helped from a financial standpoint more than anything else.

On top of that, I actually believe in our mission.

likeupliftinghelpful

But you still get paid more net net (sounds like quite a bit more too with stock and bonus...)

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Liking the work I do. Having come from PwC -> Deloitte, getting projects in my field that I think are more interesting//better fits is huge

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While I very much would like to be making more, I actually really enjoy my project and team

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It honestly depends on the person. My last company under paid a bit but had an unnatural focus on the life aspect of work life balance. People who stayed were ones who had families and preferred to make that their priority

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It was a not for profit federal consulting firm

Flexible working arrangements and working from home are big factors for me. I also really like my internal KPMG network.

likehelpful

Sane and honest project scoping and sow writing. If you can write the sow and manage the project to avoid my needing to hit absurd arbitrary deadlines. Sometimes it feels like the sow is just a chapter from ‘A year of magical thinking’

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After a while. the whole being treated well., liked, respected, etc starts to wan and it's becomes about the money. #truth

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Promotion opps and career growth matter more to me. $$$ will follow

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Deloitte’s paternity leave is actually a huge factor in me likely staying for a few years

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@A8 we get 16 weeks parental leave (not just maternity, applies to both parents). we can roll over up to 1 year's worth of PTO accrual, so many people tack on additional weeks on top of the parental leave. not uncommon for people to take 5-6 months

cool non ERP, PMO, or PMI type projects. Give me corporate growth strategy. #NotEvenAskingForLunch

likefunny

No travel.

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I have 0% travel. It’s possible. Keep hope
Alive

Good family benefits and flexible working or removal of time-at-level limits. I’d like to start a family soon and would like to continue to do my current job well rather than having to also try to climb the ladder. At the same pace as before.

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