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Strategy& is same base for each cohort year in a role. The bonus tiers are also published and standard, all the way until partner.
...out of undergrad so have never known any different. But it seems like every other model potentially encourages resentment and backstabbing???
You have just described my firm...
We have set rates for each level. Bonus is dependent on progression, not negotiated on a per person basis. Not sure I'd like the effects of doing it another way.
“Resentment and backstabbing”?? So I guess you’re saying #AlwaysDeloitte is true even at Deloitte......
PwC dabbled in the quasi-cohort model only to recently pull back. It seems like the biggest challenge is the diversity of skillsets (tech vs ops vs risk, etc) at a Big 4 Firm that mean differences in the labor market for the talent pool. I suspect it's the reason you don't have the same parity between BCG and BCG Gamma for example..
Tiny firms recruiting the exact same people over and over again can do things like that. Big4 waaay more complicated and big
Our model is very uncommon, in professional service or industry
At McK both base and bonus are different depending on rating. Comp at starting BA/ASC and Partner are fixed; depending on rating you get there faster/slower. The difference can be staggering to reflect, for instance, the difference between BAs who make partner in 6Y vs. 9-10Y. I love the comp as it incents ppl to be distinctive