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Ares or Oaktree?
Any in-house counsel in here willing to post their company, level or YOE, and total comp breakdown? If you’re comfortable, please consider posting both your current stats and what your stats were when you first moved in-house. If there’s any other information that you want to share, please include that too (e.g., hours, interesting perks, etc.). Info on in-house salaries is pretty hard to come by, and it would be great to compile some data points here! Facebook Amazon Google Netflix Apple
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Rising Star
Discretionary bonus with percentage based on rank. I’ve never understood guaranteed bonuses, that’s not a “bonus,” it’s just part of your regular comp paid in lump sum.
^this (signed, an L&E attorney)
SV tech enabled services co - F500 - team of approx 150 ppl, approx 50 attys (some manage large operational functions in addition to legal)
My VP/AGC make approx 300k base, 30% bonus and approx 300k equity refresh p/a. Bonus payout is company and individual performance driven, equity is a formula with a lot of thumb on the scale (based on potential and performance) from me.
ED/Lead counsel/managing counsel make 200-250k depending on specialty, 30% bonus and approx 150k equity refresh p/a
Senior counsel (don’t manage ppl) make 160-190k with 20% bonus and approx 100k equity refresh
Corporate counsel make 120-170k with 15% bonus and approx 70k equity refresh.
Oh; my product counsel are generally at sr Corp counsel level- we’ve just done a fulsome compensation analysis through 2021 (to make sure we’re at market) and frankly I’d be super shocked to not have a bonus target attached to a growth company counsel position.
I also 100% agree that a guaranteed bonus is just another word for salary… in the time I’ve been with the company we’ve paid out the corporate bonus pool at 80% and at 121% based on company performance. Of that pool I’ve paid between 0 and 250% of target based on individual performance
Yes, most FANG give 15-25% of your salary in bonus.
A bonus around 10-20% I think is normal for tech, depending on your seniority and maybe geographic location. In-house bonus is often based on factors like overall business performance + business line/ business unit performance and/ or your performance goals (ie, if the company did not pull good revenue numbers that year you are unlikely to get the full bonus paid). Depending on your confidence in the biz performance (esp depending on your industry during the pandemic) a bonus could be a great addition to your comp package or it could be more beneficial to try and negotiate a different type of comp incentive.
Rising Star
Many tech companies have moved away from bonuses in non-sales roles due to pay equity. In Legal, you don't control the outcomes of what you are working on, much of the time. I prefer higher base, less bonus.
I'm eligible for a 15% bonus ( based on both my performance and the company's performance) and I have a yearly long term incentive paid out similar to a RSU vesting schedule because we don't offer RSUs. My base may be a bit lower than some of my peers but I feel pretty happy with the full package.
Pro
My tech company offers an annual performance-based bonus (weighted 50% company and 50% individual), the target % is based on grade level (e.g., counsel 15%, director 35%, etc.).
No equity, but I've gotten between a 23% and 30% cash bonus each of my 3 years
Pro
Joining a tech company soon. No bonus, but pretty good base salary and RSUs, which I prefer over lower base and discretionary or performance-tied bonus.
Rising Star
I don’t make close to your base and I don’t get equity and I’m at a F100 so from my perspective it seems to compare rather well.
At a F100 manufacturing company and we get a bonus. It’s a on a sliding scale percentage of base salary that’s based on company performed. It’s technically possible to get $0 but I’m not sure it’s ever happened.
F100 non-tech and have a discretionary bonus target of 20%, based on company and individual performance. Have never heard of guaranteed bonuses!
10% bonus, conditional on personal and company performances
Comp at my startup is very incentive based. Relatively low base salaries, relatively large target bonuses (tied to company milestones) and equity. My bonus target is 50%. I imagine my senior folks will have at least a 30% bonus target.