{ "media_type": "text", "post_content": "Got an offer from another B4. What pieces of comp/benefits are actually negotiable? Base, sign-on? And if they won’t negotiate on those two, what else can be discussed? Thanks in advanced!", "post_id": "6103dcdb56a2860020ea0b9c", "reply_count": 5, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Got an offer from another B4. What pieces of comp/benefits are actually negotiable? Base, sign-on? And if they won’t negotiate on those two, what else can be discussed? Thanks in advanced!

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Absolutely everything is negotiable. HR will like to say that it's not but depending on how bad we want a candidate, we will do whatever it takes. For junior roles most firms don't negotiate much as the pipeline of candidates is enormous. No huge loss if we lose a candidate but at Mgr level and above... especially if it's a desired skill or experience we will instruct HR to do whatever it takes... within reason. We won't throw crazy money but nothing is off the table.

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Thanks! I am at that Mgr+ level, but would love to hear more. Are you saying things like PTO, an increased 401K match percentage (or even guaranteed allotment) might be negotiated? What about student loan payments? Just curious some of the things you’ve seen negotiated successfully.

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Depends on the big4

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Basically: salary and sign on. Most benefits, including pto, are standardized by level. Bonus percentage, years in level, etc. are never guaranteed so get paid up front

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