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How come big four consulting pays similar to mbb and t2 for post mba grads? Aren’t the project rate a lot lower?

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Deloitte had an MBA program for those that started as analysts out of undergrad and get approved based on performance and eligible programs. Deloitte would then pay back your MBA cost over 3 years but some people still opt to go into I-banking, tech, or MBB. If the Big4 don’t pay competitively then they’ll struggle to attract and retain talent. While hourly rate is lower, given higher utilization targets a staffing, a returning senior consultant can generate a lot of revenue over more total billable hours.

McK doesn’t have utilization up until AP; it’s tracked by staffing teams but has 0 impact on consultants

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The Big 4 sell widely diverse services, and those services are not all priced identically. Bill rates for an IT internal audit are going to be substantially when the bill rates for building out a greenfield digital strategy; different bill rates = different compensation based on service line/specialty.

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Pay gap begins at manager level post MBA

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This.

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S& keeps pace up to Director. Source: am one

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How much 👀

Salaries are the same but bonuses diverge immediately and significantly.

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Eh big 4 makes most revenue but has a lot more employees so I can see how they pay market competitive rates for more in demand roles

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Thought it was the opposite? Pay gap begins to widen post mba at mbb and t2 no?

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True, but at MBA campus hire they offer 160-165k base (before the most recent round of raise) to stay competitive with others. Gap certainly widens after that.

I am referring to big four consulting pay, so not S&, Monitor/S&O or EYP. Pure big four

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What's S&O? We had that like 6 years ago but it's not a thing anymore....

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progression

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Big4 has some groups which hire and pay comparable rates for similar target mba talent and those same groups perform similar work to MBB and T2

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Not sure where you have that info from but B4 doesn‘t pay comparable to MBB/T2 post MBA. Our EY folks get 25-50% less than EYP depending on the team

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Monitor D is a tier 2 outside of states. Same as S& Kearney RB and LEK (Parthenon pays the same as EY in my country so I don’t it’s it here)

Big 4 has pull through revenue with clients from all of their other service lines. Cross selling is a big component of the strategy.

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Pay is very different right away on total comp.

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If you want to compete for talent theres a going rate.

Deloitte is 90% utilization up through M, if memory serves.

85% is standard for SC (used to be 80-85)

And my MBA pay at senior associate doesn’t move up much when I’m promoted to manager. For instance, currently I will only make about 7k more per year in base salary after my manager promotion for a tier 3 city. MBB is going to get a much bigger bump & bonus for that scenario.

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