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How to argue for substantial salary increase at year end, knowing underpaid relative to peers? Experienced hire, first cycle

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Rare to get moved from the bottom of the band to the top of the band in one adjustment. Better to go in with the question of how they will make your situation right relative to your peers’ compensation over the next 1-2 yrs. not the answer you are probably looking for, but just speaking from experience. At the end of the day, if you’re set on making partner, is 15-25K difference during a couple senior manager years really the hill to die on?

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Great replies. @D1 have tried that in the past and been burned by empty promises. They can always promise and string you along working hard. Ways to avoid that? Not going for partner and expecting to exit in the next few years anyway

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Only you can be your biggest advocate otherwise people will think you’re complacent. Bring up benchmarks from your firm and peer firms.

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If you aren’t going for partner you’re better off getting out as quickly as you can.

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Accepted lower pay and title to break in. Indications are I've performed well so far and attrition is extremely high. Feel like I have leverage but don't want to damage relationships

Knowing the salary band for my level and that I'm towards the bottom despite being rated top 5%, do I go into the discussion with a specific target like the top end of the band? What if they say the best we can offer you is midpoint of the band based on my starting point? What's a firm and respectable rebuttal? Or at that point do I just need to cut my losses and get another offer to see if they'll match

@ OP what city and practice? What’s the difference / and how do you know about it?

@C1, NYC new hire at financial services internal strategy role. Exited from tier 2 consulting previously. Salary bands are published. Difference is 15-30k

OP what firm are you at?

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