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I joined slalom from b4 and joined the slalom "m&a" practice, some thoughts:
- if you're getting paid way more at slalom than you were at b4 it may be worth it to jump but...
- expect your day to day to be a constant struggle to build a real m&a practice; slalom team members but also leadership don't know how to run m&a projects. There is no team structure, no framework for deliverables, no methodology. Each office or region does their own thing, and none with any semblance of the m&a machines that exist at b4.
- I personally found the above very frustrating, and it meant that slalom was unable to deliver m&a projects in the way you would expect, or in the way that is needed to really tackle true m&a. I think one or two offices have their house in order to some extent - I think Dallas for example looked the best to my recollection.
- if you just want to coast or you really want a challenge to build an m&a practice with little understanding from colleagues and leadership or support, then worth considering joining slalom. If you want to do real M&A, stay in B4 or exit to industry.

helpfullike

Lol I’m not in M&A but this sounds about right. Gotta love the Local model!

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You heard correctly. Slow going in the current environment but strong leadership and some good early wins that I’ve heard of

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Wins like? Any idea on comp/level based on my background

No insight on an M&A team, but we are making big moves across the board so that would not surprise me.

Level - probably anywhere from Senior Principal to Senior Director.

Pay range - Wayyyyy wider than Big 4. Would need to know city, level, type of role, etc. Based on my experience, and what I’ve seen with other Big 4 alum, you shouldn’t have any trouble getting a large raise to make the switch. Raises will be meh outside of promos thought

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If you are an SM at big 4 you may be disappointed with the pay ranges and kind of work that you sell.

Texas

SM1 at Big 4 is very much in line with Senior Principal. YMMV ofc.

SP base salary can range from 180-250k. There's also a 15% target bonus which is paid out quarterly.

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