{ "media_type": "text", "post_content": "I work at a boutique (currently ~14 bankers and 10 back office roles).\n\nJoined in august. Since august, 3 senior bankers (MD / VP) 1 HR director, and now 2 analysts have left for great opportunities. To be honest I’m happy and like my role, plus it’s too early to think about switching firms already.\n\nI am now the only analyst left, we have another one joining in January. Any advice on how I can leverage this for comp discussions at the end of the year?", "post_id": "61aa798b7fcff8002c199e88", "reply_count": 2, "vote_count": 2, "bowl_id": "5c04d0b643b531001738b601", "bowl_name": "Investment Banking - IBD" }

I work at a boutique (currently ~14 bankers and 10 back office roles). Joined in august. Since august, 3 senior bankers (MD / VP) 1 HR director, and now 2 analysts have left for great opportunities. To be honest I’m happy and like my role, plus it’s too early to think about switching firms already. I am now the only analyst left, we have another one joining in January. Any advice on how I can leverage this for comp discussions at the end of the year?

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Thanks for the advice fish 💤

Tell them you also have opportunities but you have decided to stay and help rebuild the team, but you want to make sure that they understand that this has some opportunity cost for you, so ask kindly that they take that into account in the year-end process. It’s rarely well taken when people demand bonuses but asking for them to take this into account is definitely appropriate.

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