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I'd have a honest compensation discussion with your manager. Don't need to focus on the coworker, but understand what you would need to do to get paid X amount more. Understanding how your company determines compensation is usually more important long run than focusing on disparities. If their answer doesn't hold water in terms of what you know about other person, consider that a red flag. If it does, but it doesn't look like they will be "able" to make you whole when you still like the place, leave and try to boomerang. I see it all the time. Good guys get stuck in line for internal promotions/comp adjustments. They leave, their absence is felt, and they come back with new title and better pay. If you've been there for a while, would probably be good for you more broadly. If you're truly worried they wouldn't rehire you or do that, that says it all frankly. Consultants need to be highly flexible and adaptable as individual contributors. Good consultancies also fully expect this sort of move, almost welcome it.
Peel their skin off and wear it to collect their paycheck.
What? To Patrick Bateman like?
I left lol
If they were hot, I'd try to pursue a relationship with them to get a piece of that comp.
Rising Star
Depends on the culture of where you work. Can you get raises in off cycles by having a compensation discussion where you can present data points that will be actioned on? Or do you have to have a counter offer?
If the latter, up to you to decide whether you want to get another offer to use as leverage for a counter, if you want to just take that offer, or if all of that effort isn’t worth the gap you found
Pro
It irritated the fire out of me.
You can ask for a comp review but do not mention that you know that a peer makes more - that will kill the conversation.
FWIW - when determining comp ranges for a role, there are a number of factors inc.: prior experience, education, book of business, location, team size, role complexity, etc.
Not be surprised