Related Posts
More Posts
Hello!
I finished my final round(s) for a TAM position at Google (GCP) last week and was told by my recruiter that my feedback was great and that I made a solid impression on the team and am "firmly in the running". I was supposed to hear back this week (according to the recruiter) but he just told me that it's still in the process and that I'll have to wait for another week or so.
Is this common at Google ? I have heard they are notorious for being really slow with their hiring process.
Hi Sharks,
Please give some like, need it for DM.
Visual Storyteller
Is the market due for a correction anytime soon?
Why does Newark close tsa pre lanes? Terrible
Additional Posts in Compensation in Consulting
Sr3 IT strat in Chicago, what’s the comp like?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Mostly Manager but you can push for Director level. Manager base is $120 to $140. Bonus is 75% to 100% of base based on utilization. All in comp $240 to $300. Director base $160 - $175. Same bonus percentage. All in comp of $300 to $400, again highly dependent on utilization.
There is no such thing a target utilization. FYI this is for PEPI group at A&M. You get a % of revenue (collection) as your total comp. Your bonus is total comp - base. Collection (money actual invoiced and paid by client) = your bill rate*hours
I’m not in TAG, but the 300k number for managers and % of collections compensation formula is group-specific (I’m unclear if TAG uses this formula).
If it’s formula based comp, you have very little room to negotiate (basically you can negotiate your base within a small range). Your total comp is almost 100% transparent based on a formula. The only thing you don’t know is how utilized you will be. I’d ask them to share the average utilization for last fiscal year for the level you are offered. You can do your own math on what your comp will be based on different utilization ranges.
If it’s a traditional comp model (based on utilization / your review) then negotiate as you would any other position.
Regardless, push for the highest level that makes sense for your abilities / experience. If you don’t perform, no one will staff you and your comp will suffer significantly due to the high bonus %.
As a manager or director? Expect way lower base but potentially decent total comp. I think post MBA entering at manager level gets 115k and up to 100+% bonus.
Push for director, it’s not out of reach, but it might be a stretch.
I had interviewed with them and at Director level they were ready to offer around $160K base. The bonus I was told could range till ~50% dependent on factors mentioned above.
You did not end up taking the offer, I presume. Can you share bits of your decision process / criteria? That would be enlightening
I've heard they talk a big game on comp and at the end it's not worth it for most because it's another version of dangling a carrot. My friend went through the process and they wasted her time with the maybe Manager, maybe Director game. She called them snake oil salesmen. 🤣
1) Correct. Your monthly take home is your base salary only. At year end, you will receive a huge pile of money, which will likely exceed your entire base.
2) See PWC1.
Which group within A&M? I interviewed with them coming out of business school ~6years ago but at that time it was my understanding that their overall comp was lower than the rest of the market
Yeah shocked about the comp. It seems they must have changed it recently. Also we don't know the distribution of bonus handed out.
Global Transaction Advisory within the PE Advisory group
Thanks OP. Good to know.
Would definitely ask to share average utilization for the position last fiscal so you know what to expect. Not sure if they will share. I assume they shared the bill rate as well so you should be able to evaluate your comp potential.
Two implications of this high bonus based compensation can be inferred -
1) The monthly take-home number will be considerably lower
2) The total post-tax number will be much lower since the tax rate on bonus is significantly higher than that on the monthly salary. Hence, the total comp will be quite lower than the number that we can project beginning of the year.
If you are wondering, the utilization based bonus is paid out annually after consolidating the total effective utilization for the year.
@KPMG1 If it’s never come up before why would a person know that? If they don’t do their own taxes and just see that bonus checks have a higher withholding, it’s not that wild of an assumption.
I’m always a bit stunned when people (especially management consultants) show a lack of understanding of basic economics. Sure, I might vent to my wife when I see it on this app, but I’m not going to publicly insult somebody who had no ill will.
Maybe realise a lot of people don’t spend much time trying to understand income tax and chill a bit.
Sounds like A&M has a formula for burnout. You take a hit on UT for taking PTO, attending trainings, doing any extracurriculars, etc...which then hurts your bonus. Am I understanding this correctly?
Really depends. My experience is yes for ComOps group in PEPI. 45 for implementation, 40 for ops assessment or diligence. Which is interesting because assessment / diligence is definitely higher burn, but we want the implementation work so perhaps it’s a form of discounting.
Have had some projects at 50 hours but pretty rare.