Consulting

Is it okay to ask the Partner for his/her salary on the comp call? I mean, if we’re actually being transparent, and he/she knows my pay, I’d like to know theirs too.

likefunnysmart
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The difference is you need a job and they are the one in a position to give you a job. There is an inherent imbalance of power. How will knowing their pay help you decide?

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A) however round about that partner is your employer so of course they know your salary B) you’re more likely to make an enemy than an ally with that approach

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No AVP. I told them I was underpaid, and had to tell them how Much i made cause they didn’t even know the range. They asked me what I wanted $, and then said nah we can’t do that

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Please do it and tell us how it goes!

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Yes, I will. Plan to quit the firm in a few months anyway, not gonna hurt if I just ask one simple question.

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They don’t have a salary. I don’t have the balls but I was told you can always ask how many units they own. The units determine what level they are and directly translate to their quarterly payouts. The units get paid out at a value and I think they are set at a par of 1K$

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this is always controversial, but on what basis can you say 70% of our people are underpaid... I think many confuse the fact that people at the same level are paid differently, so some are paid less because the market value is less... that doesn't mean they are underpaid. may not like it but certain experiences and degrees have more value and require pay at certain levels, so we pay them

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When people say they are severely underpaid, that always makes me think then it should be easy for them to get a new job at a higher salary since most comparable opportunities logically must pay more if one is truly underpaid 🤷‍♀️

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you are paid what you are worth, if you think it should be more, ask for it and the Firm can agree or disagree. you can stay or you can leave. it seems simple, but even with an increase whenever/ wherever you go, someone will probably be paid more at the same level and less... I don't think you go from not being top in level at one form to tp in level away the next as we tend to value the same experiences/ degrees the same way

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I guess I wouldn’t mind...but I can’t promise others will agree

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I think it’s $350k but would need to double check

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so most PPMDs don't know individual salaries, we use comp communicators to tell you, your specifics. your talent group leaders know but the rest of the PPMDs in your network actually don't know. as for PPMDs, for level E, number of units get published and shared with all partners. and while they may not give the exact count, I know a number who are happy to explain how the partnership works and the ranges by level...

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Source: Liar’s Poker

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D1 D2 Well, it’s to understand the difference in pay and wanting to hear it from the horse’s mouth. Saying something out loud sometimes has a psychological impact on humanbeings. This would help make sure that as a SC who is severely underpaid, I want him/her to reason and tell me why such a huge gap exists (between my peers SCs and I and also between PPMDs and SCs), and then ask if he/she thinks my salary is fair, given the hours I’ve worked and the impact I’ve made (which is pretty huge, have a bunch of stuff to back it up). Now, the PPMD will further understand that I will tell other Cs and SCs about this interaction, which will play in the PPMDs head as well. I just look forward to the entire interaction. If the PPMD is confrontation on the call, it’s gonna be a bad look. If they tell me their pay, that’s a talking point that I will have with me and will definitely talk to other Cs and SCs about. These guys talk about being transparent all the time, when that’s precisely what they don’t want. If we were all transparent about salaries, you’d be surprised to see how underpaid 70% of the employees are. May not help change my salary, but if this is done by a growing number of Cs and SCs in the future, leadership will definitely hear us and try and make amends.

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you ever wonder why they are paid more? you may think that you are the same but someone doesn't perceive it that way

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You can ask. Good luck getting an answer

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lol assuming it is a legit question, how would this help you though?

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they have no idea. generally fixed part 1/3 the same as AP/SM but + 1/3 stock / equity based on firm performance (can be negative tho capital call), + 1/3 personal rev contrib (can go to zero if firm perf doesn't meet goal)

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