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If you’re that much better you’ll climb faster without boiling over the starting base which often is same to avoid bias of all sorts
Also you haven’t finished school yet so not like they’ll see you day in day out until next summer
What McK said, I started at the same salary as others in my office, but was the only one that got 15% bump.
I’m sorry what are you complaining about? That you received the same full time salary offer as all of the other interns? Are you saying you are so exceptional that you should receive a different compensation package than the other returning interns?
You should think critically and really consider if you are actually that much better than all of your peers. What have you really done that is so much better? I wish I had this type of confidence, 100% certain that OP is male 😂
I didnt really read any opinions on this post, but "Certain OP is Male 😂" is such a cringe thing to say. It gives the same attitude as "go make me a sandwich women". I "guarantee" SM1 is unaware of how annoying they are in life, male or female
I imagine new grad starting salaries are all the same
yeah i figured. its differentiated by competency apparently
85k plus 7.5k signing in McLean in GPS?? Holy cow we start em high these days...
If you guys are impressed at the new grad starting salary increase in that time frame, can't wait till you look at the difference in average CEO pay in that time frame.
Wake up call: EY will cut thousands of people in the next 5 months (low utilization and low performers)… Intern feedback doesn’t give you leverage.
You’re not competing for them, you’re competing to not have your offer rescinded.
Unless your brand building was showing the firm how you can do the work of a consultant or manager and they actually cut that role to staff you.
The math: Being a “good worker” doesn’t justify more money when proven performers with client books are getting cut. Your internship doesn’t create scarcity when experienced consultants are flooding the market.
Reality check: That $85k offer exists because they need bodies at the cheapest rate. Push back and they’ll find someone else who’ll take it for less and say thank you. If you can replace a C1 or an M1 on a project, then talk comp.
Until then, you’re a cost center.
The real question isn’t “is this fair?” but “how do I make sure I survive the next cuts?” Your leverage comes later, after you’ve crushed year one through three and proven you’re worth keeping. There is a downturn coming, and the market is only going to get tougher before improving.
Take the offer. Show up. Win the promotion race. Two summers of good reviews don’t beat basic market dynamics.
Tbf, they were working on “gold standards” of deliverables. So jealous of that. While only working 20 hour weeks at most.
Chief
Other side perspective as a practice leader but not in GPS - be glad you even got an offer at GPS. Maybe turn the local news once in awhile since you are based in NCR.
Also, incoming cohorts are batched together with very little variance for new joiners from intern level. I believe returning interns get a slightly higher pay than non-intern new joiners. But don’t quote me on that. I’m pretty removed from interns joining specifics.
They're all the same lol. You can get to 100k staff 2 if you work your ass off, which is what I did.
In a few years, you will also laugh at the idea that they’d bring any fresh graduate at a higher rate
Enlighten us about your brand
honestly, great question. after reading all of the comments, fair to say that what i initially thought abt my brand was me being cocky. will revisit the question in a few years after actually done the work.
Rising Star
90+k for someone who doesn't know jack about 💩 is pretty fantastic.
lol at brand, no one remembers you comrade, all starting salaries are the same for your cohort
It is common that big 4 will have the same starting salary for all campus hires (at least for all commercial, then all GPS)
Internships def don't mean you get anything more
If you feel you have connections and reputation already, leverage that to get onto good projects and push for early promo (not this year of course)
Gotta respect the hustle… ehm, I mean, confidence 😂 I’m a manager and still trying to figure out what my brand is! I am cooked. lol
this was certainly a nice wake up call. Thank you to those who responded. I got ahead of myself especially when comparing myself to peers at cap1, mck, bcg, and even ey tech. safe to say a life lesson was learned after reading all of the comments. appreciate the honesty. putting my head down and grinding is the plan all along.
i am curious though, about arguing if the sign-on bonus can be moved and added onto the starting salary. thoughts?
thank you again!
(am leaving the same note in response to all comments as an individual thank you, since you all mostly said the same thing and i truly appreciate it)
How flirty are you?
I started at Deloitte in 08 with $65k and signing bonus of $12k. It was the exact same offer for every campus new hire.
This is a fun game. I started at Deloitte in '98, with 45k and signing bonus of 5k. It felt like a zillion dollars.
if you're worth so much more and have such a great brand why don't you have a better offer from a better company? oh wait...
this was certainly a nice wake up call. Thank you to those who responded. I got ahead of myself especially when comparing myself to peers at cap1, mck, bcg, and even ey tech. safe to say a life lesson was learned after reading all of the comments. appreciate the honesty. putting my head down and grinding is the plan all along.
i am curious though, about arguing if the sign-on bonus can be moved and added onto the starting salary. thoughts?
thank you again!
(am leaving the same note in response to all comments as an individual thank you, since you all mostly said the same thing and i truly appreciate it)
bro is TRIPPING. Your posts are delusional 🤣🤣