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What should my comp be as a 2nd year director?
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Wow that sucks.
PwC 4
100k in ATL sa3
@P4 you have this for Tier 1 too?
No, you should not ask for "G," you should ask for the range and negotiate within it, by making your case based on the skill set you possess that differentiates you. Use this information as an ace up your sleeve, but try to keep it up your sleeve...
Not enough. Probably 115 ish (tier 2?) and add 20k if you have an MBA
Is that the cohort below Manager? Probably 110-115. New manager is 130?
New manager is $120k in ATL.
So, likely $110-$115 for SA3
So from sa3 to manager you get a mere 5-10k increase? .....
I reached out to a senior that I know in the same tier market as ATL. He said $90-100k was the cohort range... but considering when I made senior in 2014 the pay was $76k in Atlanta and in 2016 the minimum SA salary jumped to $90k, I wouldn't say it "sucks."
@m1 I wish Kpmg would adjust our salaries based on market. The only reason I'm considering leaving. Currently make 80k as a senior. Looking for 96-100k.
Lol it sucks that 28 yr old Ms make 120k while at MBB you can make 120k in your second year.
PwC 2... apples to oranges comparison. The barrier to entry at MBB is much higher, and the types of work MBB and B4 do vary widely. There is overlap, but if all of client service is a target, MBB is a laser shooting at a certain section of that target, and B4 is a shotgun shooting in the direction of the target.
What's cohort A-G?
That's how they can adjust pay within a level. Say they need to bring an experienced director that has 3+ years experience and is asking for more than 205k...
@m1 so that director can fall within cohort B-G...I don't get this
Let's take a new campus hire, as an example first...
The idea is that they would start out at A1A, and move through the model to A2A, A3A, SA1A, SA2A, and so on...
Rewriting my whole comment because FISHBOWL FUCKING SUCKS FROM A TECHNICAL STANDPOINT (YOU FUCKERS LISTENING????)
Let's take a new campus hire, as an example first...
The idea is that they would start out at A1A, and move through the model to A2A, A3A, SA1A, SA2A, and so on. However, if they are progressing faster than "normal," then they could jump from A1A to A3A (a first year that is really crushing it and they think s/he's a lock for promotion to SA in 2 years), or even from A2A to SA1A (an Associate that progressed normally their first year but just totally knocked it out of the park their second year, put themselves up for promotion, and got promoted early to Senior), for example. These are all examples of vertical (desired / most likely) movement.
However, there can also be horizontal movement... for example, a 3rd year Manager that up until that point, progressed normally, so they are M3A... they go up for Director but don't get it, and the firm wants them to stay and try for next year... they can't go to D1A, so they would move from M3A to M3B, M3C, M3D, etc... depending on the raise the firm wanted to give them.
Or, if we were hiring an experienced manager, we might hire them at M3D or something like that to get them the salary needed, and position them for a 1 year move to director if all goes well...
That makes sense. So if I come into pwc as an sa3 who is to determine A-G? I should ask for G salary right?