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Hi Fishes, I have an interview with PwC AC in the coming week. My tech stack is Power BI, SQL, SSRS,SSIS and Tableau. YEO -4 Current CTC is 9 LPA. During the initial call with the recruiter he asked for ny expected CTC and I asked for 17 LPA. Can anyone from PwC comment on this? Is this too much to ask or is this what someone at my current level would get paid at PwC. Please let me know!!!! PwC PwC India Pwc AC Deloitte Deloitte USI
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After submitting my resume for the Global Finance and Business Management full time position at JP Morgan (my dream job!), I got a HireVue invite the next day! However, I completed it 9 days ago and still have no response....
When do we get a response in average, and after how much time does it mean I probably am not getting an offer to continue?
Thanks!
JPMorgan Chase JPMorgan Investment Management
Hi, I am new to Canada and currently living in Vancouver, BC. I was looking for opportunities in the Financial Services industry in the Metro Vancouver Area. I have about 3 years of experience in the Banking/Financial Services and HealthTech industry and worked alongside IBM and PwC in developing and implementing cutting-edge FinTech products for business clients of a Financial Institution and led the Finance and data science team at a Health tech startup. Let me know if anyone can help me.
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What is this PwC Activate event?
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Guys there’s this boot camp that I came across that trains people to get jobs in Top consulting firms and has a fee plan wherein you pay once you get placed. I just wanted to know if someone here has any experience with this ?
https://docs.google.com/spreadsheets/d/e/2PACX-1vQuKa3k-rG3emxJcfbidCjC0Su85E_BKqW9cTeFZMY4xg4LnUVxOLrpcETqf7d-iEePlFh6lJ1knwwD/pubhtml
What are the best Sales books y’all read?
Fuck off Delta
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A lot of people get perfect snapshots and think they matter but then surprised at CRT results.
I think the cohort model fosters an environment of mediocrity and pushes people to look externally faster. The structure caps the compensation (upside) and those who perform above average (not necessarily rock stars...but good practitioners) get turned off by the small incremental jumps or artificial barriers imposed by the system and leave for better opportunities (higher reward) elsewhere. Weaker resources stay, the firm can't sell any work, and the aggressive firings ramp up again. Ramp up external hiring and the cycle begins all over again.
News flash: I've never met a consultant who feels they are paid "market value". That's what happens when firms don't have transparent salary bands or consistent rates. We're all over paid for what we do.
Not HR, maybe still drinking the kool-aid after 6 years. I just believe as a whole our pay is in line with the rest of the big 4. Could you get more for making a move, yes, but on average I think it's consistent. I do agree with the comments about the frustration of friends and colleagues being laid off.
@PwC 5 : Future earning potential for how many years, eventually it all averages out. To put things into perspective, I think the average income for an American household is $45,000.
They would only be at even keeling at the promotion to director if the cohort system is used. At every other place, the higher performing director would get paid more than lower performing one. Of course, each year raise is important due to the compounding effect (at every place except PwC).
@p1 and p8 the staffs on this project were also over -utilized. These projects gave them good training and I am glad they found these experience helpful to land their next job.
Groups in deals are driven by different bonus structures. I'm in tech and I'd disagree that we are overpaid. IMO risk seems like glorified audit and assurance work though. I feel like MC and TC making the same bands is fair. Consistently, I feel like we pay better than any other firm in our bracket. Pay per hour, I think our pay can rival MBB too.
EY?
@P5 - preach!!
@HR OP- Clearly not market value. You can see that in the numbers of people who leave voluntarily.
Trust me it doesn't make up for the 30% p(layoff) we face each year
There is simply no way to appropriately market compensate this many disparate types of work at the exact same pay rate without having people who are getting paid too much and people who are paid too little. The model would work if base pay was the same but bonus comp was actually variable. Instead- a Sr. Tier 1 is a Sr. 1 is a Sr 1 no matter the type of work or the revenue of the practice.
^what practice may I ask?
A subset of FS Risk
Bingooo
Yes :)
^boom
P8 have a burner? I'm interested.
Fishtypewithpurpose@gmail.com
No gripe with the base pay the cohort model is about as good as you're gonna get. The bonus though is nothing but favouritism and is b$$. Partners taking care of their favorites and f the rest.
How does it average out? The main factor predicting your future salary and earning potential is your current salary. If you don't get raises your salary will grow slower and future salary will be lower - it's a compounding effect and it will have an impact as long as you continue working.