likehelpful
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You can always meet with your PML and lead partners, but chances are fixed budget unless you have an offer in hand. They will also most likely throw more money towards hiring experienced staff and use interns to bridge the gap.

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I’m confused - why are your salary adjustments not being discussed until next week?

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D1, they can ask all they want, but they will be told no unless they have an offer in hand.

The short of it is that the people who are most likely to think they deserve more money are average performers who do not deserve more money. In smaller sized organizations or orgs without as strict hierarchies as public accounting, yearly salary negation might work fine. It doesn’t work well in the industry we’re in.

I don't think you have much negotiating power. Probably reflects poorly on you that multiple team members are leaving.

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So if you had to rely on experienced seniors more than the typical manager because you’re an external hire and they left, why do you deserve a raise? I’m not trying to be mean, just making you question yourself before you do it to ensure it makes sense for you.

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Question: are you in the US?

Asking this because the advice could be member firm specific, and you’re about 1 month past the deadline for US member firm employees to be told their FY22 salaries.

I guess the consensus is I have no negotiating power without an offer in hand.

Yes, after your above comment about already being an experienced hire. They pay more for experienced and won’t negotiate again during mid year without a clear case. Since you’re hired in as manager and won’t promote again for a few years you’re on the regular 5-8% increase plan plus bonuses.

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