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That makes sense. If they screwed you guys over and aren’t willing to help in the form of more resources, makes sense that they should help out in the form of more money. Interested to see how that goes for you guys.
That sold you a bunch of crap. They can influence the decision. It’s classic good cop, bad cop...”We understand and support you, but it’s out of our hands”...and regional partner plays bad cop
I feel like you guys decided to work there knowing what the expectations for busy season were, so asking for a bonus would be in bad taste. But I guess it’s worth a shot.
^ agreed. If you ask them for a busy season bonus after busy season, they’re going to laugh, get rid of y’all, and hire a bunch of new staff.
Our main negotiation point is that we joined a mid size for a reason. Now we will be working crazy hours because they fired people and a bunch of people left.
Me too
Well you’d have to wait till after busy season to calculate total salary / hours expected to work to get your hourly rate expected then you’d take total hours worked - expected hours worked x expected rate and that’d be the minimum I’d ask for
Just be ready for them to hold it against all of you at raise/promotion time. You might want to be prepared to walk if you’re not happy with the annual raise amounts
Regional managing partner means you’re really at a wannabe big four. No sense complaining to partners who don’t have true power to make the change for the people. Shift to a smaller firm if you want to really be heard by someone who can do something
Any thoughts of what seems like a good number?
Don’t wait to ask if you actually care about the money. You don’t ask to get paid more for something after you do all the extra work.
What EY 1 said
Where I am located, mid-sized firms pay more than the big 4, at least at the entry level. That is one of the reasons I chose the firm I am with. Was not that the case for you guys, OP?
Hey folks, update: meeting went well BUT I feel like we will most likely not get a bonus. The 4 partners understood but told us the bonus decision happens at the level above us and hinted it was very unlikely. We screwed up by not asking for a specific amount. The reputation of the regional managing partner gives me little hope for a bonus, but maybe the partners will help us out with more expensing/other rewards.
If the regional managing partner says no, and we are still determined for a bonus then we could negotiate directly with him and give specific demands/threaten to walk. Time will tell. Thanks for the help and advice folks.
Oh FYI, we had a follow up meeting yesterday. We aren't getting shit lol. Shocking. Moral of the story: be much more aggressive (threaten to walk) and don't let Them control the narrative away from your negotiation.
EY1 if they are understaffed they deserve the bonus because they are making it through a time where there should be more people. Those bonus's will be less than an additional salary or two.
Shameless plug: All you tax folks should consider coming over to workday payroll practice... no more busy season and at least you have some subject matter understanding which is a great foundation. You’d likely still have a large learning curve. However, if you find payroll, taxes, and systems interesting it may be the career pivot for you.
Quit the firm. Then they will understand that you were serious about money