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I know two people that tried after. Came in with a business case and market research and a whole thing. Neither got an inch. But one of those same people got a mid year bump by bringing in an offer letter from a competitor and getting it matched. I know someone else that used that strategy (offer letter) successfully and one that had an offer so high the firm wouldn't match and said couldn't even get much of a raise since she was already near the top of her band so she left. Without an actual offer you have no leverage and threatening to leave won't so a thing.
Yes. I did before. Go in with numbers and reasons why. Bring up with RP and HR. It'll be harder after. Think about: partners are deciding on the budget for the year at round tables, they can't change it after. BUT I'm also curious if anyone else has done it after, eg, I expected more, bye Felicia? I think it could still be effective...
Worked for me. Came in with solid business case and numbers. I was far underpaid and now I'm a little underpaid.
K, don't take less than $135K.
Wow, that's a big number. I'd love to take $135k but even my manager doesn't make that much. There is certainly something ridiculously wrong with PwC's pay scale, people who're making the most money to the firm aren't getting paid that much and the new hires, esp since spring 2016 making so much more. I really hope they adjust the pay after this year. I'm planning to discuss this with my RP anyways, just need to figure out how to bring this up without damaging our relationship too much.
If people have same or equal master's degree and less experience with your team, you should get paid same. Yes, you should compare.
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Thanks folks for your thoughts. Since career round table (CRT) is gonna happen soon now, I'm thinking how shall I approach this considering I feel I'm underpaid. Most of the team members I directly supervise are so less efficient (personally nothing against them) and still earning at least 1.3 times more than me. I think the part of the reason is my project is another vertical from that of my/my RP's vertical. I'm thinking how shall i bring this up with my RP for pre CRT discussion. Any thoughts anyone?
Why are the ppl reporting into you making more? Level? Degrees?
The people who are reporting to me are new experienced associates, i believe some with masters degree, some experienced undergrads with 2-3 years of experience. I'm a second year experienced associate with a master's degree going for senior this year( figures crossed). Recently I've been hearing about they're making some kind of adjustments to everyone's pay, hope it's good enough.
@OP - some advice I got that I thought helped was not to compare to others. Focus on the value you bring and the money you make the company.
Acn1, I completely agree and follow about later half of your thought. However I think this should have been a bit more fair from compensation perspective