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I only ask about newness to the firm because the amount you travel is not typically taken into consideration in CRT conversations unless it is truly unusual. For instance, I traveled more than you during the same performance year, and I assure you it will not be brought up during CRT as a differentiator. We are expected to travel a certain amount, and 150 nights is not irregular by any stretch. However, the year I hit 225 nights? Yeah, that got factored in... but that's quite a bit more travel.
Well, based on the criteria you're disclosing here, your RP or coach has done a poor job explaining how CRT tier rankings are determined. Util and other metrics are "gimmes," but your util is pretty high for a manager, so that should have helped push you up. However, snapshots don't matter. Seeing progression over the course of the year in snapshots does matter (it indicates growth over the year). A bunch of "at next level" snapshots over and over again don't look as good as "at level" the beginning of the year and trending upward toward and eventually obtaining "at next level." What matter most in the snapshots are performance differentiators, and that is really the only thing that matters. The matrix / plot graph itself isn't really looked at, according to a lot of partners I know. Moreover the *impact* of those performance differentiators is what is really key to getting a higher tier ranking. Reinvestment into the firm (and the impact of the activity) is also considered heavily. Showing up at recruiting events is not going to help. Leading recruiting initiatives in your market will, or getting involved in leading things like internal firm training courses (becoming the course owner, designing and delivering the course - plus it earns you a ton of CPEs at the same time). Sales contributions are also considered as a differentiator, but again - what your impact was to the sale is more important than having a sales contribution. For instance, I didn't have as much in the way of sales contributions last year as some of my peers, but my relationship with a key client stakeholder led to sole sourced work, that was going out for bid, until I got involved and resulted in a few million more in work on the tail.
Travel is expected, meeting your metrics is expected, good snapshots are expected. You must differentiate yourself with demonstrable impact if you want tier 1 or 2.
Everyone has incredible snapshots ... that system is a joke.
That's 4K greater than zero
You got 🔩
A for effort. C for performance?
Yep - 3 tier. RP told me that there were too many 1 ratings so I got pushed from 2 to 3 due to the curve. Just a BS excuse.
That'll buy you a MacBook Pro after taxes.
Yeah that's why I quit consulting. Live out of a suit case for on market pay and shitty bonuses. Not worth it
PwC folks - didn't you get screwed with bonuses last year, too? I remember similar stories around this time 12mo ago. $4k for a Manager is ridiculous.
Agreed, 4K bonus for a manager is absurd...maybe for a 1st year non-MBA senior with average performance. Sorry OP, this profession screws all of us at some point 😞
P3. What role and rank are you that you are getting 125k base? Even if nyc that seems too high
(This is why good people leave)
EY2, we just went through a large "normalization" of salaries last year. SA in my advisory group now starts at $90k. My first year as an SA I was making $76k. If only these kids knew what it was like back pre-2015 (which is when the first efforts to get pay at the lower levels more "competitive" really started). I know 25 year olds making $90k plus that bitch about their pay, and I quickly let them know that, at 25, I had just started the firm and was making $55k. Usually shuts them up and makes them a little thankful. PwC 3 seems to have a pretty good frame of mind about this, unlike a lot of the entitled 25 y.o.'s I meet thinking they deserve partner pay.
@BCG- baffled since my snapshots were incredible.
I'll add that $4k with a fully funded bonus pool for a tier 3 is BS. But, the bonus ranges for manager do state "0-27%" so they can do whatever they want.
Honestly, a $4K bonus when you're in the tier 3 bucket seems normal. Being a 3 means you don't necessarily even get a bonus at all. @OP, it sounds like you're really complaining about being a 3 and not a 2, but the $4k as a 3 sounds totally in line with what I would expect. (I've been at pwc 13 years.)
We are going to lose a boat load of talented people and it is our own fault. The CRT process sucks.
@M1- This is my second CRT with pwc so I don't consider myself "new". If this was my first year I wouldn't really say anything. Left Uncle D where I was constantly rated a 1 or 2 for better culture. Bad move in hindsight
That seems inordinate. For a 3% bonus when the pool is fully funded? Not buying that curve excuse either. Wish they would just be straight up with you, OP