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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.
Managers have to start showing signs of bringing in business/revenue to excel.. those that just continue *working* on client work rather than *developing/selling* client work will be left behind. OP, lower your utilization and focus on proposal work and bringing in the 🧀
Eh I don't know about that though A1. If making 70 hours to do 95k base in year 2, I'd actually rather do 45 for 80k
i sold over 2 million and i'm making 86 k so quit ur bitching, why are managers even having utilization at 109% go sell and manage ur team.
Shit trickles downhill, pwc partners took more of the pie this year, suck it up its a big pyramid scheme
A1, at many levels, we are considerably above market for a job with comparable hours. Don't know any other work that'll pay me $125k base + bonus annually at 25 y.o working an average of 45 hours a week
Depends on field. Im in cyber, and consulting does not pay anymore than industry..if not less. Most below Manager make around 80-125ish at best! But industry you can make 115-200 (base) below Manager,depending on company and experience obviously (top tier tech and hedge funds have high base salaries). 140-150 very attainable as an experienced security engineer (~5 yrs experience).
Thanks M1. I apologize on behalf of millennialist everywhere. We are the worst bunch of entitled brats that enjoy being outraged by even the most minor slight against our idealism
A1, you're right. And some of them can be around 45 hours a week too. You have a very marketable and some would say specialized skill that many cannot break into. Kudos for you! Always wanted to be more technical but alas I'm not. I am better at calming clients before go live and figuring innovative solutions to capability gaps long after they should've been patched
Well for what it's worth..it's time for ...Sambooya roll call..
M2: no, I'm saying I was promoted to M last year, with a 2, and got 6k. No sarcasm.
Jesus m1. Sounds like you were underpaid
OP you need to lower the utilization and focus more on business development and lead some form of internal activity. Too much time on the road/client makes it hard for your RP to know your impact and advocate for you.
To put this in perspective, a 3 in S&O as an M equals a 9-10% bonus which is around 15-16k. A $4K bonus for a Manager seems a little light from my perspective.
Got 4K as bonus. I am an experience associate (A2 I guess, came here from D) in valuation and at a tier 1 city. Reason for 3 seems ridiculous. My utilization was really high and I did have some notable contributions.
Either the system plays you or you play the system.... heard this quote but struggle to implement
u should be selling work no?
Makes no sense.. got $22k pretax bonus as a second year associate
Meanwhile, there's a 1st year associate on another thread complaining about getting the same bonus dollar amount OP got as a manager. Kids these days.
Pwc3 said 125 all in...feels high but what do I know!
99k base, 27k bonus, 1.2k student loan pay down. I'm extraordinarily grateful for the opportunity. Worked hard this past year - led a major work stream at a $10M+ client. Propose new work to the VP, works with leadership on a daily basis. I'm in Technology Consulting.