Typical % comp increase to target during exit?

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+25% comp
-25% hours

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TC (but bonuses can be discretionary and stock price/valuation can vary, so that needs to be taken into account).

As a former recruiter, we always said at least 20% for a person we wanted to was happy in their current role. That said, we could also smell desperation, and so could our clients (the companies we hired for). If candidates came across as too eager to GTFO, it made the clients less interested in them, but also meant they knew they could lowball on comp.

Just something to be aware of.

*note, this was more in industry, but we did sometimes recruit consultants for non consulting jobs. The same mentality applied.

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It depends of your situation and your goals frankly. If it’s a competitor you will want to target 25%+ comp increase. If you are moving to a new industry and/or different role, it will probably be lower.

30-50%

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