Comp Season PSA: If You’re Disappointed, It Might Be Because They Want You to Quit

illustration of individuals being laid off/marked for layoffs

Evidently EY missed its revenue target and as a result, some EYers are getting bad news about promotions, raises, and bonuses. Bad news meaning no, fuck you, and LOL.

Exhibit A:

Exhibit B:

While one might feel compelled to handwave these posts as a skill issue specific to the people who posted them (that certainly could be the case), the FY25 EY compensation thread is enlightening to say the least. Some highlighted comments from the consulting side, where the majority are reporting single-digit salary increases:

  • M1->M2 with a 2.4% salary increase, 0.88% bonus: “Balls in my throat”
  • A2 (no promotion) with a 2.13% salary increase, $1000 (1.04%) bonus: “😭”
  • M3->M4 with a 0% salary increase, 2.93% bonus: “Rethinking life choices”

On the assurance side, you have majority double-digit salary increases, plenty of promotions, and zero crying emojis.

This S3 in consulting with a 0% salary increase and a 0.74% bonus gets it: “They want us to quit.”

Craig here gets it too:

Repeat after me: They want you to quit.

They want you to quit.

They want you to quit.

Headlines about mass layoffs are ugly and make clients skittish. Why do that when they can just discourage people right out the door? It seems pretty obvious that’s what’s happening here.

To be clear, they’re doing layoffs too. Guess that attrition is still way too low.

For fiscal 2023, EY US reported 12 percent revenue growth from FY22 for total revenue of $21.5 billion. No specifics yet on just how bad the year ending June 30, 2024 ended up being.

One thought on “Comp Season PSA: If You’re Disappointed, It Might Be Because They Want You to Quit

  1. This definitely seems to be the trend in 2024. Spoke with a pair of mid-tier partners, and the way their firm did raises and bonuses this year was to heavily reward the high achievers and give very little to the low achievers. Decisions were largely based on utilization and performance reviews. Implication being, your time is short if you’re not happy with your raise.

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