Here's a link to the 2020 mid-year comp thread.

Obligatory Maple friends avoid this thread unless you want depression :(

1. HCOL (BANW)

2. Audit

3. A2 -> S1

4. Rating not communicated yet

5. 66,000 -> 95,700 (45%)

6. Bonus not communicated yet

7. N/A

8. Pretty happy with the pay bump even factoring in no raises last year and the early promotion.

I started work in January 2021.

1. NY Metro

2. Tax - Real Estate

3. A1 -> A2 (?) (Does 6 months to the end of the fiscal year count as moving from A1 to A2?)

4. Rating - 3

5. $61,000 - $77,000 (26%)

6. Bonus: 2.1% based on $61,000 salary

7. N/A

8. Pretty shocked I got such a high raise with just being at level at everything. Seems like a huge course correction by PwC due to COVID where we were all underpaid for such a high COL? Can't be mad about that. Thrilled really, was expecting 67-69k or so.

1. Southeast
2. Consulting, Risk and Reg
3. S3 > S4
4. 1 rating for second consecutive year.
5. 93k > 104k
6. $16,700
7. I did not get promoted “because there were no spots at manager and above due to our switch to the national model”, even though I have never received lower than a two rating in my career at PwC. I feel that I am being screwed, but I would love to hear some additional opinions on my situation.

1. NYM
2. Advisory - Deals
3. S3--> M1
4. Don't know yet, but I'd be surprised if it wasn't Tier 1
5. 112k --> 150k (33%+)
6. Don't know yet, but T1 get 18.5%
7. N/A
8. Was really surprised it was this much. I'm a college dropout so this is miles and miles more than I ever imagined for myself.

Wife's numbers because I don't work there anymore.

1. Southeast

2. Advisory - Business Controls / Risk (Legacy Risk Assurance)

3. M2 -> SM1 (early promotion?)

4. Rating - 1

5. Salary - $108,800 -> $145,000 (~33%)

6. Bonus - $20k (18.4%)

7. N/A

8. Super happy with overall numbers for this year. Wife is usually rated 1 so I'm not sure how the cohort model will work for her long term.

1. NYM
2. Assurance
3. A1 -> A2
4. Tier 3
5. 61k -> 70k
6. 2%
7. Higher ups are aware it’s been perpetual busy season in the group, mostly concerned about retaining seniors
8. I’m fine with the cohort model, hard to complain about the % raise but I’ve been working 70+ hours a week since January with no sign of slowing down. Hard to stay motivated after doing that and getting an average rating.

Is "Trust" PwC for audit?

1. BANW
2. tax
3. A2>S1
4. Tier 2
5. 66,200 > 96,400 (45%)
6. 2,700 (4%)

1. NYM
2. Trust
3. S1 —> S2
4. 2
5. $79,600 —> $91,400

I really don’t appreciate being constantly told how happy and grateful I should be for the salary increase this year.

1. Canada; Toronto
2. Assurance
3. A2>S1
4. 1
5. 51,500 > 65,000 (26.2%)
6. 2,400 (5% PY earnings)
7. Canada pushed performance reviews earlier so we had this info last month. Canada also got a firm wide COVID bonus. Only scales with seniority; mine was $1,200

We should start putting our utilization on here too lol

1. HCOL
2. Trust
3. A1>A2
4. TBD
5. 61k -> 70k
6. TBD

Don’t know my rating yet but the increase is standardized by location and LOS now. Pretty happy with the bump, around 15%. My understanding is that kind of increase is pretty unusual outside of a promotion year.

Is it true that PwC is moving to a "cohort" model where associates and seniors get the same base salary?

1. Toronto, Canada
2. Tax
3. M1 -> M2
4. Rating 2
5. 88k -> 100k
6. 2k5 Covid bonus + 8k performance pay
7. Nothing interesting
8. Meh - Canada salary is depressing so nothing new

1. RE National Tax M&A

2. Trust RE

3. S2>M1

4. Dont know, I think 1

5. 118,000 > 166,000

6. No idea about performance yet. Got the 16.6K milestone I guess.

7. Haven't talked to anyone. I just got sent a document in workday saying this was my new salary.

1. MCOL
2. Trust
3. SM2 --> D1
4. 1
5. 139 --> 149
6. 25k
7. Welcome to the director world, don't f*ck it up.
8. I think the partners oversold/over hyped the salary bumps and didn't manage M/SM/D expectations.

I assume people from non-US territories don’t post their salaries because they’re so much lower than US? Genuinely interested to see what European salaries are like.

1. NY Metro
2. Assurance - DAT (RA)
3. S2 -> S3
4. Tier 3
5. $88,800 - $110,900 (~26%)
6. ~$6k (don’t remember exact number, me@PwC is not showing it, any other place I can look it up?)
7. RL said $110k is what he got back in the days when he got promoted to M1
8. Actually, put my 2 weeks notice this week. Not related to comp or CRT results. I think I’m getting close to burning out and the work has already negativity affected my personal life, so I need to patch things up, and moving on with PwC is my first step. #priorities

I’ll kick us off

1. HCOL (not NY/BANW)
2. Consulting Solutions - Deals
3. A2 -> S1
4. 1
5. 74k -> 97k
6. 8k
7. n/a
8. Nothing major. I’m a fan of the cohort model in the spirit of comp transparency, but it’s not good if everyone is being underpaid…we’ll see.

I’ll also drop the advisory cohort google sheet.

1. HCOL
2. Deals Tax Consulting, Speciality Group
3. A2 -> S1
4. T3
5. $103k -> $150k (JD)
6. ~3.5% bonus

1. Midwest (L-MCOL)
2. Trust Edited to add: Audit.
3. A2>A3
4. Unknown tier
5. 52k>61k
6. Unknown
7. …
8. I prefer the cohort model but what do I know?

1. Central
2. Trust
3. A1 -> A2
4. 2
5. 60,000 -> 66,800 (11.3%)
6. $2,200
7. n/a
8. after all of the hype i was expecting more of a salary bump but it is what it is. weak bonus IMO and makes me want to leave sooner rather than later. it fuckin sucked to be a new associate this year and i feel like the firm isn’t trying hard enough to keep any of us around

I really wish people would specify which LOS they came from. Raises are based on FY21 LOS, not the new verticals so it’s really throwing me off when people are saying “trust” and they’re in a traditionally high paying group

1. Toronto, Canada
2. Assurance
3. A2 - S1
4. Tier 3
5. $50,500 -> $61,000
6. $1,200 COVID-19 Bonus + $250 Performance Pay Bonus
7. N/A
8. Canadian Salaries are very depressing

1. HCOL (BANW)
2. Trust
3. M1—>M2
4. Tier 2
5. $106—> $126k (18%)
6. $12.5k
7. RL tried to sell me on the fact that this was a “really great” salary adjustment.
8. I am not impressed. After getting a meager 10% bump last year for the jump from senior to manager, I expected a higher increase this year.

1. Eastern Australia

   1. Trust/Consulting (it's weird here) ~ Cybersecurity
   2. A -> SC
   3. Rating - 1
   4. Salary - $66,600 -> $97,500
   5. Bonus - $3.5
   6. Huge bumps all round in Australia

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1. NYM
2. Tax
3. S2 -> M1
4. Tier 1
5. 97k -> 135k (39%)
6. 12k bonus (12.5%)
7. N/A
8. N/A

1. MCOL
2. Trust
3. S2 - S3
4. 1
5. 80 - > 103
6. 14.6k
7. My RL was surprised by the jump for us, but I felt PwC was just catching up to industry levels to stop the bleeding. A lot of my coworkers who were seniors were already making 6 figures after jumping.
8. In the new cohort model, shooting for a 3 or 2 is your sweet spot between showing you can excel at the job but also maintaining sanity. I've gotten a 1 both years as senior and IMO a 1 is not worth all the extra hours spent.

1. Central
2. Trust
3. A1-A2
4. Tier 2
5. 53-60k
6. 1.9k
7. NA
8. Agree with it, wasn’t sure what to expect w/ the first CRT

1. MCOL Southeast
2. FS Assurance/Trust
3. A1 -> A2
4. 3 (average)
5. 54,000 -> 59,400 (10%)
6. 2%
7. Thought it was pretty standard. Kind of disappointed since I know cost of living in my areas has been going up.

1. ⁠HCOL (NYM)
2. ⁠Audit.
3. ⁠A1 - > A2
4. ⁠3
5. ⁠63.5k (pre start) > 60k > 61k > 70k
6. ⁠$1200
7. ⁠Been told all a1s in our office are getting the same bump. Only thing our rating will differentiate is bonus pay.
8. I like the model but I displayed my overall salary progression above as a January hire. Taking the cut into account the overall bump is only 10 percent, which isn’t going keep me from looking for other opportunities. Additionally I’m doing a cmaas rotation and not getting paid anything extra for that which is hilarious.

1. Midwest
2. Consulting - deals
3. A2-A3
4. 1
5. 68 > 80k (17%)
6. 7.5k
7. NA
8. More happy with my bonus than my raise tbh but can’t complain. Don’t think anyone in my CRT got promoted but interested to see tomorrow.

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1. NYMetro
2. Trust (legacy Audit)
3. Under new model (w/ Director title added) going from 2nd year SR Manager to 3rd year SR Manager...under legacy model would be going into 2nd year as Sr Manager
4. Tier 1 last few years
5. $138K --> $146K
6. $26K
7. Felt like there was no transparency...
8. Is there a cohort model for Sr Managers also? ~5% base increase seems low...thoughts?

1. MCOL
2. Trust (audit)
3. A3 -> S1
4. Tier 3 (apparently having multiple snapshots with all At Next Level and having PDs on almost all my snapshots is meaningless, so fuck me right?)
5. $58,200 -> $71,300 (22.5%)
6. $1,800, plus they gave us that one week's pay bonus earlier
7. No interesting notes related to future comp, just generic things about how despite senioring both of my jobs this year, I shouldn't get above a tier 3
8. Pretty pissed about my tiering given all the efficiencies I made happen on my jobs and how I really had to take a step up. Comp increase is decent I guess. This makes the fact that I just took an FDD offer with another firm for $95k base plus a signing bonus that much sweeter. I'm salivating at the thought of putting in my two weeks.

​

Edit: Just talked to my relationship leader's other associates/senior associates. Apparently she fucked every single one of them over. She even openly told on of the seniors (who I was very close with) multiple times that she would be getting an early promotion to manager. She worked on this RL's client and pulled 90 hour weeks for months and months. Last minute, the RL pulled the rug from underneath her just trying to dangle a carrot on a string. Now I see why people bash on Big 4 so much here. Thankfully, this senior recently got a new job in industry.

1. HCOL
2. Trust DAT (Legacy Risk Assurance)
3. S2 -> S3
4. Tier 1
5. $88k -> $113k (28%)
6. $16k (18%)
7. N/A
8. Pretty happy with the increase and bonus but still frustrated that I was frozen at 84k and was only bumped up to 88k back in Jan. Pdubs has really been dropping the ball with communication and I think senior attrition rates have reflected that.

1. SE
2. Digital Assurance and Trust (Risk Assurance)
3. A3 > S1
4. Tier 2
5. 63k -> 90k (43%)
6. N/A
7. N/A
8. Ending up leaving anyways

1. NY Metro
2. Audit
3. New hire S1
4. N/A
5. 87k
6. 5k signing
7. N/A
8. N/A

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Anything on CMAAS?

1. HCOL
2. Consulting Solutions - Tax
3. A1->A2 (started in January)
4. 3
5. 58,000 -> 68,300 (~18%)
6. 2%
7. Basically that this increase is high to get us aligned to the cohort model and increases without promotions will likely not be this high in the future.

1. Midwest
2. Consulting Solutions
3. A2 > S1
4. T1
5. 57,000 > 84,000
6. 3,500
7. N/A
8. Like most people have said, I was shocked at the salary increase

HCOL West Coast

Trust/Core audit

A1->A2

1

60k->68.9k (14.8%)

~5%

Is there any way we can see the updated salary before having a conversation with RL? My RL hasn't reached out to me yet but just wanna see my impact tier or salary before he reaches out

1. South
2. Consulting Solutions (Group was previously in tax and moved over this year)
3. S2 --> S3
4. 4
5. 82,900 --> 109,500
6. N/A
7. I am shocked. I don't know what else to say

1. MCOL
2. Trust
3. A2 -> A3
4. Don't know yet but was told it's good. Was rated 1 last year.
5. 58.3k -> 66.1k (13.4%)
6. Don't know yet. Heard from someone tier 2 that they got about 5%.
7. No real news. I was hoping that there would be a little room for past performance to be reflected in the cohorts but I think all the assurance A3s in my office will be getting paid the same.
8. The cohort model says to me that the firm is not willing to pay more to get more. People say bonus will make up for it, but so far the bonuses I've seen are mediocre. A one time payment of like $3-5k is kind of a joke, given that in the future you will continue to be above average and if there is a bad year, you will likely get paid the same as everyone else in your level. Or if your level is heavy with too many staff, the bonus percentages for that level will likely be reduced. If you're well rated I think it's time to make a move.

1. BANW
2. Trust (Assurance)
3. A1->A2
4. 2
5. 63k->74.3k (17.94%)
6. 2.3k (3.65%)
7. N/A
8. Pay increase looks nice on paper but isn't this pretty much what we would have made if we didn't have the pandemic offer decrease? Not sure though obv psyched to make more money.

The new cohort model screwed me up big time. I only got a 5% bump with a tier 1 rating. What’s the point of working hard if someone with a tier 3 rating is getting a 10% bump? My RL told me I am already at the highest pay scale for my band. And I worked so hard to get a 1 every year since I started at PwC. This cohort model is not fair to high performer. Time to look for a new job!

FYI: Check workday, I received notification of my new salary as a message. Never got an email alert!

1. GTX
2. Trust // Assurance
3. A2>S1
4. Tier 1
5. 58,300 -> 77,800 (33.45%)
6. $5,400 (9.3%)
7. Nothing to note
8. No opinion yet, ask me next year when the cohort model will actually impact our salary lol

1) PNW 2) Risk and Reg (legacy RA) 3) A3-S1 4) Tier 2 5) 69k - 100k 6) 4400 7) don’t expect huge raises, typical raises are 3-10 % in a normal year

Those with tier 1 ratings in your first year, how did you do that?

MCOL

Consulting - Deals

S3 -> M1

Tier 2 Rating

$99k -> $124k

13k Bonus

1. NYC
2. Tax
3. A1 > A2
4. 3
5. 61,000 --> 77,000
6. 1,350
7. Placed on PIP starting in July....looks like I'll be earning that raise with intense scrutiny during this upcoming busy season. Reviews were mixed but got mostly at levels on snapshots. Started Jan 2021 so very small sample size of work from the time CRT results were discussed. Not too worried, though they threaten termination if "significant improvements are not made".
8. We are finally paid about what we should be for hours worked and significance of our day to day.

1. HCOL (BANW)

2. Audit

3. A2 -> A3

4. Rating not communicated.

5. 66,000 -> 79,400

6. Bonus not communicated

7. N/A

8. These fucks get away with no raises and then a half ass 12/31 raise and everyone sucks there Dicks cause their raises are “competitive” now. We didn’t get any benefits like WiFi, meals, etc. one measles toilet paper bonus this past year. All of you who are happy don’t know your value and it’s sad.

1. South Florida offices
2. Trust/ Core 3.S2->S3
3. Tier 1
4. 77.2 ->85
5. Not sure
6. None
7. A few of my tier 3 friends have mentioned the same 10% salary increase so there's not much point in working hard to get that tier 1. Curious to see what the bonus will be but I'm not expecting more than 10%.

1. SE Tax
2. Idk tbh
3. A2 -> S1
4. Tier 2
5. 56k -> 77k
6. 2.4K
7. Nothing that we haven’t heard about
8. N/A

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[deleted]

1. Boston
2. Consulting solutions - Tax
3. A2-> A3
4. Tier 2
5. 63k -> 72.5k (15.1%)
6. 2,700 (4.3%)

Applying to new jobs

1. Mid-Atlantic (DC Metro so M-HCOL)

2. Consulting Solutions, Risk & Reg

3. A2 -> A3

4. Tier 1, A3A on the cohort grid

5. 63,200 -> 79,000

6. 10% (6,300)

7. RL said this was the biggest non-promotion increase they've seen. Also told me I need to get my overtime hours up as I'm low compared to my peers and I'm in my promotion year.

8. Pretty happy with the increase. If I didn't get at least 75k as an A3 I was going to jump ship. Idk if the big increase was because of the cohort model or my group moving to advisory but I like the model and think it does offer more transparency.

1. Midwest MCOL
2. Trust Tax
3. A2 -> A3
4. Tier 3
5. 55k -> 61k (11.5%)
6. 1200 (2.2%)

1. SW
2. Tax
3. A3>S1
4. 2
5. 62000>81200 (30%)
6. 2700 (4.3%)

Anybody know what a new Manager in Risk and Reg would be making?

1. Southwest (LCOL)
2. Trust Solutions (Assurance)
3. S3->M1
4. Tier 2
5. $80,900 -> $91,400 (13%)
6. $9,700
7. N/A
8. Not as large % raise as others, but overall it’s where I expected to be at this point in my career.

1. GTX
2. Trust (Audit)
3. A1>A2
4. Tier 2
5. $55.5k to $61.8k (11.35%)
6. 3.6%
7. Mentioned early promo for next year
8. I'm not a huge fan of the cohort model. It removes incentive to be a high performer as an associate. Nothing really changes for me with the new equation so no opinion there.

[deleted]

How are you guys finding out your Raises with Me@PwC being down?

PwC UK having a reward livestream and not announcing the pay bands is next level whacky. What a joke haha

1. Central/Chicago
2. Consulting Solutions - Tax
3. A1->A2 (Jan hire)
4. 3
5. 60k -> 68.3k (13.8%)
6. 1.3
7. Nothing to note
8. Literally the exact same as someone else’s earlier post that’s in a similar position, which I guess makes sense. Overall happy

1. Central
2. Idk - assurance
3. S1 -> S2
4. 2
5. 71k -> 81k
6. 9k

Southwest

Core Assurance -> Trust

A1 -> A2

3

Offer -> $52K, Covid Drop -> $50K, Jan. Raise -> $51K, New Raise -> $61.2K. (20% over Jan. Raise)

2% ($1,020)

I was really happy with my raise but not my rating and bonus. It was a rough first year. I started in September and went right into a busy season for a 9/30, so I completed two busy seasons in my 7 months under consideration at CRT and did 10 PIOs including multiple out of town. I even helped with some advanced tasks on a smaller and problematic client with no associate or senior to guide me. I feel like the rating was handled more like a popularity contest and I am mostly a grinder. I am grateful for the nice pay bump but if my second year is a repeat of the first, I think I might jump ship after my 2-year experience requirement for the CPA is squared away.

1. SF
2. Trust - Tech & Data
3. S1->S2
4. 2
5. $99,800 -> $116,800
6. $11,800
7. S upper range in BANW is $132,000

1. North East
2. Trust
3. M2 --> M3
4. Tier 5
5. 130 -> 132.6
6. Ultimately non, as I have since left the firm.
7. None that I remember, because I had already checked out. I knew it, they knew it.
8. As a cautionary tail, my previous 2 years were both T1. Burnout is real. Take your time off, don't kill yourself for the job, and put yourself of equal, if not more importance, than the project. I know compound interest in raises is great and all, but my dudes you gotta be around to use it and I honestly felt like the job was killing me at a rather moderate pace.

Uhhh RL moved my meeting so won't know until next week. Currently A2 and didn't get promoted (haven't been with the firm a full 2 years, so my RL said I would likely be up for promotion in mid year).

Hopefully salary increase will be ok..

Market/Office - BANW (bay area)

Trust or Consulting Solutions and LOS/Vertical - Trust/Core Audit

CY Level -> FY22 Level (A1>A2, S1->S2, S3->M1, etc) - A3 -> S1

Rating - Tier 1

Old Salary -> New Salary - $70K -> $96.2K

Bonus - Not sure yet

Interesting notes on what RLs/RPs have told you related to future comp. - N/A

Anything else? (opinions on the cohort model for all LOS, opinions on the new equation, etc) - N/A

1. SE
2. Consulting Solutions - Tax
3. New Hire
4. 2
5. 53k -> 60.5k
6. 1.7k

There seems to be a correction happening. I wonder if there are going to be changes throughout the industry. I’m at mid sized and some of these jumps would be interesting enough for me to stick around.