Does anybody work at EY?

[MrsKipling16]

I’ve seen a role on the careers page that I’m potentially interested in, however, there’s no salary listed.

I’ve called the helpline number to ask, and the response I got was “we don’t share the salary until you’ve successfully completed the assessment” - I explained to the recruitment advisor that I wouldn’t want to waste mine on their time by going through an assessment process without knowing what the range was given that it’s a senior role, and in my experience, different organisations use different job titles and have different structures therefore it’s hard to gauge how “senior” the role is and that what I was hoping for was an indication - e.g. “pays between x and y dependent on experience” type thing.

I could complete my candidate profile (which the website suggests will take approx 30 minutes) and hope that I could get the salary range at this stage of the process, but given today’s experience, I’m not sure if I’m right for EY/they’re right for me - I’m not unhappy in current role, was just idly perusing and thought the opportunity sounded interesting! Annual leave allowance and pension contributions were available for me to see, and are less that what I get now, hence being keen to understand the salary before taking further.

Happy to PM a link to the role if anyone might be willing/able to give an indication of pay range? TIA

'As a company, we feel that setting salary bands before we know who we’re offering a role too would really restrict us.'

I'd hazard they might know the difference between 'to' and 'too', to boot . . .

Actually, I'd've said 'before we know to whom we're offering a role' - but then I work 3 NMW jobs so, never mind Ronaldo: I'm barely Carlton Palmer . . .

There's a pattern with the female staff who you "develop in house". I just can't put my finger on it...

My sister works at EY and I work at another Big4. Senior manager grade is a very wide sart band due to some people staying at that grade for 10+ years and needing to be able to promote within grade. It also varies a lot by service line and location. Specialist areas like actuaries pay more than audit and London pays more than regions with North/Scotland being the lowest.

Average SM for regions would be £60-80k, top end £100k. London top end might be £120k. Speak to a recruitment agent that works with Big 4 in your area and you'll get a much clearer picture. Its all quite openly discussed by recruiters.

Not sure if you got an answer OP but Senior Manager is a large range. Entry point typically £80k rising to £120k . But some external hires do argue for more. Get a bonus/pension/benefits on top

So as women we need to lie about our salaries

That will reduce the pay gap

Actually, I'd've said 'before we know to whom we're offering a role' - but then I work 3 NMW jobs so, never mind Ronaldo: I'm barely Carlton Palmer . . .

*

😂

What on earth is wrong with being 'money driven' or just wanting a decent salary for a role?

Sounds like you are shooting yourself in the foot as you're a below market payer so will be missing out on loads of candidates/ applicants who will see the lack of salary advertised as a red flag.

You'll end up struggling to recruit people who will stay, gym membership doesn't pay the bills.

Doesnt sound like she was developed very well in house then, if after a few years of development she was only 25 percent as good as one you found elsewhere. Your sales must have really suffered over the last few years.

It's really hard to apply for jobs with no salary. But even worse than that is when the company asks you what your salary expectations are and you have no idea what theirs are. Not only a huge potential disadvantage to the candidate if they say a figure lower than what the company expects but also people like me who are not white have a perpetual lower salary as I've continually been underpaid as a result of racism having lived in a very white area. So how on earth do I ever step up.

Especially when a lot of companies hear a low salary and either think wahay let's hire this cheapy or oh is that all you're on you must be rubbish.

I don't understand why you would alter your salary expectations on account of being not white?

I'm not white either but I'd stare my expectations based on my skill set and where I'm advised by recruiters I sit on the market given my experience.

I applied for a role that matched my current one, had lots of requirements but no salary listed. Got an interview, all going well then at the end they asked my current salary and saw the look of shock on their faces. "Well, this is a more junior role". Basically there way of wanting to pay less cos the job description wasn't a junior one at all. Felt like I'd wasted my time and have learned my lesson that even their adverts and job descriptions don't match their "competitive salary', whatever that means.

@Metabigot of course I don't base my salary on not being white. My point is, that from the start of my career I've been paid less. So when I go to a new job and they say what salary are you on now, they use that to base the new job salary on. So I'm stuck in a perpetual low salary zone until I get interviewed by someone that doesn't do this or doesn't ask the question 'what are your salary expectations'

And to those saying the culture is more important than the pay so they don't mention it until the role is offered, it's such an epic waste of time all around when you have to turn down a role you've spent hours interviewing for because they wouldn't mention the salary and it was always too low for the role anyway.

Microsoft pays what the job is worth. They can give women big pay rises upon joining as they disregard what you were on previously and pay according to grade. I was surprised and impressed.

I guess they've looked at what actually happens and realise it's not fair. Wish everyone else would wake up too.

Oh no, are you trolling this thread. Can't you also see a potential gender bias. Man paid quadruple!!! for doing the same job

This too. Women need to be developed here

I refuse to say what I'm on. But I have spoken about salaries for other jobs I have looked at, the ones that pay well and managed to make a case that that is the thing they are competing against. It worked for me the one time I tried it.

I was on £80k as a SM in London 15 years ago but they were extremely stingy with pay rises when in that grade, some years most people got 0% (partner profits rose of course). £80k was top of that pay band at the time. This was one of the lower paid service lines. Consulting and transactional advice salaries were much higher. Some of the people were awful, the hours were terrible and the workload was ridiculous with not enough people to do the work. I took a massive pay cut when I left and have been infinitely happier in my life since leaving. They talk a lot about gender equality but don’t walk the walk - not advertising salaries is a prime example of how things haven’t changed since I left! They wouldn’t even set targets for gender balance at partner level when I was there, let alone strive to achieve 50/50 balance. Gender balance is better now but not sure a lot of other things would have changed.

If they won't tell you the salary, they won't pay what you're worth.

It's bollocks.

fucking ridiculous. you should be ashamed of wasting people’s time like that

When I'm interviewing and am asked my salary expectations, I say
"Oh yes, thanks for bringing it up. I'd been meaning to ask what is the salary range for the role?".
So I turn it back on them, and they either have to say the range, or refuse.

If they refuse, then I just say I'm looking for a competitive market salary commensurate with my skills and experience.

Sorry OP, nothing useful to add. Sounds like you may be better applying elsewhere though unless you're not remotely interested in money* and have a particular hankering to work at EY.

(*But, why on earth would anyone work for EY for any other reason?!)

We offer for example free gym membership, private medical insurance and discounted childcare, which can really add up. Well the PP who wrote this is full of it, aren't they?

I have my preferred gym and medical care already thanks, no childcare to fund. So I'll just take the decent and upfront salary please, for the work offered. So I can fund my choice of mortgage, car, pension, elder care package, etc. {Insert expletives here.}

What a load of utter, utter bollocks

My experience is that candidates who are desperate to know salary details are very money-driven whereas we like our applicants to be attracted by our company culture and the role itself. In our experience, people are often prepared to overlook a lower salary once they get to know a company.

So you only want to employ rich people? Of course most people are 'money driven', they do the job to pay for their living. Anyone who would use a gym membership usually already has one so hardly a worthwhile perk.

And your company culture won't help me if you decide to make my role redundant.

Dh interviewed with EY quite a few years ago,
for a director position, at the beginning they asked his current salary - he had to meet about 10 partners - process took ages-then they offered him 25% lower than his current salary, it was more than a bit shocking, they really didn’t get it. They upped the offer a bit but came nowhere near expectations or his current salary. PwC offered him top of the director band almost double the EY offer.

My sister had a similar experience with EY recently - they interviewed her for Senior Manager and then offered her.a Manager position, they denied it was a Senior Manager role she was recruited for - the HR person confirmed it was indeed a SM role and got bollocked for doing so. They have a bit of a reputation for not being great to work for..

if you are short on time stay clear!

Come work for GT. They are outstanding and in top 20 companies for working families. Really flexible, excellent packages and senior managers start at around £65+

They will tell you what the salary is too. Love it there.