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

@MrsArchchancellorRidcully the new family policies at GT look amazing! How is the pension?

@Mushroo the pension is pretty good too. They pay up to 8% and I match it up to 9% (my choice). I'd prefer 9% from them but they put on regular seminars from Scottish widows explaining how to make the most from your pension.

I was made redundant last year and thought it was the worst thing that ever happened to me. GT stepped in and offers me a job and best thing that's happened. They really do more than tucking boxes. They really mean what they say from top down. Brilliant employer.

@MrsArchchancellorRidcully thats amazing. I actually might look into applying!

I suggest giving wide berth to companies who don’t want to adequately compensate their employees and think working for a big name should be payment enough. You can’t pay your bills with goodwill.

Unwillingness to tell you the salary is a big indicator.

But I never heard EY operated this way. My company doesn’t publish the salary online typically but the recruiter will tell you if you ask. It’s a waste of everyone’s time to interact if it’s not the range you seek.

@TreeLine6 you don't sound bright enough to be a company director.

This is good to hear! If I'm ever looking to go back into practice, GT will be on my list...

Have you seen the present Prime Minister? If she can make PM then anyone can be a company director...

Another of the "Big 4" also does this - DH applied for a role with them and got all the way through but the salary they were offering was too low (is less than current role at the time) and he'd still have to factor in travel costs after tax. When you have a young family, bills still have to be paid right there and then, we can't all wait to see if pay rises would be forthcoming. They didn't budge on the offer so he turned it down.

Very very true! 😭🤣

You don’t have to be - I’m a company director, there’s no bar!😂

@Metabigot

We are not a ‘below market payer’. We can and do pay market salary and well behind for the right candidate and the right role.

However, as a business, we punch well above our weight internationally given our size. We do that by thinking strategically and investing our limited resources in areas that will make the biggest impact to our business.

So, yes we will pay £400k plus for an outstanding head of sales, but we are not going to get into a bidding war over Karen in accounts when the company yo the road are offering a few K more.

@TreeLine6 spoken like a true leader... sod the little man/woman - they don't do anything anyway right?

As Warren Buffet once said:

Culture eats strategy for breakfast

The ''culture'' you seem so ready to defend is representative of all that is wrong in many global corporations and why so many ultimately fail. But obviously not without lining the pockets of their executives..

we are not going to get into a bidding war over Karen in accounts

Careful, your misogyny is showing.

@Pinkyxx

On the contrary, I am fortunate and proud to work for a company that is able to attract and reward people who make the biggest contribution to the business.

We can only do that because we have the flexibility to pay based on experience and ability rather than pay scales. Yes, that means Dave in marketing may be able to earn more down the street. But equally, we can attract staff who a company of our size would not usually be able to.

@TreeLine6 It's interesting that you seem to feel that fair and equitable pay is the preserve of only those who make the ''largest'' contribution to the company in your very subjective opinion.

It's really a little funny to me that you'd pay a Head of Sales such an inflated salary, & think it's a smart move, when virtually every industry remunerates sales roles via blended performance based compensation. I image ''Dave'' Head of Sales is laughing his arse off at your expense. ''Karen'' in accounts [who is very very inconsequential] is ironically just as important as ''Dave'' Head of Sales - why ? because it's all very well that ''rain maker'' Dave wins the bids - who is going get the invoices in and revenue booked? Oh Karen in accounts... shit! Karen resigned. Damn it's year end and ''Client X'' has not paid. Damn, we were counting on that revenue..

The fact your company operates like this tells me that the company isn't ''punching'' above it's weight but rather is a little bitty player with an over-inflated sense of it's own importance/market value. Treating your core staff like shit and making sure many of them know they aren't valued [and being proud of paying below market] isn't something ''clever'' - it's bad strategy. Companies like yours plateau as they can't scale or innovate to keep ahead of the market - why?

Culture eats strategy for breakfast

Agree, entirely. All examples where genders are revealed have a bias against women. Is this person trolling?

The thing is @TreeLine6 Karen in Accounts is important, Dave in Marketing is important. The quality of work they do is valuable. They should be fairly rewarded for doing a good job, not being underpaid so you can splash more cash on other staff.

Your culture actually stinks as you do not value many of your staff.

private medical free gym and childcare. All very nice things to have as extras. But they don’t pay the bills.

I wouldn’t say I’m money driven. But knowing a salary is a must.

company culture is all well and good. But you can’t know if it’s a good fit for you until you’ve been there a while.

dhs company claims to have an amazing culture. Loads of parties. Friday night drinks. Mental health workshops. However in reality staff are over worked and are underpaid.

I strongly feel salary should be upfront. Let's not waste peoples time!!

To not even offer a range is a shit recruitment technique. It is antiquated and does not attract the best candidates.

I was offered a role the other day. Not even looking but a friend was recruiting. Associate director at a big funds firm. £90k. Which is two jumps above my current level. And way more money.

I turned it down because a) not looking to move. And b) her comment of “we’re really flexible and have an amazing culture” turned into “we all work 9-5 then log in at home to do the “rest””
so no.

KPMG where I am have started the 4 day week. However the staff still have to get 5days work done in 4. And get paid for 4 days a week not 5. so again over work. Especially at the junior levels where exams are being done and it’s very much a fail one and you’re out culture.

KPMG where I am have started the 4 day week. However the staff still have to get 5days work done in 4. And get paid for 4 days a week not 5. so again over work.

I wasn't aware of this - how does it work? Do you have 4 days to charge the 35hrs to your timesheet (minimum) and the get 80% pay?

Or is it just that you are notionally part time but the amount expected doesn't decrease?

The thing is just because Dave can get paid more down the road doesn’t make the competitors wage “market rate” - what is that average? What the market pays? Who’s the market? We get salary info from an organisation that collates it for each level of employee in consultancy - the variation is staggering. Firms like McKinsey and Boston Consulting offering sky high rates at the top with EY coming in a just below middle ranking. Should they all be the same? Boston Consulting offer higher salaries because they want the absolute best - their business model depends on it. When it comes to winning work both will have their strategies and their clients will have their budgets. Simplistically, sometimes work is won on price only, with only a min standard of quality required - EY bids on it and another job required skill, innovation, deep market knowledge, with price less of a factor and Boston Consulting wins. EY could not pay BC rates - they don’t and couldn’t win the same work. It’s a market - you want to earn the big bucks - you go to the top payers, which isn’t EY. Mind you I’d also think that for the extra salary you get at BC or McKinsey you’ll be expected to put the hours in and then some. You place yourself in the market as an employee - up to you to test what your worth is - you get a job with either of these companies and if you can’t justify your salary and you’ll be out the door very quickly.

This is exactly what has happened to me. I moved from the City in to Education, as part of a career change to look after a young family- so accepted the industry's reduced salaries. My skills qualifications experience didnt change and in fact improved. Moving back to City-type jobs I am being queried openly why I am looking for a higher salary. It is more likely to be women that this affects, so going forward I wont be declaring current (pittance of a) salary. And I am moving for 2 reasons - I dont like the culture and I cannot live off my current salary.

I've seen a lot of what McKinsey produce, in various roles over the years when I've worked for organisations that have paid for mgmt consulting.

It's nothing but toilet paper. Honestly, I've yet to see a McKinsey report that provided any insight or analysis the organisation didn't already know.

Can't speak for Boston Consulting as I've not see their work.