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

I think sometimes there is a delusion that expensive = good quality. When often that couldn't be further from the truth.

No one wants to admit to having bought a dud.

To be honest I’ve heard the same😂 sometimes boards what the shiny designer stuff that looks good but doesn’t work from a practical perspective. But they still pitch and win jobs with higher costs and they win where EY can’t. They operate in different spaces and their people are paid very different market rates.

And that goes for people too - when they've paid £400k for a sales director, expecting great things only to discover that their superstar's impressive sales record was based on being in the right place at the right time and very little to do with superstar talent and when faced with tough market conditions they just can't cut it. It takes a big person to admit a new recruit that they have paid top dollar for isn't going to succeed.

They operate in the "we saw you coming" space.

They get a lot of business from the public sector.

@Sleepwhereareyou

Our £400k sales director has actually done incredibly well. New client acquisitions are up by 1000% since he joined.

That in turn allows us to protect jobs elsewhere in the business.

Being brutally honest, how much you pay receptionists or accounts staff will not determine your success as a business. It is the Cristiano Ronaldo’s and Angelina Jolie’s who need to be attracted and rewarded commensurately you their talent.

Quite interested in what it was about the interview process, other than the very annoying decision not to reveal the job's pay, put you off working there.

I recently interviewed there too, and when I pushed they did give me a salary range. As it was less than I currently earn I made the decision to withdraw, but it was with regret as I had enjoyed the process thus far.

absolutely, and in reality some of those perks are highly discriminatory. most parents/carers/part time workers can't be doing Friday night drinks.

And private healthcare is nothing special, I get that in the public sector and I've not had a pay rise since 2017. I know which I'd prefer.

Which part of the public sector offers private health care? Is this Benenden you are offered?

I agree with you but paying someone £400k doesn’t make them a superstar and just because they have been successful elsewhere doesn’t guarantee that they will achieve success with you. Recruitment is always risky. Talent is thin on the ground.

I'm intrigued too. Had a few public sector jobs and none came with private healthcare.

That wasn't my point Sleep

Your company sounds quite vile and devoid of any decent values of your posts are anything to go by. My guess is it will not exist in 10 years.

I can’t imagine anyone being proud of the stuff in those posts.

No it's Axa and I'm afraid I'd rather not say where I work on a public forum

@LimpBiskit

We value all staff equally but of course the way that is manifested is going to differ depending on the category of staff.

So for Mike in IT or Edna in PR and other ‘workhorse’ roles, a better way to do that for both parties is actually through a few days’ extra annual leave, discounted gym membership and canteen and Friday drinks trolley. Rather than necessarily matching Company X paying a few £k more.

That then gives us the flexibility to be able to compete at the very top end of the market in attracting superstars who will make a real difference to our business.

I can't believe you're real. Not in a troll hunting sense, but along the lines of you being a caricature of people I didn't actually think existed.

Why can't the 'workhorses' (your terminology is getting worse with every post) have better salaries instead of drinks trolleys and useless gym membership? What exactly is your logic there?

@saraclara

Because as a relatively small business on our sector, we have to use our limited resources where they will have most impact.

Paying an average of say £7000 a year extra to 500 ‘workhorses’ would cost £3.5 million a year and prevent us from being able to pay the sums required to attract superstars in key areas of the business.

But if it’s such an amazing culture why wouldn’t the superstars want to work there automatically regardless of pay? Are they too money-driven?

Are you an overpaid superstar or a culture-loving workhorse?

This thread is a world away from my own professional life. But it's a really interesting read, and I'm reassured in a way, that all but one of you high flying (and way WAY above my salary) posters actually have a decent, realistic and appreciative attitude towards those in your companies who are not.

And that's fine if you want to do that, your reasoning makes sense for your business, but let's not pretend it's better for both parties, because it isn't. You can create a positive culture without those 'perks' and people would prefer that, with the extra money, for the most part. Culture isn't about gym membership.

If that's the way your business is run, fine, but don't complain when people do jump ship fairly swiftly if they get offered more money elsewhere.

'Being brutally honest, how much you pay receptionists or accounts staff will not determine your success as a business. It is the Cristiano Ronaldo’s and Angelina Jolie’s who need to be attracted and rewarded commensurately you their talent.'

Still doggedly clinging to those apostrophes, I see. Good for you.

Jolie was a curious choice, btw. She's not particularly bankable - 'Eternals' was a stinker - and that 'Best Supporting' Oscar was 20 odd years ago.

If I was recruiting for a professional role that involved written communication and an applicant couldn't use apostrophes, they'd be in the reject pile.

I always try to recruit people who are more talented than I am - anything else is more than a bit daft.

@TreeLine6 has based their persona on their idea of a success in business- Chris Finch.