Most EY people are not getting bonuses this year. (~90%). Make sure you factor that in if you are evaluating a job offer. The variable comp has been non-existent for the last 3 years, so just consider that $0 for all intents and purposes. Regarding pay: Base or bust. "Top performers" (~10%) have still received modest bonuses and raises; however, EY is extremely political and with pressure to have fewer and fewer "top performers", leadership only has so many spots to give to their favorites.

I’ve been in public accounting for 5 years, and spent another 3 in industry and truthfully? I still have no clue what I’m doing. The only reason I’ve gotten every promotion and pay raise is because of one thing: my social skills. Not my technical skills. Not my workpapers. Just my ability to talk to people, stay likable, and manage perception. Sometimes I wonder if success in this field has less to do with knowing what you're doing and more to do with being good at pretending you do.

Entertainment is such a relationship-driven industry, and I keep wondering which reputation carries more weight. I know people who are absolutely brilliant but tough personalities, and others who are just okay at the craft but get hired nonstop because they’re chill and pleasant on set. Ideally, you’d be both, but let’s be real. If you had to pick, what’s better for long-term career survival: being “the best,” or being “easy”?

I'm in my mid-30s and not getting promoted. Thinking it might be that my personality at work is holding me back. I'm the one who organizes team events and brings snacks, but I also struggle with speaking up and keeping promises. Feels like I should be more buttoned-up and serious (and boring) if I want to advance, but that's not really who I am. How do you stay authentic while gaining credibility?

Mid-year review season… and once again, I’m being told I’m a top performer. And yet somehow, I’m still below the team average in compensation. 😤 I asked directly, and my manager admitted I’m underpaid compared to peers, but said, “We really value you here.” Cool… but where’s the raise to match that? How do you actually turn “you’re valuable to us” into something tangible?

My annual review went really well. My manager praised my work, said I’m a top performer, and even used the word “essential.” But when it came to compensation, I got a 1.5% raise, which doesn’t even keep up with inflation. I don’t want to sound ungrateful for the recognition, but it feels like empty praise if the money doesn’t match. What should I do, just flat out ask for more?

I'm a junior. There are a couple of mid-levels in my goup who both have an excellent reputation. One seems to make bonus every year and is super slammed; another says they are barely hitting 1500 per year and complains about the lack of work despite reaching out to partners. Why is there this discrepancy when both are excellent?

I recently got a raise from $92k to $98k after taking on two new clients and training a junior analyst. I was excited… until I found out someone with less tenure is now making $102k. I’m trying not to spiral, but it’s hard not to feel undervalued. Do I bring this up to my manager or just wait until comp review season?

I’ve got lessons I’ve learned about compensation and most important lesson is to record your production. If you keep track of it all, when it’s time to discuss a raise or promotion, it’ll be easier to prove why you need it. What compensation-related lesson would you share with someone entering sales today?

My company just switched to a ranked payout model where only the top 5 reps get accelerators. I’ve consistently been #6 or #7 and now my comp is way lower even though I’m still over quota. It’s killing morale. Would you keep grinding, or start looking for a plan that rewards all strong performers?