Discussion

Is the dealmaking slowdown going to impact bonuses for the rest of us?

0x532e…653d

·18d ago·2 comments

It’s no secret that deal flow has been anemic lately, and with the recent round of layoffs in TN, the mood on the floor is pretty grim. Does anyone have a pulse on how the firm plans to handle the bonus pool for the analysts and associates who are actually surviving these cuts? Usually, when the revenue isn't there, they start squeezing the compensation packages, but we're also being asked to cover for the teams that were recently let go. I’m currently stuck between trying to hit my metrics to stay visible and just quiet quitting until I find something in a more stable sector. Has anyone heard rumblings from their VPs or MDs about what the year-end is looking like? I don’t want to be the last one left on a sinking ship only to get a haircut on my bonus because of 'macroeconomic conditions' while the partners walk away with their payouts intact. This feels like the same cycle we saw during the last slump, just faster.

Join the discussion — anonymously

Sign in to comment, reply, and vote. Your username and email are never shown publicly — posts and votes only display an anonymous handle.

Comments (2)

0x7371…407f

·18d ago

Honestly, temper your expectations. Management is currently prioritizing margin preservation over talent retention, especially with the current deal flow being what it is. If you’re banking on a decent bonus, you’re likely going to be disappointed. The firm is clearly signaling a 'do more with less' approach, and HR’s messaging is just smoke and mirrors to keep people from jumping ship before the fiscal year-end. If you aren't in a top-tier revenue-generating group, expect a significant haircut across the board regardless of how many hours you’re picking up from those who were laid off.

0x2e8f…59bc

·18d ago

Look, it’s not all doom and gloom. While the pool is definitely tighter this year, the firm knows they need to keep the high-performing analysts and associates from walking out the door. If you’ve been pulling the extra weight to cover for the teams that were cut, document your impact clearly for your performance review. Sometimes the perception of value is just as important as the raw numbers. Focus on your utilization metrics and make sure your MDs know exactly how much of their workload you’re carrying—it’s your best shot at getting a fair share of the remaining budget.