Curious to know. If someone has been working in a non-tier/smaller law firm for few years at the beginning of their career, their fees would usually be lower than what a person of same PQE would be earning at a Tier 1/2.
Now if this someone joins a Tier 1/2 law firm, after a a few years of working in the non-tier/smaller firm, will they be paid lesser than their colleagues at the Tier 1/2, who are at the same PQE level and have been there since their day 1?
Which firms usually follow this? And which firm don't?
Please confirm if the following understanding is correct:
Say X earns 10lpa at a small firm at A2 level. X has been only in small firms since X's day 1. Say Y earns 16.8lpa at a Tier 1 firm at A2 level. Y has been at said Tier 1 since Y's day 1.
Now say, X is joining said Tier 1 firm (where Y is working) at same A2 level.
Per the 10-15% math, X will be earning in the range of 11lpa to 11.5lpa, despite his peer Y at same firm earning 16.8lpa.
So, how would X ever be able to match their salary to that of a Tier 1 associate who has been at Tier 1 since day 1?
Do all firms do this 10-15% hike and not match the salaries with existing associates? Or are there any exceptions? Because if there aren't any exceptions I am wondering what scope would someone like X have to increase his salary prospects.
That's insane. So your first job alone decides whether you'll be rich or poor? I don't think that could possibly be the case. It doesn't make sense for the firms either.
But would someone be starting at A0 say despite having worked for three-four years in smaller firms? I can understand discounting one year or so but total discounting doesn't sound right. Which firms do this?
No, some firms have this policy, but must will negotiate pay lower than usual. Like someone else said, someone with 4 5 years exp won't be starting as A1 fs
What I am understanding is that most T1/2/3 have pay bands for their Associates at diff levels. And they can either choose to fit or choose not to fit an incoming Associate from a non-tier within their existing pay band. Ig it depends on the candidate and their work ex. So by negotiating a lower pay are you referring to the T1/2/3 firms not fitting an incoming Associate within their pay band?
If that's what they do, any way this can be overcome? What can one work on, to be paid in the same range? Be exceptionally well at work or have contacts? Ig things like the law school cannot be changed now.
Started career at a small place with 12-15k/month. Moved to T-1 after 1 year work ex as an A0 with 80k/month, which could have been between 1-1.2L/month had I joined directly the T-1.
Congo on making it to T-1! I hope it works out well. That 80k hike from 12-15k is decent but definitely not commensurate with say your peers at the T-1, as you mentioned.
To understand further. Do all firms do this 10-15% hike and not match salaries with existing associates? Or are there any exceptions? Because if there aren't any exceptions I am wondering what scope you would have to increase salary prospects to match your peers at T-1. Frequent changing of jobs may be one way but I don't think that would be very feasible or well appreciated.
some chambers would have seniors who have prior work ex in law firms. any way you can connect with them if you know them and ask for a referral? alternatively, try getting in touch with recruiters.
Worked at non-tier 1 law firms for approx. 2 years and now moving to a tier 1. Salary has been increased by 110% but been put in A0 experience bracket. Their A0 gets double of what the non-tier 1 A2 would get. It's demotivating to have your experience reduced to nothing, but you also realise that their pedigree is different and you would need to build that pedigree to progress in that environment.
That is a bummer, yes. I have seen this may or may not be the case with all associates jumping shift to a tier 1 from a non-tier law firm. At this point don't know what is the criteria. Which practice sector is this? And any insights on how you got this job? Did the discussion on discounting the experience happen during the interview process with the firm? Wondering because most recruiters don't help with recruitment at A0 level.
Now if this someone joins a Tier 1/2 law firm, after a a few years of working in the non-tier/smaller firm, will they be paid lesser than their colleagues at the Tier 1/2, who are at the same PQE level and have been there since their day 1?
Which firms usually follow this? And which firm don't?
Say X earns 10lpa at a small firm at A2 level. X has been only in small firms since X's day 1.
Say Y earns 16.8lpa at a Tier 1 firm at A2 level. Y has been at said Tier 1 since Y's day 1.
Now say, X is joining said Tier 1 firm (where Y is working) at same A2 level.
Per the 10-15% math, X will be earning in the range of 11lpa to 11.5lpa, despite his peer Y at same firm earning 16.8lpa.
So, how would X ever be able to match their salary to that of a Tier 1 associate who has been at Tier 1 since day 1?
Do all firms do this 10-15% hike and not match the salaries with existing associates? Or are there any exceptions? Because if there aren't any exceptions I am wondering what scope would someone like X have to increase his salary prospects.
If that's what they do, any way this can be overcome? What can one work on, to be paid in the same range? Be exceptionally well at work or have contacts? Ig things like the law school cannot be changed now.
To understand further. Do all firms do this 10-15% hike and not match salaries with existing associates? Or are there any exceptions? Because if there aren't any exceptions I am wondering what scope you would have to increase salary prospects to match your peers at T-1. Frequent changing of jobs may be one way but I don't think that would be very feasible or well appreciated.