Does E&Y pursue candidates after offer is extended?
I have 4 offers on the table from different firms in varied industries. The two that I am torn between are a large cards company for a Senior Manager role and E&Y Manager role in FSO Advisory (risk focus). Both are relatively comparable offers but different locations.
I want to know how E&Y experienced hire process works for Manager roles. I had interviews, did well, got a tentative offer but I did not like the comp. After some back and forth with the recruiter, I had a personal call from the lead partner to talk to me about it and asking what he can do to make it happen. I also have a lunch meeting with an exec Director (he offered to drive to where I am to have lunch). These seem like great gestures but I would love to know if anyone else has had a similar experience; i.e. is this type of candidate pursuit common? The role is in a group that I am not super excited about but appears to have great upside (build out EY presence in an under-represented region and help build out the group).
Thoughts on how to handle? And any general thoughts on EY FSO outlook would be really appreciated.
~ JP
I worked in the E&Y NYC office as a senior analyst. I had so much comp information on my level because I personally know people in the group, but the HR decided to fuck me on an initial offer. I said gently that it is too low, and we exchanged emails back and forth. HR gave me the best and final a few days later, and I sounded a bit indifferent. A few days later, #3 in the group called me twice, asking me to consider this opportunity and how I would be a great fit. BUT AT THE END OF THE DAY, NO INCREASE IN OFFER. Among Big 4, E&Y is known for its nice people and culture - NOT comp. PwC takes the cake when comes to pay.
Given that it's an FSO Advisory, I guess your position is in NYC as well. I had many friends in FSO, and their exit options were pretty good (JPM, Barclays, etc.) - but albeit all BO positions.
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