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It is a very niche field. If you can get in, it's okay. I know someone who did that for a few years at Mercer. He moved onto a pretty big bank completing the bank's internal compensation needs. Naturally, you will leave and go in-house at a big company researching compensation trends, manage stock incentive/comp plans, maintaining comp database, possibly coordinate the preparation of aspects of certain SEC filings like the proxy statement.
I would advise you to try to leverage the experience by moving onto a bigger consulting firm like McKinsey and dealing with general matters. If you can't it's a pretty limited field. Head of HR would be the highest role I can imagine. Not sure how much this last piece of advice is worth. You'd need someone from the Big 3 to comment about how realistic the transition would be.
Equilar isn't an exec comp consulting firm per say, they're more of an aggregator and surveyor of executive compensation data that consulting firms and the media will go to. I can't really speak much about a career path starting from Equilar.
Exec comp consulting on the other hand is a really niche area dominated by a few smaller companies. Mercer is known more for the HR consulting in general rather than exec comp consulting. If you look on the Def 14A or proxy statements of almost any public company, you'll find the consultant that they use.
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