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Hi Jager, check out these threads:
Or maybe the following pros can chime in... StoicHoosier Greg-Pulver Tofil
If those topics were completely useless, don't blame me, blame my programmers...
bump
Target is 10% of my base.
Hitting target is 50% dependent on company performance and 50% dependent on personal performance (with the chance to exceed 100%)
I don't think you're going to get any answers that you can draw much insight from. Bonus numbers vary widely across firms in corp dev. For example, when I recently went through the recruiting process, I received an offer from two separate firms that offered me the same base salary (give a few grand), but one firm was at 5% bonus, while the other was at a 5% to 40% range with a target of 20%.
Agree with Sil, bonus structures in CF are far different than how IBD/PE operate. My experience is the larger the company, the more strict (and muted) bonus %s are at lower levels.
Agreed with both (Sil ).
I think generally, its prob 5-15% target bonus for mid-level corporate finance - if you had to put a number down.
Here in Defense, until you get to the director level, the only bonus possible is completely reliant on company performance.. and it ranges from 1%-3% of base. It sucks.
what's the path to director...
analyst-sr analyst-manager-sr manager-director?
The official hierarchy is:
FA I > FA II > SFA > Principal FA > Mgr I > Mgr II > Mgr III > Sr. Mgr > Director
But, sometimes people skip Principal FA and one or two of the manager levels. The youngest director I've ever seen is close to 40, though I once heard legend of a guy who hit director at 29.. but this was over a decade ago.
Currently an SFA at a tech company at target bonus is 10-12% of base
Perferendis eaque veniam cupiditate est. Aut vero rerum ad id fugit. Vel libero laudantium aut deserunt ut iste modi.
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