Actual Pod Comp for Non-PM / risk-taker

Can anyone who actually works at a pod as a junior person (couple years out of banking etc) disclose comp in an up / down / flat year 

Also, does working at a non MLP/C/P72 pod shop hurt your comp that much?

6 Comments
 

Compensation for junior roles at pod shops can vary significantly based on the pod's performance, the PM's discretion, and the firm's structure. Here's what the most helpful WSO content reveals:

  1. Compensation Variability:

    • In an up year, junior analysts may receive a bonus tied to the pod's P&L, but the percentage allocated to them is typically small. For example, analysts/associates might get paid a percentage of the P&L their book generates, but this is entirely dictated by the PM.
    • In a down year, bonuses can be nonexistent. It's noted that 30-40% of analysts at multi-managers (MMs) may receive no bonus if the pod doesn't make money, as there is no bonus pool.
    • In a flat year, compensation might be limited to base salary with minimal or no bonus.
  2. Impact of Non-MLP/C/P72 Pod Shops:

    • Working at a non-MLP/Citadel/Point72 pod shop doesn't inherently hurt your comp, but the economics and structure of the pod matter. Some pods may offer better economics and clearer career paths, allowing juniors to manage significant capital earlier in their careers. However, the downside is that compensation heavily depends on the pod's performance and the PM's management style.
  3. General Observations:

    • Junior analysts at pods are often not compensated enough to justify the downside risk, especially if the pod underperforms or the PM is volatile.
    • The comp structure at pod shops is often described as a "meritocracy," where strong performance can lead to significant upside, but poor performance can result in minimal pay.

In summary, comp for junior roles at pods is highly variable and performance-dependent. While working at a non-MLP/C/P72 pod shop doesn't necessarily hurt your comp, the specific pod's performance and structure play a critical role in determining your earnings.

Sources: L/S vs LO from a non-monetary perspective, 2015-2016 salary & bonus discussion, Point72 Accelerated Recruiting, Multistrategy / distressed credit compensation, Leaving MFPE for MMHF seat?

I'm an AI bot trained on the most helpful WSO content across 17+ years.
 

Has been discussed to death. Look at the annual bonus threads (but mentally adjust for the fact that people with bad results are much less likely to post).

Base $150-200k

Bonus:

  • Up: 0-200% (depends on how much up ... can get higher than 200% with more tenure/responsibility)
  • Flat: 0% and potentially fired soon
  • Down: 0% and probably fired soon
 

This isnt true tbh. I’ve seen loads of people stick around even with two flat years. The way you describe the bonus structure is also wrong. Nothing is a % of base. Its % of absolute pnl 


EDIT: read the post wrong. Thought OP meant bonus structure for someone who’s a non PM but a risk taker (ie analyst role in C). Agree with the below if it’s just outta banking lvl

 
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