When comparing Deloitte, EY, PwC, and KPMG, the question of salary comes to the forefront. The answer depends on what one means by “compensation”: gross fixed salary, bonuses, non-monetary benefits. This comparison highlights the real criteria for interpreting a salary scale of the Big Four without making mistakes.
Variable bonuses and busy season: the true salary differentiator of the Big Four
The online salary scales show an annual fixed salary by grade (junior, senior, manager, partner). These amounts are quite similar from one firm to another. The real differences emerge in the variable part.
Related reading : Analysis of Salaries in the World of Professional Sports in 2024
Since 2023-2024, sector salary studies systematically distinguish between fixed and variable compensation. Performance bonuses, retention bonuses during the closing period (the famous “busy season”), profit-sharing: these elements can represent a significant part of the total compensation.
A firm that offers a slightly lower fixed salary can more than compensate with a more generous busy season bonus. Comparing only gross fixed salaries is like comparing cars without looking at the included options. This is where many candidates make a judgment error before signing.
Further reading : Discover the Average Salary in Algeria in 2021
To delve deeper into salaries in the Big Four firm by firm, it is essential to systematically add fixed, variable, and benefits to obtain an accurate view.
Accelerated revaluation of juniors: entry salary is no longer enough
Some firms advertise an attractive entry salary, but progression then stagnates for two years. This classic pattern is changing.
In response to recruitment difficulties and competition from strategy consulting or banking, several Big Four firms in France have implemented since 2023 early revaluations at six or twelve months for junior profiles. Instead of waiting for the traditional anniversary date, a high-performing consultant can see their fixed salary reassessed as early as the first semester.
This trend changes the game. The “best salary” is no longer measured only at entry. The rate of increase in the first year becomes as decisive a criterion as the initial fixed salary.
What to ask in an interview
Rather than negotiating only the starting salary, ask questions about the early revaluation policy. Points to clarify:
- Is there a six-month salary review cycle for juniors, or is it only annual?
- Is the revaluation tied to a formal performance rating or the decision of the direct manager?
- Has the firm increased the frequency of reviews since 2023 to retain talent?
A firm that offers a rapid increase of several thousand euros after six months may be more valuable than a competitor that offers a higher entry fixed salary but remains stagnant for eighteen months.
Non-monetary compensation: a factor that alters the real ranking
Since the widespread adoption of hybrid work post-Covid, the Big Four have significantly expanded their non-monetary packages. This aspect alters the actual hierarchy of “who pays the best” without it appearing on a payslip.
Extended remote work, additional RTT days, training budget, reimbursement for professional certifications, sabbaticals, international mobility: these elements vary significantly from one firm to another. EY may be more flexible on remote work, PwC may invest more in training, Deloitte may offer more international mobility opportunities, and KPMG may value RTT more.
The trap would be to consider these benefits as anecdotal. An annual training budget covering a recognized certification (CFA, DSCG, PMP) has concrete market value. An additional day of remote work per week represents measurable savings in transport and time over a year.
Building your own comparison
No universal ranking can determine which Big Four “pays the best” without knowing your priorities. The most reliable method is to create a personalized table:
- Annual gross fixed salary offered for your grade and service line (audit, consulting, strategy, transaction)
- Estimated amount of variable compensation (bonus, profit-sharing, busy season bonus) communicated during the recruitment process
- Non-monetary benefits valued in euros: remote work days, RTT, training budget, coverage of certifications
- Progression rate: frequency of salary reviews and average increase rate in the first year
The sum of these four lines gives the “real salary”, much more representative than a gross fixed salary displayed on Glassdoor.
Audit, consulting, or strategy: the service line weighs as much as the firm
One last often underestimated point: within the same Big Four, the salary gaps between service lines are sometimes more pronounced than between two competing firms for the same profession.
A strategy consultant at EY-Parthenon or at Monitor Deloitte is generally better compensated than an auditor of the same grade in the same firm. Strategy consulting activities charge higher fees, which is reflected in the salary scales.
Choosing the “right” Big Four also depends on the targeted profession. If you are targeting statutory audit, the fixed salary gaps between the four firms remain modest. If you are aiming for transformation or strategy consulting, the overall compensation differences widen further.
The most reliable comparison crosses the firm, service line, variable compensation, and non-monetary benefits for each individual situation.