💰 Consulting Exits & Compensation

🎯 Poll Insight: What Do Consultants Expect?

In a recent LinkedIn poll with 420 votes, we asked:

“What do you expect in terms of compensation when exiting consulting?”

Here’s how the responses broke down:

• 32% expect to stay at the same compensation level

• 29% hope to earn more

• 25% are comfortable with up to a 10% pay cut

• 15% are okay with even a 20% decrease

This tells us that 40% of respondents are open to taking a pay cut—a significant indicator of shifting priorities.

🧠 Beyond the Numbers: Why People Leave

While compensation is always important, it's rarely the main reason consultants leave the industry. In our broader research and ongoing conversations:

• A staggering 68% of consultants said better work-life balance is their primary motivation for exiting.

• Only 7% cited compensation improvement as their top reason.

These numbers reinforce what we see every day: for many professionals, mental bandwidth, flexibility, and family time have become more valuable than maximizing their paycheck.

💬 What We Hear from Candidates

In our one-on-one conversations, this trade-off becomes even clearer.

Most former consultants tell us they’re willing to take a short-term hit on compensation if it means:

• Fewer hours and more predictability

• Time for personal growth and family

• Opportunities to build long-term value in a less transactional setting

It’s not about giving up ambition—it’s about redefining success.

👥 For Hiring Managers

If you're hiring ex-consultants, don’t assume salary is the only (or even primary) negotiation lever. Consider emphasizing:

• Your company’s flexibility and culture

• Sustainable career progression paths

• Long-term wealth-building opportunities (equity, LTIPs)

You may find top-tier talent more receptive than you’d expect.

What’s your take? What would you be willing to trade for better balance or growth potential?

Let’s keep the conversation going.

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