Advice- My team were all given a raise in March except me. I brought it up to my manager who recently started. First reaction was I am still new and a raise wasn’t warranted. I told him 2 other recruiters on my team started when I did. He said he would need to look into it. Today he told me 3 of my HM’s don’t feel supported (despite having the 2nd most hires) and I could either resign or go on a PIP. I’m the only minority on my team have double the req load and supporting the most dept.

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I would dig into the why’s more - this sounds like implicit/unconscious bias. Document everything. Record the convo privately if you need to. Take it to HR if you sense the red flags. And in the meantime, start job searching for somewhere you will be valued


Come with the numbers and the facts and request where it’s been mentioned to you that’s your managers don’t feel supported by you. This has happened to me and I 100% mentioned being the minority in the group out performing everyone on the team and my workload ( showed the numbers) and mentioned that I don’t get the same consideration for promotions and increases. There seems to be a bias and if there’s no one above ur VP of HR you go to who they report to in my case it was the CEO. But put everything in writing don’t do anything over the phone that’s not recording both ends.


Do you have an ethics reporting of some kind or internal legal depth? I would try those.


There is no documentation to me since I’ve been here addressing performance issues.

Sounds like everyone was asked for feedback except you. I would ask for an opportunity to provide feedback on how the team is going so leaders can have a balanced picture. You might be a lone wolf high performer, and so it’s important your experience is included in the decisions so it’s not just the squeaky wheels getting the oil.


Given that your Manager is new to the company, it sounds like they are trying to make an impression and win over the stakeholders at your expense. They said you could resign or go on a PIP gives me the impression they already have had a conversation with HR and have created a bias towards your work.

Is there any possibility that your stakeholders may not be happy with your method or quality of work? You have the second-highest number of hires, but part of Recruitment is also managing stakeholders' expectations. Yes, you are overloaded, which can make it very difficult, but did you try to understand them and let them know what was feasible and give them options?

A Mentor once told me that sometimes we could hit all of our targets, but if our method/delivery is questionable, what good is it to hit our targets? If you think or have a good relationship with these stakeholders, ask for honest, candid feedback and find out how they value your work.

Based on the feedback you get from the stakeholders, it would tell you your options. If it is all positive, ask HR if you can switch to a different Manager and state your case. If they can't change, you know you need to find another job.
If stakeholder feedback is mixed or constructive, go to the Manager and let them know you didn't realize there was an opportunity to grow and develop and that you would like that opportunity. See if they coach and develop you based on how they interact with you after talking to them in the next couple of weeks.


This sound so fishy. I also believe you were targeted because of your minority status from the information you have provided. Honestly if it were me, I wouldn’t go down easily specially when it comes to something like discrimination and then being retaliated against for asking for an explanation.


I wouldn’t explicitly talk about race, but present all the evidence in such a way that they will have no choice but to defend against what you are implying.

Keep a burn folder 📁 and a positive feedback folder 📁 these people have conveniently selective memory!!! They forget when you’ve done well but if you ever slip up it’s etched on their memory forever.

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