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Faced this weird behaviour from Optum recently. Gave interview for Data Scientist position. HR said feedback is positive. Asked for documents. It's been month now since I have shared the documents. I have no update on the offer. Today I called HR, she called me back saying the position is on hold due to recalibration in team, She has shared interview feedbacks to other teams and will get back to me in couple of days. I am clueless now. My last working day is approaching (In a month). Any Help??
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I was going to say, an employer who recognizes your value only when you’re on the way out isn’t the right place for you.
I take this differently. If you like the firm and were leaving mostly because of money, stay. Their responsiveness to you shows that they are willing to listen.
I say this as someone who had a foot out the door and very lucrative offers from great firms. My current firm made me a counter that made it financially worth it to stay. It's been a great ongoing relationship and I'm glad I stayed.
I emphasize: this only works if you actually like the firm and want to be with those people.
Ok. That’s the hook. If you are a partner now then great. Otherwise good luck!
Never take the counter offer.
True, never take the counter offer.
I don’t think this is as simple as people are suggesting, context matters. Reality is, best way to increase your salary is getting a new job since employers know they have to pay a premium to make you switch. Some people are experts at this, and I’ve watched them climb the salary ladder by strategically jumping ship every few years. I get it, but I feel like personally I’d rather prefer to stay in one place. From employer’s POV, they are rationally trying to maximize their dollars and will pay minimum necessary to retain top talent. No employer is going to on their own give you big salary raises because they value you. They’ll do it under duress (as they are here), or if they think it’s in the best interest to retain you and are seeing the long game. Even if they are great, they aren’t your friends (or necessarily your enemies), they’re just a business and that’s what businesses do. So it’s up to you to discern whether that bump is a sincere attempt to keep you, or a begrudging machination to keep you until your replaced. Ask yourself how replaceable you truly are, how much you like what you’re doing and if you’d stay if the money is the same. I’ve seen it both ways. My wife was offered a big bump to stay and she did, and has been at same place for another extra 5 years and counting. On the other hand, I left a place I loved because they didn’t bump me enough, and started over. Ultimately moving was good for me because I really like my new place and I have more opportunities, but for my wife it was worth it to stay.
What if they’re offering you the $30k salary bump solely so that they can have more time to find a replacement? Small price to pay to avoid a hiring fire drill.
Often it will be a way to fix the hole you’d make by getting you to stay, then pushing you out once they’ve sorted a replacement. Your days are numbered
What about an extra $250k? I stayed
A3 you are totally right. What you describe is just how it is generally. It’s been a year. I think it would naive to stay thinking there is no possibility of getting fired in any event. It’s a very real possibility, if not likely, for NEPs. Other firm wasn’t matching and I viewed more like cash in hand is better.
They realize they're losing an asset. 30 is a lot of money, no matter how you look at it.
But I'd still be hard pressed to take it. If you're ready to leave now, what makes you think things'll change now or in 6 months.
AGC1 has solid advice. Look at the big picture and ignore the noise of “never do this” which is clearly driving while looking through the rearview mirror.
There is no loyalty from firms or companies any longer. Read the email from AT&T CEO to managers...
Walk. If they valued you, then you wouldn't have to leave. Not to mention the resentment and retaliation is going to make your life hell.
I agree that AGC1 has the right approach.
While “never take the counter” has many corporate corpses to validate its wisdom, it’s more useful as a rule for the unsophisticated and in pedantic corporate America, even if it’s the right call in 50%+ of all cases.
In the context of a legal career, whether to accept or not depends on a lot of factors, which ultimately get at whether the bump is a short-term patch for a panicked employer, or a realization on the employer’s part that portends good things for the medium and long term.
All that said, OP will have to decide whether they’re borrowing him or her on the cheap for the next little while, or whether it’s a legit move by the employer and they would like to keep him or her much longer.
Look at the Nash equilibrium for this situation. You may win the lotto. But play the game to Nash equilibrium. As any rational player, employer and employee will. Just what I have come to after trusting many folks in the past in my career. But if it works for you good luck.
It’s a classic prisoner’s dilemma. Rational players will choose the best payoff possible. The situation is that employee does not always have perfect knowledge of what an employer is thinking. Law firms hold their cards close. Employer knows you are willing to leave (flight risk.) That’s the initial condition. Now there are four outcomes in a counter offer situation. The employee has positive outcomes if they leave or if they stay and the firm keeps them long term. The employer has positive outcomes if employer accepts counter offer and stays or the employee accepts counter offer and is fired down the line. The worst outcome for employer is you reflect the counter and leave. The worst outcome for employee is to accept and get fired 6 months down the line. You lose your job, rack up gaps and you just burnt a new employer or more. A rational players in game theory will try to prevent the worst outcome(self-interest). As an employee you never want to be fired. The payoff is never good to put yourself in that position. Leave.
I would have left. .
I’d moonwalk outta there and never look back✌🏼
What is the other offer?
Never take the counter.
Wait, how much is your new firm offering?
matrix
Employer Cooperates (Accepts resignation) Employer Defects (Makes counteroffer)
Employee Cooperates (Leaves) Good Outcome: A clean, professional parting. The employer must find a replacement, but the employee leaves with their reputation intact. Bad Outcome: The employee leaves and misses out on a pay raise, which is the worst possible outcome for them.
Employee Defects (Stays for higher pay) Worst Outcome: The employee gains nothing and burns a bridge with the new company. The employer still has to replace the employee. Suboptimal Outcome (Nash Equilibrium): The employee gets a pay raise but their loyalty and long-term standing with the company are damaged. The employer temporarily avoids the cost of hiring but now has a "flight risk" employee and unresolved issues.
Walk!!!