{ "media_type": "text", "post_content": "Has anyone ever asked to renegotiate their salary after starting a job? I’m 2 months into my new job and I have far more responsibilities than what I was told. It’s a lot different than what was relayed in the posting and during the interviews. Additionally, they hired my counter part in as a senior manager which is at least $30k more than what I make. My peer has more experience so I expect that but I feel that I should be paid more, however I don’t want to leave a bad impression… any advice?", "post_id": "626159d41564f700398f5f3d", "reply_count": 11, "vote_count": 1, "bowl_id": "56fd40e29238700e00b5ee4a", "bowl_name": "Insurance", "feed_type": "crowd" }

Has anyone ever asked to renegotiate their salary after starting a job? I’m 2 months into my new job and I have far more responsibilities than what I was told. It’s a lot different than what was relayed in the posting and during the interviews. Additionally, they hired my counter part in as a senior manager which is at least $30k more than what I make. My peer has more experience so I expect that but I feel that I should be paid more, however I don’t want to leave a bad impression… any advice?

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Posting as :
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You are currently posting as works at

If it’s a big company you can ask for a market adjustment (IME, they happen twice a year but more so to alleviate salary compression due to tenure). Else you’re stuck waiting for a promo or a breakout EOY rating and raise.

If it’s a small company you can probably attempt a renegotiation at any time but I will say at 2 months in the odds are against you. Get to 6 months, have some noteworthy wins under your belt, you’ll be in a very strong position.

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Direct manager

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Yes, I asked for salary recalibrations during my last two year-end reviews. That got me above-average hikes on both occasions, but I'd like to believe it was also driven by my performance and unsolicited offers from other companies. The 3 things I would suggest are strong research for market comparables, rehearsal for the actual conversation, and clear communication on your expectations. Employees almost never get the salary raises they don't ask for.

All the best!

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The real threat of a great employee leaving is real for some employers but not all that's when you know it's time to go.

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Jumped from biglaw pship to join ~$2B company <12 mo ago. Pitch was to come grow into GC role and have strategic seat at table. Quickly learned only opinion that matters is micromanaging CEO/controlling SH and rest of exec team kowtows to his desires as (even when wrong) plus general hostility for back office functions. Has killed long-term appeal of this gig. Trying to figure out next steps (stay a while, jump to another in-house gig, go back to private practice) and any advice appreciated.

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