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I am looking for a Registered Nurse for our Broken Arrow office. We currently have a $1,000 Sign On Bonus and it comes with a flexible schedule. Do you know anyone who might be interested?
Apply Here: elara.wd5.myworkdayjobs.com/External/job/Broken-Arrow---OK/Registered-Nurse-Personal-Care-Se...
F / NYC / SVP Strategy Director / 215k
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1) what zs1 said, and ‘open to work’ can be visible to external recruiters who perhaps tipped off your organization. Some of the predictive analytics have pretty robust algorithms that take into account tenure, progression, prior career pattern, communication pattern, communication content, productivity levels, etc. That corporate laptop of yours can monitor more info than you’d be happy with. Also, don’t rule out the possibility that Managment simply values you and are proactively putting retention bonuses in place for employees that have flight risk. The latter is pretty common, especially in a talent market that is heating up.
2) cat is out of the bag, it sounds like. nothing you can do other than be honest and have a transparent conversation. Honestly, any attempt to hide or misrepresent anything at this point will just make it harder for you to navigate. I suggest having an honest conversation. They are already trying to retain you, they probably won’t antagonize you. If they did, all the more reason and confirmation to get out of there.
Good luck OP
Thank you for the insight and reminder! Honesty is key.
The *recruiters only* option on LinkedIn is not guaranteed.
Ask your MD why they're offering you a retention bonus. In their answer will be the reason you're looking elsewhere. E.g. data shows us you're a flight risk or we heard about your LinkedIn search. Tell them you need time to consider the bonus.
You don't owe your employer anything. You're just a number. Do what's right for you.
Trust your spidey senses.
Sign the retention , get the offer, give notice , repay the retention ... pretty simple
A1 - good to know. Thank you.
Workplace predictive analytics algorithms for turnover are pretty darn accurate
Orgs have a different degrees of comfort with the data collected and used on legal and moral grounds, but most have some form of attrition prediction https://peakon.com/us/products/engage/attrition-prediction/
Everyone has that setting on on LinkedIn, would never worry about that. They’re probably giving the bonus to a large number of people, just say thank you and keep going with your processes. Unless you have to literally commit to staying there to receive the bonus, don’t decline a company bonus
My knowledge is dated but it used to be 12 months. 2nd option, as you say, is to accept it then pay it back upon leaving.
I’d say “your retention bonus is 85k too low”
Tell them to add a zero to it
And not after the decimal
Tell me your leaving without ... taking me your leaving.
Accenture also has recruiters so why can't they see your secret " open to recruiters"?
LinkedIn tries to hide it from your own firm. Not very successfully though..
Think some third party recruiters for Accenture would have tipped Accenture insiders...it happens more often than we think,in my previous firm they monitored employee activity on job sites (note:it’s not in the US)
You can probably drag out signing the retention bonus for a week or so by being non-responsive/asking questions about the terms. In the meantime use the offer you have to accelerate the process with your remaining opportunities. You can also let them know about the retention bonus (only in the context of process/timing).
But as long as you have a written offer you are willing to accept, I wouldn’t sign the retention offer under any circumstances. Fake sick if you have to.
1) Pretty obvious they know. Why would offer you the bonus otherwise? Have you mentioned you are looking around to anyone?
2) It's obvious they know. Why do you want to hide you are trying to leave and therefore you will resign soon?
Bcg1- TONS of firms are doing this right now, they don’t necessarily know OP is leaving
Who cares, just tell them and leave
Even the open to work thing has an option for only the recruiters to see it, not everyone.
I used to want to work at Accenture just so that I can write simply “high performance. Delivered” on my resignation letter
I would just say that money is not what will cause you to stay or go. So if they are giving you this retention with hopes of a claw back term (sat this king or pay it back) decline. If they have upping your base Bc your value for the work supports that. Fine. But as this is an at-will employment agreement, you reserve the right to continually email are it, just as the firm does.
Do not take the retention bonus. Whatever made you look now for a new role now will be true again a year from now if you take the retention bonus. Take the new offer. Do what is best for you. Managers/companies do not care. Congrats on the new offer! 🙂
Take the bonus and pay it back. No guarantee until offer is in hand (post says it is but subsequent posts make that less clear) that you are leaving. Just don't spend it and you will be fine.
Will retention bonus not have tax component..if u take that ..and return when you leave.check.hoW much will be gone in tax ..since bonus is mostly taxable ..check this before.accepting
I can guarantee you firms looks at your LinkedIn. Like 100% it is taken into consideration for a variety of things - attrition stats, new connections with competitor leadership, side gigs, open for recruiters to contact you etc. it is absolutely taken into account. HR will use all the tools they can to protect the firm.