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Thank you Gerry!
Full-Time Claim Reviewer wanted at MetLife
Requirements
Strong data entry skills are required.
Excellent oral and written communication skills.
Ability to adjust to multiple demands and shifting priorities.
High School Diploma/ GED.
Contact Information
Patti Cranford Patti.cranford@metlife.com
https://jobs.metlife.com/job/Oriskany-Claim-Reviewer-Life-NY-13424/966396100/?
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Yes- they can withdraw an offer any time before you accept it, so communication is important.
Yes, they won’t know
Why do you need a few days with AI? Fire that puppy up with any and all package details and come up with a salary negotiation plan and get back to them. At a minimum just respond and acknowledging receipt saying something like “Thanks for sending over the offer letter. I’ve started to review details and will get back with any questions asap. Excited for the opportunity.” And if you don’t have things like detailed benefits package plans, retirement plan options, etc, those are easy things to ask them to send you in the meantime
Accept the offer by the deadline. Don’t be foolish. If you get a better offer, quit
I teach negotiations in the MBA program at UNC Chapel Hill, and I have a job offer negotiations practice. I’ve also spent decades in roles heavy on negotiating!
First - do you have a written job offer?
Second - Yes, absolutely! just let them know that you’re excited for the opportunity and will get back to them by the deadline. They expect this. And you cannot accept without an offer letter that spells out all of those details! Some stats to know: only 1/3 women negotiate. People of color are paid 50-78 cents on the dollar compared to Caucasian men. Military vets are underpaid and underemployed, 67% of them leave their first job in the first 2 years, only 1 in 4 have a job when they transition to the corporate world - and the adjusted unemployment rate is over 18% for them!
As for your worry about the offer being taken back - 9/10 employers report that they’ve never rescinded an offer because someone negotiated. 8/10 people receive at least some of what they ask for in negotiations. The average increase from that is $12-20k in comp (in my practice my average is $67k - even when they tell you they “never” negotiate a certain thing…they do. Or they negotiate something else that covers it.). I have a case study I use where two people get the same offer and one negotiations a $25k increase. They both get a 25% bonus and 3% raise every year, with no other increases. Over the course of a 30 year career that $25,000 difference accumulates into a 1.5M difference in total comp!
IF you wanted some coaching, I’m happy to do a free 20-30 min consult and see. I know job seekers don’t always have a pile of cash sitting around, so I charge relatively low hourly rate + 10% of the total year one increase in comp. But no pressure - I mostly work from referrals, so just starting to put it out there! I have some tools I share with people to quantify their ask and make sure it’s well supported. And like I said, just asking on your own will get you at least some of what you want!
@CoS: Not sure where your stats are from, and sorry to burst your bubble but as both a veteran AND a person of color I guarantee you that I am not paid any less than my white colleagues.
While minor pay differences may exist based on geographic location and experience/time with the firm, we're all receiving roughly the same amounts for the same roles.
Regarding negotiations, while you may secure a slightly higher compensation up front, HR (in most large companies) will give slightly smaller raises over time until the new hire is back in line with their peers. (Source: I have over 10 years experience in HRIS at F100 companies).
In the end I guess the old axiom holds true: "Those who can, do. Those who can't, teach."
Thank you for your n of 1 data and for sharing a perspective informed by a decade of experience.
Mine is informed by: 25 years in the corporate world, working nationally and globally across strategy and operations, senior sales leadership, funding and financing, and population and equity programs, including hiring hundreds of people across all levels of organizations; creating and implementing national programs for veterans; five years teaching negotiations as an adjunct professor in a top-tier MBA program; and coaching people in their career development and job offer negotiations, including over 100 active military and veterans.
That said, I would never rely merely on personal experience, even when it’s twice as long and five times as deep as the next person’s. The research I cited comes from institutions with considerably more resources than either of us:
• Federal government population surveys (Bureau of Labor Statistics)
• U.S. Census Bureau wage and earnings data
• Peer-reviewed longitudinal studies published in JAMA Network Open and the Journal of Veterans Studies
• Independent economic research on veteran functional unemployment (Ludwig Institute for Shared Economic Prosperity)
• The leading veteran research center in the country (Syracuse University)
• Peer-reviewed research on race and salary negotiation published in the Journal of Applied Psychology (Hernandez et al., 2019)
• Annual workforce research surveying hundreds of companies and tens of thousands of employees (McKinsey / LeanIn)
• Federal wage data analysis by the National Women’s Law Center and the American Association of University Women
• Large-scale national surveys on race and earnings (Pew Research Center)
• Policy research on racial economic disparities (Urban Institute)
• Negotiation and backlash research (Harvard Kennedy School)
• DEI pledge follow-through research (Columbia Law Review)
• Racial wage gap research (Economic Policy Institute)
Collectively covering hundreds of thousands of individuals across controlled research settings and federal data infrastructure. Happy to share the full citations if useful.
I’m glad your colleagues have openly shared their full compensation details with you, although I’ll admit some skepticism about that actually occurring at scale. If it is, good for your firm — that kind of transparency is precisely what would collectively improve the compensation environment for everyone.
Please consider that personal experience doesn’t always reflect the larger reality for others. This is precisely why population-level research exists: to support the approaches, knowledge, and programs that get people to a place where they are paid for their actual value. I’m curious what you were hoping to accomplish here, beyond dismissing the experiences of people who apparently aren’t as fortunate as you.
Those who can, do. The best ones are also asked to teach. Some of us step out of our own self-interest to make sure others are valued at their worth.