I'm evaluating an offer I just received that's a bit lower than I expected, but they're selling unlimited vacation as the ultimate perk. I’m skeptical because I know it usually means taking less time off. Is this just a distraction from the lower salary? Should I push harder for more comp at the risk of losing the offer completely?

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I know every company is different, but one of the unspoken benefits of unlimited PTO is more flexibility. Generally speaking companies with that policy are a lot less likely to pay attention (within reason) to people checking out an hour or two early some days, or if you have a rough morning and come in late, no one is telling you that you need to make up the time on the backend of the day. Obv this isn’t true for roles with billable hours, but for many corporate roles, it is. I, personally, have a MUCH better WLB when I have that kind of flexibility over taking full days off. I don’t feel near the pressure to perform on days that I just need to take a step back and get some sunlight. Just might be something to consider…

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I would ask them what the policy is for taking vacation. Also do you have utilization requirements that conflict with taking vacation? I'm one who doesn't vacation much and work remotely. I would rather bank my vacation than it be Unlimited. It's about your situation, how mush time you like to take off, and whether you can truly take time off. Good luck.

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I personally think this is a trap benefit. Who will do the work when you're away? I know people that have this and they take less PTO than they did wuth they had a set amount. Ask them what this looks like in reality - how many people take now than the average number of number of days. Is it always approved? Who covers for who if you're taking more time off

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Are you pushing for more within their range? If so, gather some matkrt research and anything you found out from the interviews to back it up. I've had unlimited PTO once and it was fine, but I still only took 2 weeks off. Others on my team did take more, but I know some companies have to "approve" your time off mine you just told them you'd be off.

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I’d try and get some opinions from team members on how PTO actually works there. It really depends on the culture of the team and management. If leadership doesn’t use it, then it’s likely there will be an unspoken rule you’re expected to do the same. But if the culture is to use it frequently, then it can be really awesome.

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