My department has lost three people this quarter and instead of opening new job postings, they’ve just redistributed the entire workload onto me. They gave me a fancy new internal title of Lead Analyst but zero additional comp. It’s an absolute joke. How do you leverage this? Should I try pushing for more comp or look at other companies?

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I’d suggest both. Draw a line and be ready to articulate it. Though it can be a slippery slope. If anyone asks me about whether they should stay or leave COF I always recommend them to leave because it sucks here.

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That’s frustrating, but the new title can at least be useful leverage. I’d document the extra responsibilities, quantify the work you’ve absorbed, and ask for a comp adjustment tied to the expanded scope. At the same time, I’d quietly look externally, because if they’re willing to give you the work and title without pay, you may need another offer to know your real market value.

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Honestly that’s how a lot of companies do it

i am interested

Do both.

Absorbing three roles with a "dry promotion" (a title change but zero pay) is a massive red flag and a classic corporate stall tactic. You should absolutely start looking at other companies immediately. However, you can leverage this situation as a short-term stepping stone before you leave.

1. Update Your Resume and LinkedIn Immediately
Do not wait to negotiate with your current employer. Update your resume to reflect the new Lead Analyst title and the vastly expanded responsibilities. This new title gives you the ammunition to bypass entry-level applications and aim straight for higher-paying senior roles at other companies.

2. Force the Compensation Conversation
If you want to try and squeeze more money out of your current company while you job hunt, you have to force their hand.

Schedule a meeting to discuss your compensation, framing it around the proof of your value, not the fairness of the situation.
Prepare your case: Outline the exact metrics you’ve taken on, the money you’ve saved them by not backfilling those three roles,
Get it in writing: If they refuse a raise entirely, ask for an official plan to revisit your salary in 3 to 6 months with specific, measurable milestones tied to a future raise.

3. Seek Alternative Leverage
If upper management refuses to budge on base pay due to a "budget freeze," do not just accept the extra workload. Use this leverage to negotiate non-salary perks, such as:
Remote work or flexible scheduling to accommodate your heavier workload.
Extra Paid Time Off (PTO).
Company-paid training or certifications to boost your resume for the next job.

Agree with what others have said. I’d do both—try to push back and look elsewhere. Most likely it’s not going to get better

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