Got offered job for 50k more annually, but there’s a catch. What do I do?
Hello everyone. A little background. I’m 25, I love my current job, it’s stable, fully work from home, pays well (130k), and the company has been around for 25+ years.
I got offered a job at another company for $180k, doing the same line of work (design) but for another company, but the catch is that this is a startup (product doesn’t exist yet) that’s being built from the ground up by a guy who’s previous company sold for $500 million. My primary concern is job security, it’s a pretty significant salary increase but I feel then a way emotionally tied to my work at my current job.
What would you guys do in this situation?
For reference, the guy already raised $6 million and plans to raise more.
Jobadvisor
You've got an exciting, albeit challenging, decision on your hands! Let's break down the factors to consider when weighing a stable, loved job against a high-reward, higher-risk startup opportunity.
Weighing Your Options: Stability vs. Growth
The Appeal of the Startup
The $50,000 salary increase is substantial, especially at your age. Over just a few years, that difference really adds up. The fact that the founder had a previous $500 million exit is a huge green flag. It suggests they know how to build a successful company and attract investment. Starting from the ground up also means you'll likely have a significant impact on the product and culture, which can be incredibly rewarding for a designer. This kind of experience in a startup environment can be invaluable for your career growth, opening doors to leadership roles or even future entrepreneurial ventures.
The Comfort of Your Current Role
It's completely understandable to feel "emotionally tied" to your current job. Stability, remote work, a good salary, and a long-standing company are all major perks. Leaving a comfortable situation, especially one you enjoy, is tough. The primary concern you mentioned, job security, is very real in a startup environment. Even with a successful founder and initial funding, startups can fail, pivots can happen, and roles can be eliminated.
Key Considerations and Questions to Ask Yourself
Risk Tolerance: How comfortable are you with uncertainty? Are you someone who thrives in a fast-paced, less structured environment, or do you prefer a more predictable path?
Financial Runway: Do you have an emergency fund? If the startup doesn't work out, how long could you comfortably be without income while you look for your next role? This significantly reduces the stress of taking a risk.
Learning and Growth: While your current job is stable, consider the potential for accelerated learning at the startup. Being involved in building a product from scratch often means wearing many hats and learning a broader range of skills.
Equity/Stock Options: Has equity been discussed, or is it part of the compensation package at the startup? In successful startups, equity can far outweigh the salary difference over time. Make sure you understand the terms if it's offered.
Due Diligence on the Startup:
What's the product vision? How compelling is it to you?
What's the timeline for product launch and further funding rounds?
What's the team like that you'd be working with? A strong team can make all the difference.
What are the expectations for your role? Will you be the sole designer, or part of a small team?
Networking: Joining a startup, especially one with an experienced founder, can significantly expand your professional network, which is a valuable asset for your future career.
2 Your Long-Term Goals: Where do you see yourself in 5-10 years? Does the startup path align more closely with those aspirations, perhaps towards leadership, entrepreneurship, or simply a higher earning potential?
What Would I Do? (A Balanced Perspective)
Given your age (25), this is a prime time in your career to take a calculated risk. You have fewer commitments than you might later in life, and the potential upside of a successful startup is enormous. The fact that the founder has a proven track record significantly mitigates some of the typical startup risk. $6 million in initial funding is also a decent cushion to get off the ground.
I would lean towards taking the startup offer, but with a few caveats:
Build a stronger emergency fund: If you don't have 6-12 months of living expenses saved, try to build that up quickly, either before or immediately after starting the new role. This provides a crucial safety net.
Negotiate: Even if you're happy with $180k, see if there's any room for negotiation on salary or, more importantly, equity.
Understand the exit plan/milestones: Get a clear picture of the company's roadmap and what success looks like.
Ultimately, this decision comes down to your personal appetite for risk and your career aspirations. The opportunity for significant financial gain and accelerated career growth at the startup is compelling, especially with a founder who has a successful exit under their belt. However, don't ignore the value of your current job's stability and the emotional satisfaction it brings.
What aspect of the startup opportunity excites you the most, and what's your biggest remaining hesitation?
$155k (Job you Like) vs $10Ok (Job you could Love) ?
Married, one kid, MCOL, still saving for retirement, and SO’s salary is $75k.
I would be taking a chance on myself to potentially find a more enjoyable career path and work slightly fewer hours. There is potentially more growth with the new job but I would be making considerably less the first few years.
Additional context:
Current role: managing people, 30-40 nights traveling per year, and roughly 50 hours per week.
New role: IC, no travel, 40 hours per week at the most and it’s a field I’m more passionate about.
Jobadvisor
This is a significant decision with both financial and personal implications. Let's break down the factors to consider:
Financial Considerations:
Income Difference: The immediate impact is a $55k drop in household income ($155k - $100k).
Impact on Retirement Savings: This is crucial. With your SO making $75k, your current combined income is $230k. Dropping to $175k is a substantial reduction. You need to meticulously review your budget and retirement savings plan. Can you still meet your saving goals with $55k less per year, especially in a Medium Cost of Living (MCOL) area?
Long-Term Growth: You mentioned "potentially more growth with the new job." This is a key unknown. If the growth is significant and relatively quick, the initial pay cut might be a worthwhile investment. However, if it's slow or uncertain, the financial impact could be prolonged.
"First few years": How many years is "a few"? Two? Five? The longer the period of lower income, the greater the impact on your long-term financial health, especially for retirement savings.
Benefits: Compare the benefits package of both jobs (health insurance, 401k match, PTO, etc.). A better benefits package in the new role could offset some of the salary difference.
Travel Expenses: While your current role has 30-40 nights of travel, consider if any of those expenses are reimbursed or if you accrue any travel points/miles that have tangible value. The new role has no travel, which eliminates any associated costs or personal inconveniences.
Lifestyle and Well-being Considerations:
Work-Life Balance: This is the biggest draw of the new role.
Reduced Travel: Eliminating 30-40 nights of travel per year is a massive gain for family time, especially with a young child. This means more consistent evenings and weekends at home.
Fewer Hours: 40 hours per week max vs. roughly 50 hours per week is another significant improvement. This translates to more time with your family and for personal pursuits.
Job Satisfaction: Moving to a "field I'm more passionate about" is invaluable.
Mental Health: A job you love can significantly improve your overall happiness, reduce stress, and positively impact your mental and physical health. The current role sounds demanding (managing people, travel, long hours), which can lead to burnout.
Being an IC (Individual Contributor): This means less management burden and more focus on your craft, which aligns with your passion.
Impact on Family:
Time with Child: More time at home means more opportunities to be present for your child's upbringing, which is priceless.
Support for SO: With your current travel and hours, your SO likely bears a larger share of childcare and household responsibilities. The new role could create a more balanced partnership.
Setting an Example: Pursuing a career you're passionate about can also set a positive example for your child about finding fulfillment in work.
Advice and Questions to Ask Yourself:
Run the Numbers:
Detailed Budget: Create a meticulous budget for your current income and then for the proposed new income. Can you comfortably cover all your essential expenses, including housing, food, childcare, and debt payments?
Retirement Projections: Consult a financial advisor or use online calculators to see how a $55k salary reduction for "a few years" impacts your retirement savings trajectory. Can you still hit your goals, even if it means slightly delaying them or adjusting your contributions later?
Emergency Fund: Do you have a robust emergency fund (3-6 months of living expenses) to buffer the transition and any unexpected costs?
Define "Could Love" and "More Passionate":
What specifically about the new role/field makes you more passionate? Are you confident this passion will translate into long-term satisfaction?
What are the aspects of your current job that you "like"? Are those enough to outweigh the stress and time commitment?
Future Growth Trajectory (New Role):
What does the career path look like in the new field? What are the typical salary increases and promotion timelines?
Are there clear opportunities to eventually make up and surpass your current salary?
What is the job security like in this new field?
Discuss with Your SO:
This is a family decision. Your SO's salary is a good foundation, but the drop in your income will affect both of you. Have open and honest conversations about the financial implications and how the increased time and reduced stress will benefit the family.
Are they comfortable with the potential financial squeeze in the short term for the long-term benefits?
Consider the "Cost" of Your Current Job:
What is the impact of the travel and long hours on your health, relationships, and overall well-being?
Is the current salary truly compensating you for the stress and time away from family? Sometimes, the hidden costs of a high-paying, demanding job outweigh the financial benefits.
Mitigate Risks:
If you take the new job, can you temporarily reduce discretionary spending to help with the income difference?
Are there any side hustles or opportunities for additional income in the new field that could bridge the gap if needed?
In conclusion:
The $55k difference is substantial and needs careful financial planning. However, the benefits of the new role – significantly improved work-life balance (no travel, fewer hours) and genuine job satisfaction – are incredibly powerful, especially with a young child.
Many people find that trading some income for a better quality of life and reduced stress is a worthwhile investment in their overall happiness and family well-being. If your family can comfortably manage the reduced income (even if it means adjusting some financial goals temporarily), the potential for greater fulfillment and more time with your family could make the $100k job the better long-term choice.
My manager just asked me to resign from the job, what should I do ?
I am M30 so had meeting with my GM and he asked me to resign from the job due to low performance, which is not true but it's due to i don't do office politics, i come work do my task/responsibilities and go home. Should I resign because self respect and dignity is important for me and afterall what he said is hurtful after giving so much time and effort to company and this is what I get. No prior warning or performance improvement plan was given. What should I do ? Please advise.
Jobadvisor
This is a tough situation, and it's completely understandable that you're feeling hurt and disrespected, especially after dedicating so much to your company. Let's break down your options and what you should consider before making any decisions.
Don't Resign Immediately
The most important thing to remember is do not resign on the spot. Resigning can have significant implications for your rights and potential benefits. If you resign, you generally forfeit your right to unemployment benefits, and it can complicate any future legal claims you might have. Your employer is likely asking you to resign to avoid the process of terminating you, which often involves more legal and financial obligations on their end.
Understand Your Rights
Since you mentioned you received no prior warnings or performance improvement plans (PIP), this is a critical point. Many companies have policies that require these steps before termination. Depending on your contract, company policy, and the labor laws in Romania, you may have grounds to challenge their request.
Gather Information and Document Everything
Before you do anything, try to get more clarity from your manager and document every interaction.
Request the reason in writing: Ask your manager to provide a written explanation for why they are asking you to resign due to "low performance."
Request specific examples: Ask for concrete examples of your alleged low performance. If they can't provide any, or if the examples are vague, it strengthens your position.
Refer to your contributions: Be prepared to highlight your achievements and responsibilities you've consistently fulfilled.
Document all communications: Keep a detailed log of dates, times, and summaries of all conversations related to this issue. Save any relevant emails or documents.
Explore Your Options
Here are a few paths you can consider:
1. Negotiate Your Departure
If you feel staying is no longer an option, or if the relationship is irreparable, you might consider negotiating a separation package. This is where not resigning becomes crucial.
Severance package: Ask for a severance package that includes several weeks or months of pay, continuation of benefits (health insurance, etc.), and potentially outplacement services.
Positive reference: Negotiate for a neutral or positive letter of recommendation or agreement that the company will not contest your unemployment claims.
Reason for departure: Agree on the official reason for your departure (e.g., "mutual agreement" instead of "resignation" or "performance issues").
2. Challenge the Decision Internally
Given the lack of prior warnings, you might have grounds to challenge this internally.
HR Department: Reach out to your Human Resources department. Explain that you were asked to resign due to "low performance" without any prior notice, warnings, or a performance improvement plan. Inquire about the company's official policy regarding performance management and termination.
Higher Management: If you feel comfortable and if there's another manager you trust, you could escalate the issue to your manager's superior.
3. Seek Legal Counsel
This is highly recommended, especially if you believe the request is unfair, discriminatory, or if you're not offered a reasonable severance package.
Employment Lawyer: Consult with an employment lawyer in Romania. They can review your employment contract, company policies, and the specifics of your situation to advise you on your legal rights and the best course of action. They can also help you negotiate with your employer or represent you if you decide to pursue legal action.
Prioritize Your Well-being and Future
While your self-respect and dignity are absolutely important, don't let those feelings push you into making a hasty decision that could negatively impact your financial stability or future career prospects.
Time to think: Take some time to process this. You don't need to give them an answer immediately.
Job search: Start quietly looking for new job opportunities right away. Having other prospects can give you more leverage and peace of mind during negotiations.
Next Steps
Do NOT resign.
Request clarification and documentation from your manager regarding the reasons for their request, in writing.
Contact HR to understand the company policy on performance management and termination without prior warnings.
Consult with an employment lawyer in Romania to understand your legal rights and options.
Start discreetly looking for new jobs.
This situation is a test of your resolve, and navigating it strategically will be key. Remember, you have rights, and it's worth exploring them before making any definitive moves.
Boss tried to guilt me into working overtime by saying 'we're all family here
Yesterday boss calls me into his office asking if I can stay late to finish some project. I said nah I got plans (didn't feel like explaining that my plans were literally just going home and ordering pizza). This dude deadass looks at me and goes 'I thought we were all family here, families help each other out'. Families don't make you clock in at 8am and pay you the absolute minimum they legally can. They don't give you a 2% raise after 2 years of perfect attendance and they don't threaten to 'find someone who wants to be here' when you use your PTO. I've been there 2 years, never called out, always meet deadlines. But apparently wanting work-life balance makes me a bad family member lmaooo. The manipulation is so transparent it's almost impressive anyone else deal with this 'we're family' bs when they want free labor? Like no karen we are not family, this is a wendy's.
Jobadvisor
You've hit the nail on the head! The "we're all family here" line is a classic manipulation tactic used by employers to try and extract unpaid or underpaid labor and loyalty. It's frustratingly common, and you're right to see through it.
Here's why that phrase is often a huge red flag:
Blurred Boundaries and Unrealistic Expectations
When a workplace claims to be "like a family," it often blurs the lines between professional and personal life. Families typically have unconditional support and don't "fire" members for underperformance or lay them off when times are tough. Companies, however, operate on a transactional basis. They pay you for your skills and time, and if those no longer align with their needs, they have no problem letting you go. This "family" rhetoric tries to make you feel emotionally obligated to the company, making it harder to say no to unreasonable demands like unpaid overtime.
Exploitation of Loyalty
As you pointed out, true families don't give you the bare minimum in pay, stingy raises, or threaten your job for using earned benefits. When companies use the "family" metaphor, they're often trying to cultivate a sense of unquestioning loyalty that benefits them, not you. They want you to prioritize the company's needs above your own well-being, work-life balance, and even financial interests. This can lead to employees accepting lower pay, working longer hours, and not pushing back against unfair policies, all under the guise of "helping the family."
Disguising Dysfunctional Dynamics
Often, workplaces that heavily lean into the "family" narrative are actually quite dysfunctional. Instead of fostering genuine camaraderie and respect, they might be breeding grounds for:
Guilt-tripping: Like your boss did, using emotional manipulation to make you feel bad for prioritizing your personal life.
Lack of boundaries: Expecting you to be available outside of work hours, or to take on tasks beyond your job description without extra compensation.
Hypocrisy: Preaching "family values" while simultaneously implementing policies that are clearly not in the best interest of their "family members."
Resistance to unions or fair treatment: By portraying themselves as a cohesive family, they can discourage employees from seeking external support or advocating for their rights collectively.
What You Can Do
You handled the situation well by setting a boundary. It's crucial to remember that your employment is a contractual agreement, not a familial bond. You are owed compensation for your time and effort, and you are entitled to your personal time.
It's clear you're recognizing the manipulative nature of this type of language. Many people deal with this same "family" BS, and it's a sign of a workplace that may not genuinely value its employees. Keep prioritizing your well-being and maintaining those boundaries.
Have you encountered other phrases or tactics at work that felt similarly manipulative?
I got removed from my job with no warning. Filed a Small Claims case, now their lawyer wants to settle low. What would you do… texas
Hi, I worked as a contractor for a company, and they removed me without any warning. No one explained anything, they just shut me out of the system. I lost money, time, and stability. So I filed a Small Claims case in El Paso, Texas. I’m asking for $20,000 because that’s the limit, but honestly, what I went through is worth more.
Now the company’s lawyer reached out. She’s being super polite and professional, but I can feel she just wants to offer me a low number — maybe $500 or $1,000 — and be done. She asked me to send all the evidence, but I already sent everything to the court and to the company weeks ago.
To be honest, I don’t know much about legal stuff or how this system works. I’m thinking of just telling her: “If you’re not going to offer something fair, then I’d rather let the judge decide.” Because honestly, I’m tired of being treated like my time, my work, and what I went through mean nothing.
Jobadvisor:
As an AI, I cannot provide legal advice. It's crucial to consult with a qualified legal professional for guidance on your specific situation. However, I can offer some general information and considerations that might be helpful in your decision-making process.
Here's a breakdown of things to consider and potential strategies, keeping in mind this is not legal advice:
Understanding Your Position and Options:
"Contractor" Status in Texas: The distinction between an employee and a contractor is very important in Texas law. If you were misclassified as a contractor when you should have been an employee, you might have additional rights and claims (e.g., related to unemployment benefits, overtime, etc.). This is a complex area, and a lawyer can help determine your true status.
Breach of Contract: Even as a contractor, you likely had some form of agreement (written or verbal) regarding your work. Being "shut out of the system" without warning could be considered a breach of that contract.
Damages: You mentioned losing money, time, and stability. Quantifying these damages is important.
Lost Income: What income did you lose directly due to the termination?
Expenses Incurred: Did you have any expenses related to the contract that you can no longer recover?
Emotional Distress/Inconvenience: While harder to quantify in small claims, the "time and stability" aspect speaks to this. Some jurisdictions allow for certain types of these damages.
Small Claims Court Limits: In Texas, the maximum you can claim in Small Claims Court (Justice Court) is $20,000. You're already asking for the maximum, which is a strong starting point.
"Fair" Offer: What do you consider a fair offer? This is subjective but should be based on your actual losses and the emotional toll. Don't let the lawyer's politeness dictate your worth.
Responding to the Lawyer's Offer (or lack thereof):
Don't Rush: You are under no obligation to accept the first offer, especially if it's low.
Gather Your Thoughts: Before responding, clearly outline what you believe you are owed and why.
The "Judge's Decision" Statement: Your instinct to say, "If you're not going to offer something fair, then I'd rather let the judge decide," is a valid negotiation tactic. It shows you are serious and willing to go to court. However, be prepared for the implications of going to court (time, stress, uncertainty of outcome).
Counter-Offer (if they make an offer): If they offer a low number, you can always counter. Your counter-offer should be well-reasoned and justified by your damages.
"Send All Evidence": You've already sent it to the court and the company. You can politely state that all relevant evidence has already been provided to the court and to them. You don't necessarily need to resend it unless there's new information. They are likely trying to assess the strength of your case.
Why a Lawyer Wants to Settle:
Cost of Litigation: Going to court is expensive for companies, even if they win. Legal fees, time, and resources add up.
Uncertainty of Outcome: No matter how strong a case they believe they have, there's always a risk in court.
Reputation: Lawsuits, even small claims, can be a headache and potentially impact a company's reputation.
Efficiency: Settling is often the quickest way to resolve a dispute.
What You Might Consider Doing (Again, Not Legal Advice):
Consult with an Attorney: This is the strongest recommendation. Many attorneys offer free initial consultations. Even an hour of their time can provide invaluable insight into the strengths and weaknesses of your case, potential damages you can claim, and negotiation strategies. They can also help you determine if you were misclassified as a contractor.
Quantify Your Damages Thoroughly: Make a detailed list of every financial loss you incurred. This includes lost wages, potential lost contracts, expenses, and even the cost of your time spent dealing with the fallout.
Prepare for Negotiation:
Know Your Bottom Line: What is the absolute minimum you would accept to settle?
Know Your "Fair" Number: What do you truly believe you deserve?
Be Prepared to Justify: For any number you propose, be ready to explain why.
Consider a Written Response: If you're going to communicate with the lawyer, consider doing so in writing (email). This creates a record of your communication.
Be Professional but Firm: You can convey your frustration and sense of injustice while remaining professional. For example: "I appreciate your professionalism. However, the abrupt termination of my contract has resulted in significant financial loss and disruption to my life. I believe my initial claim of $20,000 accurately reflects the damages I've incurred. If your client is unwilling to make a fair offer that reflects these damages, I am prepared to let the court decide."
Understand the Court Process: If you do go to court, be prepared to present your case clearly and concisely to the judge. Organize your evidence.
Key Takeaway:
You have the right to pursue your claim. The lawyer's goal is to resolve this as cheaply as possible for their client. Your goal should be to recover what you believe you are fairly owed. Don't be pressured into accepting an offer that doesn't feel right to you, especially before you've had a chance to fully understand your legal position.
Given your location is Bârlad, Vaslui County, Romania, and the case is in El Paso, Texas, this means you are dealing with a legal system in the United States while possibly being in a different time zone. This makes it even more important to get advice from a Texas-licensed attorney who understands the nuances of Texas contract and employment law.