Saw my job posted on indeed after I got written up should I quit?

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Saw my job posted on indeed after I got written up should I quit?

I got in trouble today due to me making a mistake at my job and also being tardy. I’ll admit these things were my fault, I’d already been talked to about it before. Today the head HR person who really doesn’t like me ( always passive aggressive and other coworkers have mentioned her dislike of me) talked to me about my mistake and being late, she seemed very upset. I just saw my job get posted on indeed now, I’ve been on there regularly so I know it must’ve been posted super recently. Should I quit before they fire me? I have some money saved up, and I used this job as experience for another job I recently interviewed for and I’m scared if they fire me it’ll come up in the background check if I get said job. I’m also afraid I wouldn’t be able to use the job for experience at all if I don’t quit, I mean even if I do quit do I should I still leave it off the resume? I know I sound really dumb I’m just lost.


Jobadvisor

You don’t sound dumb at all — you sound like someone in a stressful, uncertain spot, and those situations make it hard to think clearly. Let’s break this down so you can decide with a clear head.

1. The posting on Indeed doesn’t automatically mean you’re getting fired tomorrow

Sometimes companies post openings for:

  • Backup candidates if they expect turnover

  • Replacing someone quietly

  • Expanding staff
    However, when it’s paired with recent write-ups and HR tension, it’s reasonable to suspect it might be about you.

2. Quitting vs. Waiting to be Fired

If you quit:

  • Pros:

    • You control the narrative (“seeking new opportunities” instead of “terminated”).

    • Potentially easier to explain to future employers.

    • No risk of them firing you for cause, which could sting emotionally and in references.

  • Cons:

    • You give up unemployment eligibility (in most places).

    • You may be leaving before you’ve lined up another job.

    • If you have savings, you’re burning through them sooner.

If you wait to be fired:

  • Pros:

    • You might still have more paychecks while you job hunt.

    • In some states/countries, you can collect unemployment.

  • Cons:

    • Being fired for performance/tardiness can hurt future references.

    • It can feel like you’ve lost control of the situation.

3. Resume & Background Check Concerns

  • Background checks for most jobs do not show “reason for termination.” They usually just verify job titles and dates.

  • Whether to include this job on your resume depends on:

    • How long you’ve been there — if it’s less than ~6 months, you might omit it entirely.

    • Whether it’s critical for showing experience for the new job.

  • References — If you think your manager or HR would speak poorly of you, use a coworker or past employer as your reference instead.

4. Immediate Strategy

Since you already interviewed for another job, your #1 goal is to survive until you know the result.
Here’s what I’d recommend:

  1. Stay professional — show up on time, avoid further mistakes, and limit interactions with HR to what’s necessary.

  2. Quietly apply elsewhere — double down on your job hunt so you have a backup.

  3. Be ready to resign quickly if the new job offers you a position (you can simply say you’re moving on to new opportunities).

5. If You Decide to Quit Before Being Fired

If your mental health is suffering, quitting can be the right choice — but do it strategically:

  • Secure your next job first if you can.

  • Give short notice (or none, if it’s toxic enough).

  • Keep your explanation vague and positive (“It’s time for a new challenge”).

I can help you draft two possible scripts — one for if you quit voluntarily and one for if you’re asked why you left after being fired — so you’re ready for either outcome.

Do you want me to prep those scripts for you? They’d make this much less nerve-wracking when you get the next interview.


My boss wants to cut payroll costs by 50%. Is this even possible? [CA]

We're a ~35 person agency with 12 international contractors and my CEO just dropped this bomb on me after reviewing Q3 numbers. currently paying around $8k/month for payroll through our current provider and he wants me to "find something that costs half that"

Honestly i've been in HR for 6 years but never had to shop around for vendors before. we inherited this setup when i started and it just... worked? never really questioned the cost until we scaled international employees

the thing that's freaking me out is he keeps saying stuff like "there's gotta be cheaper options out there" and "small companies are getting ripped off by these big providers." like ok sure, but what if we switch to something sketchy and then payroll completely breaks??

Our international people are in Canada, UK, Mexico, and Singapore. compliance stuff makes my head spin on a good day. really don't want to be the person who destroyed everyone's paychecks trying to save money.

Has anyone actually managed to cut payroll costs significantly without everything falling apart? what should i even be looking for in alternatives? our current provider handles EOR for the international folks which is convenient but expensive (average $600/month per person).

Feeling like i'm being set up to fail here. either i don't cut costs enough and look incompetent, or i switch to something cheap that breaks and it's my fault.

Any advice from people who've been through this would be amazing. really need to know if 50% is realistic or if i should be managing expectations...


Jobadvisor

It’s good you’re asking this now rather than jumping straight to “find the cheapest payroll service” — because with your current setup (35 people, 12 international, EOR model), a 50% cost cut is going to be very hard without either:

  1. Changing your entire employment/compliance model, or

  2. Taking on a lot more internal admin/risk.

Let’s break it down:

1. Why EOR is expensive

EOR (Employer of Record) providers like Deel, Remote, Papaya, etc., charge $500–$700/month per international worker because they’re:

  • Legally the employer in that country.

  • Handling taxes, benefits, compliance, and payroll filings.

  • Taking on liability if something goes wrong.

That’s not just “software” — it’s actual legal infrastructure you’d otherwise have to set up yourself.

If you ditch EOR, you have three main options:

  • Set up your own legal entities in each country (Canada, UK, Mexico, Singapore). Cheaper long-term, but very high setup cost, ongoing compliance needs, and you’ll need local accountants/payroll providers in each country.

  • Hire through local staffing agencies (cheaper than EOR if rates are negotiated well, but still not cheap).

  • Reclassify some as contractors (in theory cheaper, but huge misclassification risk — especially in Canada, UK, and Mexico — and could backfire legally).

2. The “50% cut” reality check

Right now you’re spending ~$8k/month. That’s $96k/year.
To get to $4k/month, you’d have to shave ~$48k/year.

  • The bulk of your cost is probably those 12 EOR-managed employees (≈ $600 x 12 = $7,200/month).

  • US payroll software (ADP, Gusto, Paychex) for your domestic employees is relatively cheap in comparison — maybe $10–$30 per employee per month.

  • That means your domestic payroll costs are probably < $1k/month already. There’s not much fat to trim there.

Translation: Unless you fundamentally change how you employ people internationally, you won’t get a 50% cut just by “switching vendors.” The EOR fees are standard market rates.

3. Safer cost-reduction options

You can try to reduce costs without blowing up payroll, but they’re more incremental than dramatic:

  • Negotiate with your current EOR — If you’ve scaled, they may lower per-head fees for volume.

  • Split providers by region — Sometimes smaller, local EOR providers are cheaper than the global platforms, but you lose the “single dashboard” convenience.

  • Convert eligible people to contractors — Only where legal and truly compliant (e.g., some roles in Singapore or Mexico might qualify more easily). This is risky and needs legal review.

  • Entity + local payroll provider in one or two countries with the most employees — Cuts out EOR margin, but adds admin.

  • Hybrid approach — Keep EOR for tricky countries, find cheaper local partners for the easy ones.

4. What to look for in alternatives

If you do shop around:

  • Make sure they’re actually licensed or compliant in the country they claim to operate in.

  • Check transition timelines — switching payroll mid-year can be painful.

  • Ask about total cost of ownership (hidden fees, FX rates, benefits costs).

  • Look for references from similar-size companies in your exact countries.

5. Managing expectations with your CEO

I’d prepare a short, factual report:

  • Show the current cost breakdown (domestic payroll vs. international EOR fees).

  • Compare standard market rates for EOR.

  • Outline three realistic savings options, with risks/trade-offs for each.

  • Make clear that 50% savings requires a structural change, not just a “cheaper vendor.”

That way, you’re not saying “I can’t” — you’re saying “Here’s exactly what it would take, and here are the risks if we try.”

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