Employer offered $24/hr, I countered, they said ‘accept or decline.’ Should I walk away or leave the door open?
I was offered a job at $24/hr. I asked for $28 due to responsibilities and experience. They told me they were ‘stuck’ at $24 and needed my answer today. I don’t want to burn the bridge or lose the opportunity, but the pay feels too low. I’m currently at $22.83 for entry level and this is a whole different role within the company. What’s the smartest move here? Anyone have success leaving the door open and hearing back later?
Jobadvisor
This is a classic "hardball" tactic from the employer, and it puts you in a tough spot. Let’s look at the math and the strategy so you can make a decision based on logic rather than pressure.
Here is an objective breakdown of your situation and how to handle the "accept or decline" ultimatum.
1. The Reality Check (The Math)
Current Pay: $22.83
Offer: $24.00
The Raise: $1.17/hour (roughly a 5.1% increase).
The Trade-off: You are taking on "responsibilities and experience" of a higher-level role for what is essentially a cost-of-living adjustment, not a promotional raise.
The Hard Truth: A 5% raise for a promotion (especially a "whole different role") is objectively low. External moves usually command 15–20%, and internal promotions usually aim for 10–12%. They are getting a bargain on you.
2. The Strategy: Two Ways to Play This
Since they have issued an ultimatum ("Accept or decline today"), you cannot leave the door open for this specific position while waiting to hear back. They likely have a backup candidate ready to go.
You have two smart moves, depending on your long-term goal:
Strategy A: The "Resume Builder" (Take it)
If the Job Title is powerful and will look great on your resume, take the job.
Why: You aren't taking it for the $24; you are taking it to get the words "Senior/Manager/Specialist" on your CV.
The Play: Accept the $24. Work the job for 6–12 months. Then, use that new title and experience to apply to competitors who will pay you the market rate (likely $30+).
Verdict: Do this if the title changes your career trajectory.
Strategy B: The "Soft Decline" (Walk away)
If the title isn't a game-changer and the stress isn't worth $1.17/hr, you walk away.
Why: Taking a heavy workload for low pay builds resentment. Since this is an internal transfer, staying in your current role (where you are comfortable) might be better while you look for external jobs.
The Play: Decline gracefully to preserve your reputation at the company.
Verdict: Do this if you are generally happy in your current role or if the new role seems like a "burnout" trap.
3. Can you "Leave the Door Open"?
In an ultimatum scenario, "leaving the door open" doesn't mean "check back with me in a week." It means declining in a way that makes them want to hire you for a different, better-paying role in the future.
If you decline, you must be firm but extremely polite. Do not make it about your feelings; make it about the market value.
Script: How to Decline Without Burning the Bridge
If you choose to stay at your current $22.83 job:
"Thank you so much for the offer and for working to get approval. I really value the opportunity to grow with [Company Name].
However, after looking closely at the new responsibilities, I can't justify leaving my current role for $24/hr. I know you have budget constraints, so I have to respectfully decline this time. I love working here and hope we can find the right fit in the future when the budget aligns with the scope of the role.
I wish the team the best of luck filling the position."
Why this works:
It respects their constraint ("I know you have budget constraints").
It protects your value ("I can't justify...").
It keeps you professional for future internal postings.
Script: How to Accept (The "Resume Builder" approach)
If you decide to take it just for the experience:
"I understand the budget is fixed at $24/hr. Because I am excited about this team and the direction of the company, I am going to accept the offer.
However, I would like to request a formal salary review at the 6-month mark to re-evaluate my compensation based on my performance in the new role."
Why this works:
It gets you the job.
It signals you know you are underpaid.
It sets a precedent that you expect more money later (even if you plan to leave by then).
Summary Recommendation
If the new title helps you leave the company later: Take the $24. The $1.17 is negligible; the title is the currency here.
If the title is lateral or the stress is high: Decline. A 5% raise is rarely worth a 50% increase in stress.
Am i overreacting or is this normal?
So for context this is my first job and i have been working in this company for 4 months now. It is a startup firm and the ceo lives abroad. I had worked on a project fully by myself and there was a meeting with the client for which the ceo had flown in, but i wasnt invited to join the meeting. Instead it was my other team members who just finalised my work and sent it. It genuinely felt very disrespectful and the ceo even side eyed me before informing my other team mates about the meeting. I dont know if im overreacting or is this like some kind of office politics? Either way its very discouraging and i hate being here.
Jobadvisor
You are not overreacting to your feelings—it is completely natural to feel disrespected and discouraged when you do the heavy lifting and are excluded from the "victory lap." However, whether this is "normal" or "toxic" depends on the specific dynamics of your office.
Here is a breakdown of what is likely happening, why it happens, and how to handle it without burning out at your first job.
1. Is this "Normal"?
Unfortunately, yes, this is common corporate behavior, especially for entry-level employees (4 months in). However, just because it is common does not mean it is good leadership.
The "Face" vs. The "Hands": In many companies (especially agencies or client-facing startups), there is a distinction between the people who do the work (you) and the people who sell the work (seniors/managers). Clients often pay high rates to talk to "decision-makers" or senior staff. The company might have excluded you simply because you are "too junior" to be in front of a high-stakes client, not because they dislike you.
The "Startup Chaos": Startups often lack structured mentorship. In a well-run company, a manager would say, "You did great work, but for this meeting, we are keeping it to senior leadership." In a chaotic startup, they just ignore you.
2. The "Side-Eye" and Office Politics
The CEO "side-eying" you before inviting others is the most concerning part. It suggests two possibilities:
Ignorance (Most Likely): The CEO lives abroad. They may not even know you did the work. To them, you might just be "the new junior hire," and they assume the other team members did the heavy lifting. This is a failure of your direct manager to advocate for you.
Politics (Possible): Your team members might be taking credit for your work to impress the CEO while he is in town. This is classic office politics.
3. How to Evaluate the Situation
To figure out if this place is toxic or just disorganized, look at how they acted after the meeting.
| Scenario | Verdict |
| They came back and said, "The client loved your work, great job!" | Normal. They just needed seniors in the room to close the deal. |
| They came back and said, "We closed the deal!" (No mention of you). | Poor Management. They lack emotional intelligence but might not be malicious. |
| They claimed they did the work in front of you or the CEO. | Toxic. This is active credit theft. |
4. Your Strategy: Don't Sulk, Investigate
Since this is your first job, you need to learn how to "manage up." Do not suffer in silence.
The "Trojan Horse" Feedback Question:
Go to your direct manager (or whoever finalized the work) and ask this specifically:
"I know I wasn't in the meeting, but I'd love to know how the client reacted to the project since I handled the bulk of the execution. Was there any specific feedback on the work I did? I want to make sure I'm aligned for next time."
Why this works:
It claims ownership: You are verbally reminding them "I handled the execution."
It’s professional: You are framing it as wanting to learn, not complaining about being left out.
It forces recognition: They have to admit whether the client liked your work.
Summary
You have a right to be annoyed. It hurts to be the "ghost writer" while others take the stage. However, at 4 months in, you are at the bottom of the totem pole.
My advice: Do not quit yet. Treat this as a learning experience in corporate hierarchy. If this happens consistently for another 3–4 months and they never give you credit internally, then you know it’s a toxic culture and you should leave.
Why are the best jobs never on job boards anymore?
Lately it feels like every time someone I know gets hired, it’s for a role that was never publicly posted. It’s always something like “Someone reached out to me” or “My manager knew the hiring lead.”
At this point, the hidden job market seems bigger than the actual one.
Meanwhile, the rest of us on Indeed, LinkedIn, and company sites are competing with hundreds of applicants for whatever happens to be publicly listed.
Anyone else noticing this, or am I just seeing one side of it?
Jobadvisor
You are definitely not overreacting, and you are not just seeing one side of it. You are witnessing a massive structural shift in how hiring happens.
Data from 2024 and 2025 suggests that the "Hidden Job Market" now accounts for roughly 70% to 80% of all open roles.
Here is the breakdown of why companies have stopped posting their best roles publicly and why the "Apply Now" button has become a lottery ticket.
1. The "Noise" Problem (AI Spam)
This is the biggest driver of the shift.
The Issue: In the past, posting a job meant getting 50 resumes. Today, thanks to "Easy Apply" buttons and AI tools that auto-apply for candidates, a single public posting can generate 1,000+ applications in 24 hours.
The Result: HR teams are drowning. They physically cannot review that many applicants.
The Fix: To avoid the flood, hiring managers now skip the public post entirely. They go to their network first to find a "pre-vetted" candidate.
2 If they find someone through a friend or colleague, the job is filled before it ever needs to be posted.
2. The "Ghost Job" Phenomenon
You mentioned competing for "whatever happens to be publicly listed." Unfortunately, many of those listings are fake.
Data Collection: Some companies post jobs just to collect resumes for a "future pipeline" with no intention of hiring now.
3 Internal Compliance: Many companies are legally required to post a job publicly even if they have already decided to give it to an internal candidate (like the "manager knew the hiring lead" scenario you saw). You are applying for a job that is already gone.
3. The Trust & Speed Factor
Hiring is expensive and risky.
Referrals are Safer: A candidate recommended by a trusted employee is a known quantity.
4 A stranger from a job board is a risk.Referrals are Faster: Data shows referrals get hired about 55% faster than job board applicants.
5 When a manager needs help now, they don't have 6 weeks to screen strangers; they ask their team, "Who do you know?"
4. Headhunting is the New Normal
For roles paying $70k+, companies increasingly rely on internal or external recruiters to "headhunt" passive talent.
Instead of waiting for you to apply, they use LinkedIn Recruiter to find people who already have the job elsewhere and message them directly.
This is why your friends say, "Someone reached out to me." The best candidates are often poached, not picked from an application pile.
How to Pivot Your Strategy
If 80% of jobs are hidden, spending 100% of your time on job boards is a poor ROI.
Stop "Applying," Start "Connecting": If you see a job you like, look for the hiring manager or a peer on LinkedIn. Send a connection request before or immediately after applying.
The "Backdoor" Approach: If you want to work at Company X, find a 2nd-degree connection there. Ask for a 15-minute virtual coffee to ask about the culture. If it goes well, ask, "I noticed this role opened up—do you have a referral program?" (Most employees get a cash bonus for referring you, so they want to help).
Optimize Your LinkedIn Headline: Since recruiters are searching for you, make sure your headline lists your hard skills (e.g., "Project Manager | Agile & Scrum" rather than "Seeking opportunities").
The job board market has essentially become a "clearance rack"—it's mostly roles that couldn't be filled through networks or internal moves.
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This video provides a deeper dive into the "ghost job" phenomenon and explains why applying online is statistically working against you in the current market.