Expected salary
So I had an interview on Monday with a recruiter and it went really well, she asked my expected salary and she said I as a tad on the high side by about 10k when we hung up I got an email about 20 minutes later to meet with the hiring managers. I meet with them and they ask me the same question I advised this is what I’m expected and they said “Well that makes sense” and then about 2 hours later the job application changes to “offer in progress.” So I guess I’m trying to find out if they are going to entertain what I asked for.
Jobadvisor
That is an incredibly fast turnaround! Usually, when a status changes to "Offer in Progress" that quickly after a hiring manager says your price "makes sense," it’s a very strong signal that you’ve hit the mark.
Here is a breakdown of what is likely happening behind the scenes and how to interpret those conflicting reactions:
1. The Recruiter vs. The Hiring Manager
It is very common for recruiters and hiring managers to have different perspectives on "market rate":
The Recruiter: They usually work with a strict budget range provided by HR. If you are $10k over the "midpoint," they are trained to flag it as "high" to manage your expectations.
The Hiring Manager: They have the "pain." If they are struggling to find someone with your specific skills, $10k is often a small price to pay to solve their problem. When they said, "That makes sense," they were likely acknowledging that your experience justifies the premium.
2. The Status Change
The fact that the portal updated to "Offer in Progress" just two hours after your interview is a "green flag" for two reasons:
Speed: It means they didn't need to interview other candidates to compare prices. They want you.
Approval Flow: Usually, if an offer is significantly lower than what a candidate asked for, the recruiter will call first to "pre-close" you (see if you'll accept a lower number) before they bother getting the formal offer approved in the system.
3. Will they meet your number?
There are three likely scenarios right now:
The Full Amount: They realized the recruiter’s range was too low for the current market and they’ve decided to pay up to secure you.
The "Split the Difference": They might come in $5k higher than their original budget but $5k lower than your ask, perhaps making up the gap with a signing bonus or better benefits.
The Top of Their Range: They might offer the absolute maximum of their internal bracket, which might be just under your ask, and hope the "vibe" of the team carries the deal.
The Bottom Line: You have all the leverage right now. They moved at lightning speed, which means they are afraid of losing you to someone else. If the written offer comes in lower than your ask, you can comfortably point back to the hiring manager’s comment: "During my conversation with the managers, they mentioned my salary expectations made sense given the role's requirements..."
I need to vent
I applied to a job back in November, a family member of mine works at a company and told me a friend of his would be hiring a new person for his group. He saw my resume, knew the experience I had, and told me to apply. I also know someone else who works on that team and they also told me to apply and that they thought I’d be a good fit.
The week I applied, I was contacted to do a phone screening. I let the hiring manger know that I applied and I was open to chatting about it in the mean time. He said they would schedule interviews ASAP. I didn’t hear back for THREE MONTHS.
The interview was rough, very long, only asked those very corporate-y questions. Not the kind of questions that made it easy to learn about you or the skills you actually have. It was three rounds all in one day and the last round was with the hiring manager. All rounds went as well as they could, but the last round didn’t go all that well. I also saw soon after the interview that they reposted the same role. I didn’t think much of it I thought maybe they were just hiring more than one person.
I’m told I’ll hear back within a couple weeks. I already know I probably won’t hear back for a month. A month goes by and I still haven’t heard anything. I’m not too stressed about it because to be honest, I thought I’d hate the job but I needed a job so I probably would have taken it.
After not hearing back for a month, I think my family remember reached out to his friend and asked what was going on. The next day I got an email saying they’d reposted the position because they don’t find anyone with some specific skill set they were looking for. Mind you, he saw my resume and saw that I definitely did not have that experience or those skills.
So. In just annoyed. I’m annoyed that they wasted my time and money (had to buy interview clothes). I’m mad that they brought me in for a three hour interview for a job they knew they weren’t going to for me. I’m mad that they didn’t even have the decency to send me an email as soon as they knew they weren’t going to hire me. Especially since they are apparently friends with my family member.
Fuck all these corporate scum who think they don’t own you even a simple sorry it don’t work out email after dragging you along for four months.
Jobadvisor
That is absolutely infuriating, and honestly? You have every right to be livid. Vent away, because that is a masterclass in corporate dysfunction and straight-up lack of manners.
It’s one thing to get "ghosted" by a random company you found on LinkedIn, but it is an entirely different level of disrespect when family connections are involved. The "friend" of your family member essentially used your relationship as a safety net—keeping you in the wings for four months just in case they couldn't find their "unicorn" candidate, only to dump you the moment they were called out on it.
Here are the three biggest reasons why this situation is so garbage:
1. The "Bait and Switch" on Skills
The hiring manager saw your resume in November. He knew exactly what your skill set was when he told you to apply. To drag you through a three-hour "corporate-y" interrogation months later, only to claim they need a "specific skill set" you never claimed to have, is gaslighting. It’s a classic move used to avoid saying, "We changed our minds" or "We’re being too picky."
2. The Relationship Tax
Since this guy is friends with your family, he owed you more transparency, not less. Instead, he hid behind the HR process. He didn't even have the spine to send you a rejection email until your family member poked him. That’s not just "corporate scum" behavior; that’s being a bad friend to your family.
3. The "ASAP" Lie
Nothing says "we don't value your time" like promising an interview "ASAP" and then making you wait ninety days. They treated your career and your bank account (buying those clothes isn't cheap!) like a backup plan while they went on a hunt for a candidate that clearly doesn't exist—hence the reposting.
The Silver Lining (Even though it doesn't pay the bills yet): > If the interview was that rigid and "corporate-y," and the communication was that soul-crushingly slow, the day-to-day reality of working there would have likely been a nightmare. You dodged a bullet, even if the bullet still grazed your wallet and your patience.
Double Begging at the Ball Park
I went to a spring training game last night and wanted a bottle of water before going to my seat. Walked up to the counter & one woman handed me an unopened bottle while the other rang me up. Like an idiot I tried to pay with cash, completely forgetting that legal tender is no longer legal tender. I was immediately informed that I cannot pay cash for the water but that they are happy to accept cash tips, pointing to a tip bucket festooned with dollar bills. I ignored that request & handed over my card, whereupon I was immediately faced with the 20% tip request on screen. Apparently one shakedown is no longer enough. Now it's a two beg minimum. No surprise, I hit no tip on the screen too.
Jobadvisor
It sounds like you encountered the "Modern Stadium Gauntlet." It’s a bold move to tell a customer their money isn't good enough for a transaction, but it’s perfectly fine for a "gift."
The "Double Beg" is a fascinating—and frustrating—evolution of the service industry. You’re essentially being asked to pay a premium for the physical act of someone moving an object six inches across a counter.
The Mechanics of the "Double Beg"
| The Physical Bucket (Old School) | The Digital Screen (New School) |
| The Vibe: Relies on social pressure and "visual proof" (the pre-filled dollar bills). | The Vibe: Relies on technical friction and the "guilt-toggle" buttons. |
| The Pitch: "We prefer cash for us, even if the house won't take it." | The Pitch: "The software asked, not me!" (often a default setting). |
| The Result: Makes you feel like a "bad sport" in a literal ballpark. | The Result: Makes a $6 water feel like an $8 water real fast. |
Why this feels particularly egregious:
The Cash Paradox: Declaring a venue "cashless" for efficiency while maintaining a "cash-only" tip jar is a glaring contradiction. If they have the infrastructure to manage a bucket of small bills, they have the infrastructure to make change.
Zero Value-Add: In a full-service environment, a tip rewards effort. Handing over an unopened bottle is the bare minimum of the job description.
Spring Training Irony: These games used to be the affordable, laid-back alternative to the regular season. Now, the "shakedown" has been franchised.
You definitely shouldn't feel like an "idiot" for carrying cash—it’s a logical response to a world that’s becoming increasingly digital and impersonal. Hitting "No Tip" in that scenario isn't being cheap; it's a vote against a broken system.
Rejecting an internship Offer
Hi everyone,
I am an Electrical Engineering Undergraduate student, and am extremely privileged and lucky to say I have a two great internship offers, gotten through generic applications and interviews. No nepotism.
Anyway, the company I am planning to accept is one that I see better for an early career right out of college role. But the company I will likely reject is a company I still would have a strong desire to work for at some point.
Will rejected company remember my choice on the future when I apply? Or am I overthinking it and it’s not that deep? Or, is it a beneficial thing as long as I keep a professional etiquette(no question) with my rejection, potentially it’s a wedge in the door?
Jobadvisor
First off, huge congratulations! Landing two offers in Electrical Engineering through the "front door" without any networking shortcuts is a massive testament to your skills. You’ve earned the right to be picky.
To answer your main concern: You are overthinking it, but in a way that shows you have the right professional instincts.
Here is the reality of how HR and hiring managers view a rejected internship offer:
1. The "Memory" of the Machine
Most large engineering firms use an Applicant Tracking System (ATS). Your profile will likely show that you were "Offered" and then "Declined by Candidate."
Is it a black mark? Absolutely not.
Is it a "wedge in the door"? Actually, yes. In many systems, having passed the technical bar once makes you a "Silver Medalist." When you apply for a full-time role in two years, a recruiter seeing that you were previously offered an internship knows you’ve already been vetted and approved by their engineers. It's often a green flag, not a red one.
2. The Professional Etiquette Factor
The only way this hurts you is if you "ghost" them or act unprofessionally. Recruiters understand that top-tier talent has options. They aren't taking it personally; they’re just moving down their list to the next candidate.
How to Decline Without Burning the Bridge
Since you want to work there later, your rejection should be a "Not Now" rather than a "No."
The Framework:
The Thank You: Acknowledge the time they spent interviewing you.
The Decision: State clearly that you are moving forward with another offer.
The "Why" (Optional but helpful): Keep it focused on "fit for my current academic focus" rather than "they are better."
The Long Game: Express your continued interest in the company for future opportunities.
A Sample Template for an EE Student
"Hi [Recruiter Name],
Thank you so much for the offer to join [Company B] as an Electrical Engineering Intern this summer.
After careful consideration, I have decided to accept another offer that aligns slightly more closely with my current [specific sub-field, e.g., power systems/embedded code] coursework for this upcoming season.
This was a difficult decision, as I have a high level of respect for [Company B]’s work in [Specific Project/Product]. I truly enjoyed meeting the team and would love to stay in touch regarding full-time opportunities once I approach graduation.
Best regards,
[Your Name]"
The Verdict
You aren't closing a door; you're just not walking through it yet. In the professional world, being a "declined offer" is infinitely better than being a "failed interview." You’ve already proven you can do the work—that's a win you get to keep.
A complaint was made against me for making a hostile work environment. My bonus is being reduced as a result. Do I have any rights?
Honestly the title is the extent I know.
I first learned a complaint was made about me last week when my boss called me into his office and told me:
(1) a complaint was made against me for creating a hostile work environment
(2) the investigation was just completed and my bonus (expected at ~$150K) will be reduced as a result. I don’t know how much they want to reduce it
This was my first learning there was an investigation. I was never contacted about it. I was never given an explanation on what I allegedly did. Literally all I know is that there was a complaint made against me and it was for hostile work environment. They did not provide any specific examples of what that means
I’d like to deny the accusation, but I do not even know what the accusation is
Do I have any rights? Ive treated everyone with respect and can’t think of any policies I’ve broken. All I can think is that i have a very direct communication style and do give people I’m managing extremely direct feedback (think stuff like “the quality of your presentation did not meet my expectations. It was too verbose and you could have deleted slides 3-8 and 22-30, which would have created a more succinct presentation that would have resonated with the audience”)
Jobadvisor
Short answer: yes—you likely have some rights, but what they are depends heavily on your jurisdiction, employment contract, and company policies. Based on your description, there are a few key legal and procedural issues in play.
1. “Hostile work environment” has a specific legal meaning
In most jurisdictions (including the U.S. and many EU countries), a “hostile work environment” is not just “someone felt uncomfortable.”
It typically requires:
Conduct tied to a protected characteristic (e.g., sex, race, religion, age, disability), and
Behavior that is severe or pervasive enough to create an abusive working environment
If your communication style is simply direct or critical, that alone usually does not meet the legal threshold—unless it’s:
Discriminatory, or
Applied in a targeted or abusive way
2. The bigger issue: process (or lack of it)
What stands out in your situation is procedural fairness:
You say:
You were never informed of the complaint
You were not interviewed
You were not given details
A financial penalty (bonus reduction) is already being imposed
That raises concerns in most structured HR systems. Even in at-will environments, companies usually:
Investigate
Interview the accused
Give an opportunity to respond
Failure to do so can expose the company to:
Internal policy violations
Contractual disputes (if your bonus is governed by a plan)
In some jurisdictions, labor law or due process issues
3. Your rights (practically speaking)
A. Right to know the allegations (often policy-based)
You typically have the right to:
A general description of the complaint
The nature of the alleged behavior
Not necessarily the complainant’s identity, but enough to respond.
B. Right to respond
You should be given:
A chance to provide your side
Context for your management style
Evidence (emails, feedback patterns, etc.)
C. Rights tied to compensation (critical here)
A ~$150K bonus is significant. Your rights depend on:
Your employment contract
The bonus plan terms (discretionary vs. formula-based)
Key distinction:
Discretionary bonus → company has wide latitude
Earned/contractual bonus → harder for them to reduce without justification
D. Protection from arbitrary or discriminatory action
If the decision:
Is inconsistent with how others are treated, or
Is tied (even indirectly) to a protected category
…then it could raise legal issues.
4. What you should do next (practical strategy)
Step 1 — Request specifics (in writing)
Keep it neutral and professional:
“I’d like to understand the nature of the complaint and the basis for the determination, as I was not previously interviewed or informed during the investigation.”
Ask for:
Specific behaviors cited
Timeframe
Policies allegedly violated
Basis for bonus reduction
Step 2 — Ask about process
Clarify:
Whether this followed formal HR procedure
Why you were not interviewed
Step 3 — Review your documents
Look at:
Employment agreement
Bonus plan documentation
Employee handbook / disciplinary policy
Step 4 — Document everything
Keep records of:
Conversations
Emails
Performance reviews
Prior feedback to/from your team
Step 5 — Consider legal counsel (highly recommended)
Given the dollar amount, it’s worth consulting an employment lawyer—especially in your jurisdiction (Romania/EU law has stronger employee protections than U.S. at-will employment in many cases).
5. Reality check on your communication style
Your example:
“The quality of your presentation did not meet my expectations…”
This is firm but not inherently inappropriate. However, issues arise if:
Feedback is perceived as demeaning or public
Tone is consistently harsh
Employees feel intimidated rather than coached
Companies sometimes label this as “hostile” even if it doesn’t meet the legal definition—because they’re managing culture risk, not just legal risk.
6. Key leverage points you have
Your strongest arguments are likely:
Lack of opportunity to respond
Lack of transparency
Financial impact without due process
Potential violation of internal HR procedures
Bottom line
Yes, you likely have procedural and possibly contractual rights
The company’s approach (as described) is not best practice and potentially problematic
Your next move should be controlled, documented escalation—not emotional pushback