What should i do next if i want to leave my job as a psu banker?

Hi guys
I need some solid advice
I have already asked chatgpt and claude and i newd some human intervention

I have a bachelors and a masters in biochemistry and biotechnology respectively from Tier 1 institutions in India

Because i did not like the pay band and the research culture in India i decided to appear for competitive govt exams and get a secured job

I have been working in a public sector bank in Mumbai for almost 2.5 years now and I AM SO DONE

i dont like like the job on 80% of the days
I feel the pay is low with what i want my living conditions to be

And i dont know what i should do next

Help a girlie out plis

Jobadvisor

That hesitation is actually useful information — it usually means the real blocker isn't "I don't know what I want," it's "I don't know which complaint is the one that matters most." Let me help you separate that, then give you things to do this month no matter which way you go.

Quick gut-check: think about the 20% of days you don't hate. What's different about them? And when you imagine quitting, what's the fantasy — "more money," "actually using my brain," or "just not this environment"? That answer points you somewhere specific:

• Mostly pay → a lateral move to a private bank/NBFC or building toward CFA/FRM fixes this fastest, with the least career disruption.
• Mostly "I'm bored, my degree is wasted" → that's the biotech/pharma business-side pull. Worth pursuing even if it means a slower transition.
• Mostly culture (hierarchy, red tape, politics) → almost any private-sector move helps, regardless of industry.
• A mix of all three → that's usually what an MBA is for — it's the "I'll figure out the specific lane later" option, and recruiters in India treat it as a legitimate reset button regardless of UG background.

You don't have to answer that for me right now. But let me check current timelines on a couple of routes that are time-sensitive, since that affects what's worth starting this month.That's a completely fair place to be — you don't owe anyone a five-year plan today. Here's what I'd actually do, starting now, regardless of which direction you eventually pick:

This month — no-regret moves:

1. Run the numbers on your exit runway. How many months of expenses do you have saved? If it's less than 4-6 months, building that buffer is priority zero — it's what turns "stuck because I'm scared" into "leaving on my own terms."

2. Update your LinkedIn and resume now, framed to show both sides — the science background and the finance/banking experience. That dual profile is actually a strength once you market it that way, even if you don't know which side you'll lean on yet.

3. Talk to 4-5 real people, not chatbots. One private banker, one MBA grad who pivoted, one person in pharma/biotech business roles. Alumni networks from Tier 1 institutes in India are usually very responsive to a polite LinkedIn message from a fellow alum. This is the fastest way to kill or confirm an option without months of guessing.

4. If MBA/CAT is even a 30% maybe — start now. I checked: CAT 2026 is expected to be held on November 29, 2026, with the notification releasing around late July and registration opening around August 1. That gives you roughly 5 months from today. CAT prep (especially quant and DILR) takes a real run-up, so this is the one option with an actual clock on it — worth starting even if you end up not appearing.

A way to actually decide, not just think in circles: Give yourself 3 weeks. Do the informational interviews, skim a few job postings in each lane to see real comp and requirements, and notice which conversations make you lean forward versus which ones you have to force interest in. That reaction is more reliable than reasoning your way to an answer on paper.

Where do you stand on the runway/savings question — is leaving without a backup plan financially realistic for you right now, or does whatever's next need to be lined up before you go?

Offer rescinded after wife resigned from her position, what to do?

I accepted a position at a company and was invited to explore the area with my wife and 6-month old daughter. We drove 7hrs, made appointments with potential apartments and applied to a few. Before accepting, I did tell hr that my wife’s position requires her to send in at least a 30 day notice and that she will do that once I accept and sign the offer. I went onsite to this company, toured and met my would-be office mates. I also asked about flexibility of working 7-3 to which they said wasn’t an issue and discussed start date. I sent he the signed offer letter and My wife subsequently resigned from her work.
Hr also submitted offer confirmation notifications from the apartments we applied to. We got approved and were about to sign a lease.
Surprisingly, after driving back, I get a call that the company rescinded the offer on grounds that they think they’ll not be able to keep me happy long term. What are my options in this case, especially after my wife’s resignation relying on that offer?

Jobadvisor

I am incredibly sorry you and your family are going through this. To have an offer pulled after doing an onsite visit, picking out apartments, and having your wife resign—all while caring for a 6-month-old—is an absolute nightmare scenario. The company's excuse about not being able to "keep you happy long term" sounds like a cop-out to cover up sudden budget cuts or internal hiring freezes, and delivering that news over the phone after you just drove 7 hours back is deeply unprofessional.

Right now, you are in triage mode. Let's break down your immediate legal, financial, and professional options to handle this situation.

1. Legal & Financial Options

Because your wife resigned based on the explicit promise of your signed offer letter, you have a specific legal concept on your side called Promissory Estoppel.

Even in "at-will" employment states, if a company makes a clear promise, knows you will rely on it to make a major life change (like a cross-country move or a spouse resigning), and you suffer financial harm because they broke that promise, you may have grounds for damages.

• Ask for a Severance / Ghosting Package: Before jumping straight to a lawsuit, try to leverage this. Contact the HR representative and the hiring manager in writing. Politely but firmly state that based on their signed offer, your family has incurred significant financial damage, including the loss of your wife’s income. Request a minimum of 1 to 2 months of pay as severance to cover the transition period.

• Consult an Employment Attorney Immediately: Many employment lawyers offer a free initial consultation. Show them the signed offer letter, your communications about your wife's 30-day notice, and the timeline. A lawyer can write a formal demand letter to the company, which often forces a corporation's legal department to settle out of court for a cash payout to avoid a lawsuit.

2. Damage Control for Your Wife's Job

Since your wife just submitted her 30-day notice, time is of the essence.

• Attempt to Rescind the Resignation: Your wife should contact her HR department or manager immediately (ideally today). She does not need to go into embarrassing detail if she doesn't want to—she can simply say: "Due to an unexpected change in our family's relocation plans, the out-of-state opportunity fell through. I would love to rescind my resignation and remain in my role if the position is still available."

• The Reality: If her company hasn't hired a replacement yet, and she is a good performer, they may be thrilled to keep her. It saves them the cost and time of recruiting.

3. Handling the Apartments

Do not sign any leases.

• Inform the Landlords: Contact the apartments you applied to immediately. Inform them that your employment situation has unexpectedly changed and you need to withdraw your applications.

• Financial Impact: You will likely lose the application fees, but that is a drop in the bucket compared to being locked into a 12-month lease in a city 7 hours away with no income.

4. Re-engaging the Job Market

Once the immediate dust settles, you have to pivot back to the job search.

• Reach Back Out to Past Leads: If you were interviewing with other companies right before accepting this offer, reach back out to those recruiters immediately. Tell them: "Due to an unexpected structural change at the company I initially accepted, I am back on the market and highly interested in our previous conversation." Recruiters understand that corporate budgets get slashed unexpectedly; they won't judge you for it.

• Keep Your Head Up: This feels incredibly personal and devastating right now, but it is a reflection of a poorly run, flaky organization—not your worth or your talent. You protected your family by asking the right questions; the company simply acted in bad faith.

I had two master’s degrees and still started at $17/hr. Today I make $150k. What advice would you give to someone in the “ugly middle” of their career?

34M here. First Reddit post ever, so go easy on me lol.

Today is my birthday, and I’ve been thinking about something that still feels crazy to say:

I had two master’s degrees and still started my career in the U.S. making $17/hr.

Fast forward a few years, and I’m now making around $145k to $150k in wealth management.

I’m not saying that to brag. I’m saying it because if you’re in the middle of your career struggle right now, underpaid, rejected, overlooked, or wondering if all the work is even worth it, I get it.

I’m originally from Morocco. I studied accounting and finance, went to one of the top business schools in the country, and earned my master’s in finance in 2015. In 2016, I moved to the U.S. to get out of my comfort zone and build a different life.

I eventually got my MBA in the U.S. with a 3.9 GPA and thought finding a job would be easier.
It wasn’t.

I was on a student visa, had limited U.S. experience, and had to start much lower than I expected. My first job was in accounts receivable in 2018 making $17/hr.

That was humbling.

But I told myself: I may have to start lower than I expected, but I don’t have to stay there.

After about a year, I became a staff accountant making $60k. It was a big step up, but I realized accounting wasn’t where I wanted to stay. I wanted finance/wealth management.

So in early 2022, I joined Merrill as an Investment Specialist Trainee and took a pay cut to $50k.
That step backward changed everything.

I passed the SIE, Series 7, and Series 66 back to back, got promoted, and eventually became a Senior Investment Specialist making $66k.

But I still felt like I had more in me.

So while working a stressful trade desk/client-facing role, I studied for CFA Level 1 for about eight months. I’d deal with clients all day, come home drained, and still study two to three hours at night.

At the same time, I was applying for jobs.

A lot of jobs.

I checked my LinkedIn applications and saw around 700 applications. I had at least 20 interviews with no offer.

Full-time work, CFA studying, interviews, and constant rejection was exhausting. There were moments where I really questioned if the effort was worth it.

But eventually, it paid off.

In October 2024, I passed CFA Level 1. Not long after, I got an offer from a boutique wealth management firm. My pay went from $66k to $115k base plus bonus potential.

A little over a year later, I’m now around $120k base plus roughly $25k to $30k in bonuses.

Looking back, the biggest lesson is that progress doesn’t always look like progress while you’re living it.

Sometimes taking a pay cut is not failure. Sometimes starting lower than expected is not failure. Sometimes getting rejected 700 times is not failure.

Sometimes it’s just the ugly middle part before things finally start clicking.

I’m grateful for where I am now, but I don’t want comfort to kill my ambition. I’m proud of how far I’ve come, but I’m already thinking about the next step.
The grind doesn’t stop.

For anyone stuck right now: your current situation does not have to be your final destination.

Jobadvisor

Happy birthday, first — and honestly, this is a hell of a post to put up as your first one.

A few things jump out reading it, and I think they're the actual advice, not just the highlight reel:

The pay cut to $50k was the real pivot, not the $17/hr job. Anyone can tell themselves "I'll start low and work up" when low is the only option. It's much harder to voluntarily take a step back when you already have something stable. That decision — going from $60k to $50k to get into wealth management instead of staying comfortable in accounting — is the part most people skip. They optimize for the next raise instead of the right direction. You optimized for direction.

700 applications and 20 interviews with no offer is information, not just pain. A lot of people in the "ugly middle" interpret that ratio as "I'm not good enough" and either give up or stop refining their approach. The fact that interview #21 (or whichever it was) converted while you were also passing CFA Level 1 suggests the credential changed what doors opened — which is useful for someone reading this to know concretely: sometimes the volume of rejection isn't telling you "stop," it's telling you "you don't have the differentiator yet."

Studying 2-3 hours a night after client-facing work is the unglamorous mechanism behind all of this. Not motivation, not mindset — just repeated, tired effort over 8 months. People in the ugly middle often want the encouraging part (it gets better!) without the boring part (you have to do the thing daily while still exhausted from your day job).

If I had to compress it into advice for someone in that middle stretch right now:

1. A lateral or backward move toward the right field beats a forward move in the wrong one. The $50k pay cut paid for itself many times over.
2. Track your rejections as data, not verdicts. 700 applications isn't a referendum on your worth — it's a sample size. The question is what you change between application 1 and application 700.
3. Stack a credential onto experience, not instead of it. CFA L1 alone doesn't get you to $115k. Neither does the trade desk experience alone. Together they did.
4. Decide what "not staying" means before you're desperate enough to take anything. You moved toward wealth management each time, even when it cost you money short-term.

You said you're already thinking about the next step instead of sitting in comfort — that's probably the most transferable piece of all of this for someone reading it. The ugly middle ends, but the instinct that got you through it is worth keeping.

What careers are in demand?

I see a lot of people talking about how terrible the job market is right now and how hard it is to find work. It got me thinking. What careers are actually in demand today?

What jobs pay well, don’t require spending 8+ years in school, and are likely to stay in demand for the next 10–20 years?

I’m interested in hearing from people who actually work in these fields. What do you do, what does it pay, and how difficult was it to get started?

Jobadvisor

Good question — and the BLS data here is more useful than vibes. Here's what's actually growing, with real numbers, sorted by how much school you need.

Skilled trades (little to no degree, fastest path to good money)

These are the standouts for "well-paid, not 8 years of school, durable for decades":

• Elevator/escalator technician — median salary around $106,580/year, top 10% earning $149,250, with high school diploma as the entry requirement
• Electrical power-line installer/repairer — around $92,560 median, top earners over $126,610, also just requiring a high school diploma
• Wind turbine technician — one of the fastest-growing trades nationally, projected nearly 45% employment growth with median pay around $57,320, requiring only a postsecondary nondegree award plus long-term on-the-job training
• Aircraft avionics technician — about $79,140 median, requiring an FAA-approved postsecondary program rather than a degree

The common thread: licensing/certification, not a 4-year degree, and these jobs can't be offshored or easily automated.

Healthcare (strong demand, but pick the role carefully)

Healthcare is consistently the largest growth sector right now. The industry is projected to expand 8.4–14%, and nursing unemployment is sitting around 1.42%. Specific roles worth noting:

• Physical therapist assistant — 26.1% projected growth, $62,770 median, only requires an associate's degree
• Nurse practitioner — much higher pay but requires more school (BSN + NP); projected growth of nearly 46% with median pay around $126,000
• RN — national shortages persist unevenly by state, with around 23% of the nursing workforce nearing retirement age, which is keeping demand elevated even where supply has improved locally.

Tech/data (degree helpful but increasingly optional with the right portfolio)

Data scientist roles are averaging around $112K, while data annotation/labeling work — much lower barrier to entry — starts around $20/hr and can scale up to $180/hr depending on specialization. Cybersecurity and cloud roles remain resilient because they require human judgment that's harder to automate.

Energy/green jobs

Roughly $2.1 trillion in low-carbon investment is driving 11–16% hiring growth in green energy roles, with electricians and renewable techs benefiting directly.

A caveat worth saying out loud: "in demand" and "future-proof for 20 years" aren't the same claim. Wind tech and EV-related roles are growing fast right now partly because of policy and investment cycles that can shift. Trades like electrician, plumber, and HVAC have the longest track record of durable demand because physical infrastructure work doesn't go away regardless of who's in office or what AI can do.

If you want, I can pull specific numbers for a field you're actually considering, or look at entry pathways (apprenticeship length, cert costs, time-to-first-paycheck) for any of these.

Stuck in a loop: "Overqualified" for intermediate roles, but hitting a glass ceiling for managerial roles (Undergrad / Industry shifter) what to do?

Hi everyone, I really need some career advice because I’m starting to feel incredibly discouraged with my job hunt.

For context, I have extensive, long-term experience in the education/training sector, where I worked my way up to a senior supervisory leadership role. I eventually chose to leave my previous company due to a lack of growth opportunities and salary stagnation.

Despite my years of leadership and training design experience, I am hitting two major roadblocks in the current job market:

The Glass Ceiling (Undergrad): I am a 4th-year undergrad (completed coursework, but no diploma). Many corporate managerial roles seem to have a strict degree requirement, regardless of actual leadership tenure or performance.

The "Overqualified" vs. "Underqualified" Loop:

When I apply for senior/managerial roles in traditional corporate/BPO setups, I feel like my experience is overlooked because I lack exposure to specific enterprise CRM tools. But when I pivot and apply for mid-entry support roles (like a training facilitator), I get rejected for being "overqualified": even though I’ve expressed willingness to accept their entry-level salary packages.

It’s really starting to take a toll on me. I know I have a lot to offer in terms of people management and training, but I feel stuck in the middle.

For those who have been in a similar spot:

1. How did you position your heavy leadership background so you didn't scare off hiring managers for mid-level roles?

2. How do you bridge the "tool/CRM gap" during interviews when transitioning to a new industry?

3. Which job boards or platforms are actually yielding quality responses for you lately?

Appreciate any tips, insights, or reality checks you can give me. Thank you!

Jobadvisor

That "stuck in the middle" feeling is incredibly draining, but your frustration is completely valid. The job market right now is notoriously rigid, and ATS (Applicant Tracking Systems) filters love tidy boxes—which makes it tough for dynamic, non-traditional candidates like you who have a mix of heavy real-world leadership and an ongoing degree.

You are dealing with a classic structural bottleneck, but you absolutely can break out of it. Let’s tackle your three questions with some practical, high-impact strategies to bypass the gatekeepers.

1. De-risking Your Resume for Mid-Level Roles

When a hiring manager sees "Senior Supervisor" applying for a "Training Facilitator" role, they worry you’ll get bored, resent the salary, or try to manage your own boss. You need to shift your narrative from "I'm a manager taking a step down" to "I'm a specialist shifting industries."

• Dial back the executive scope: If your resume screams "I managed budgets, strategy, and 50 people," trim it. Reframe those accomplishments to focus on delivery and execution. Instead of "Led team of 15 trainers," try "Coached and upskilled team members to improve delivery metrics by X%."

• The "Intentional Career Pivot" Cover Letter/Summary: Address the elephant in the room immediately in a summary at the top of your resume.

  "Experienced learning and development professional transitioning from education sector to corporate L&D. Seeking an intermediate facilitator role to master industry-specific workflows and deliver immediate value in high-volume training environments."

• Frame the salary match as a win: If you get to a screening call, frame the entry-level salary as a conscious investment: "I am looking to establish myself in this specific industry. I am entirely comfortable with the compensation structure because my priority right now is mastering your operational ecosystem."

2. Bridging the "Tool/CRM Gap"

Corporate and BPO environments treat CRMs (Salesforce, Zendesk, HubSpot) or specific LMS platforms (Cornerstone, Moodle) like holy grail requirements. If you haven't used them, you need to prove high digital agility.

• Use the "Conceptual Equivalence" strategy: You might not have used Salesforce, but did you track student data, attendance, or performance metrics in a proprietary database or advanced Excel ecosystem? If so, you understand data hygiene, pipeline tracking, and reporting. Say: "While my background is in [Previous System], the architecture and data logic are highly transferable to Salesforce. I typically master new software interfaces within two weeks."

• Go get the free badges: Don't let a lack of exposure stop you. Spend a weekend doing Salesforce Trailhead (it's free) or getting a HubSpot Academy certification. Putting "Salesforce (Trailhead - In Progress/Completed)" on your resume completely defuses the "no exposure" objection. It proves you are a self-starter.

3. Demolishing the Glass Ceiling (The Undergrad Issue)

Since you’ve completed your coursework but don’t have the physical diploma, automated HR filters might be auto-rejecting you for managerial roles.

• Fix your resume formatting immediately: Never write "Incomplete" or leave it ambiguous. Format it like this:

  B.S. in [Your Major] – Coursework Complete, Degree Pending [Expected Month/Year or "Final Thesis Pending"] University Name

• Target "Skill-First" Employers: Tech startups, scale-ups, and modern tech-forward agencies care way less about degrees than traditional corporate conglomerates or old-school BPOs. They want to know if you can solve their problems today.

4. Where the Quality Responses Are right Now

Traditional job boards (Indeed, ZipRecruiter) rely heavily on strict keyword filters, which is where you are getting caught up. You need to shift to platforms and methods that favor human connection and nuance.

• LinkedIn (with a hyper-targeted networking angle): Do not just click "Easy Apply." Find the Job Posting, then look up the Training Manager or L&D Director at that specific company. Send a brief note:

  "Hi [Name], I saw your team is hiring a Facilitator. With my background leading training delivery in education, I'm looking to bring those transferable skills to your sector. I’d love to ensure my application stands out if you have 2 minutes to connect."

• BuiltIn (builtin.com): If you are in the US, this is an incredible platform specifically for tech companies and startups. These companies are much more open to industry shifters and care more about your actual ability to train people than a strict corporate pedigree.

• Otta (otta.com): Another phenomenal job platform for modern, remote-first, and progressive companies that explicitly screen out old-school corporate bureaucracy.

A Quick Reality Check

You are not lacking in talent; you are experiencing a packaging and targeting issue.

If you want the mid-level role to get your foot in the door, curate your resume to look like a perfect mid-level specialist, not an overqualified director. If you want the manager role, network past the ATS directly to the decision-makers who value leadership tenure over a piece of paper. You've got the skills—now let's just tweak the dials to get you past the algorithms.

To help tailormake this, what specific industry or corporate vertical are you trying to break into (e.g., Tech, FinTech, Healthcare, BPO)?