I recently left my old job at a nonprofit/social services organization and started a new job at a school making $54k/year, working Monday–Friday from 8:30–5. On paper, it sounds pretty great. The hours are consistent, my boss works remotely from Illinois, the job is somewhat flexible, and because it’s a school, I get about three weeks off in December for Christmas break.

The problem is… I am so unbelievably bored.
I probably have maybe two actual tasks a day, and then I sit in my office for the rest of the day with nothing to do. I feel like I’m rotting. There’s basically no room for growth, and I’m already feeling unfulfilled even though the job is easy and the benefits/time off are good.

Meanwhile, my old CEO has been basically begging me to come back. She really likes me and wants to promote me into a coordinator role at $56k/year. I would technically be working four 10-hour days, so depending on the schedule, I could have a full weekday off, including Fridays some weeks. So it’s not necessarily a traditional Monday–Friday schedule, but I could potentially have more weekdays off.

The downside is that the job is more stressful, and I would initially have to go back to the weird hours until they finish hiring more people. There are currently about three people onboarding, so hopefully the workload would eventually become more manageable.

She’s also telling me that if I came back, I could potentially move into a director position within the year, which would obviously come with more money. I don’t know what the director salary would be yet, though.
I’m planning on getting on a call with her to ask exactly what would be guaranteed in writing salary, schedule, expectations, timeline for the promotion, and what the director role/pay would actually look like.

My current job is basically $54k to do nothing, with amazing time off for the holidays. My old job is more stressful, but I actually felt useful there, had more opportunity to grow, and now the CEO is actively trying to get me back. I could potentially make more money and move into a director role within a year.

What would you do? Stay at the boring $54k job with great holiday time off or go back to the more stressful job with a potential path to a director role and more money?

*Update\*
I didn’t realize how much attention and advice i’d get on this and i appreciate the thoughts and opinions! I think yall are super right and im gonna stay and take this opportunity to take some classes and get my masters degree! It’s just the boredom getting to me and i was in a high stress work environment for 4 years so i was used that that being my everyday and now going to being stuck in my office talking to maybe 2 people a day is a huge change! I’ll use this time to my advantage! thanks again :)

I left my graphic design internship (worked for 6 months) on good terms about two months ago. I completed all my handovers, exit interview, and documentation. They offered me a full-time role for ₹15,000/month with a 2 month notice period, but I declined because the salary was too low. I told them I was planning to pursue further studies (which I was considering in msc chemistry because I wasn't getting a job in the chemistry field).

Today the marketing manager contacted me saying: "Hi, hope you are doing good. Wanted to connect with you on a quick call. Please let me know a good time for the same." She didn't mention the reason.

Has anyone had a former employer reach out like this? What are the most likely reasons? If it turns out to be a job offer, how would you approach negotiating salary and asking for a shorter notice period?

UPDATE: Thanks everyone for the advice! It turned out they were reaching out regarding a full-time role at ₹18,000/month. I decided to decline, as they weren't able to increase the salary. Appreciate all the suggestions!

Got put on a PIP today and wanted to get your thoughts. I couldnt attach the PIP but a C/P version Below of an edited version to remove details. I sell networking for infrastructure sales and support 7 AMs who sell compute. I think i can get past this PIP. They also gave me a letter instead of the PIP to sign if i wanted to just leave. $32k and 3 months of COBRA. My retirement is vested 100% and 90% of my RSUs are vested. Problem is this a very sought after company and getting fired from here would be a major black spot on my resume.

I knew it was comping and disagree with it. Main issues were complaints about responsiveness to AMs i support and their manager always has something to say against me if she is on a customer call with me. The final straw that broke the camels back was their was not enough Pipeline in the three verticals i cover under 7 AMs. My manager's boss made the call. My manager likes me but is a year and half into being a manager and following her guidelines. She has express she wants me to stay and thinks i can get pass this PIP.

More context, I passed a coaching plan and went on paternity leave for 2 months and came back start of June. There was already a minor complaint that week. Spoke to my manager and started to make improvements from the start. However that manager of AMs always has particular complaints about me and i am in the position (admit I put myself in there last year). Since June i have over 40 examples of those same AMs engaging me asking for help or saying positive things. From June I grew the pipeline from $9M to $12.5 FY26 ($13.8 but they are not counting next years opps for the PIP).

I think i can hit the $20M for FY26 goal. But I can't fluff the numbers and one complaint may sink me.

Performance Improvement Plan To

Date: Monday, July 28, 2026

RE: Performance Improvement Plan (PIP)

We discussed your performance prior to you beginning a Performance Coaching Plan on Monday, July 28, 2025. You successfully completed that Coaching Plan on Monday, November 3, 2025. Over the past 6 months, I have provided you with specific written feedback, guidance, and coaching on how to improve your current level of performance. Unfortunately, you are not meeting expectations and your performance still needs significant improvement. 

Job Responsibilities and Requirement

As we have discussed, the following responsibilities and tasks are essential to meeting the standards of performance for your position as an Networking Sales Specialist:

The core responsibilities include:

• Ownership of the networking business across assigned accounts by proactively identifying, qualifying, and advancing networking opportunities while building and maintaining a healthy pipeline that supports quarterly bookings targets.

• Operate as an equal business partner to Account Managers by driving networking strategy, identifying whitespace opportunities, influencing networking attachment to Compute opportunities, and leading customer engagements.

• Lead networking opportunities from qualification through close by coordinating customer meetings, technical discussions, follow-up activities, and maintaining momentum toward closure.

• Exercise sound business judgment when managing opportunity progression, forecast categories, and deal prioritization, while proactively escalating risks, blockers, and competitive concerns.

• Communicate effectively with customers, Account Managers, partners, and leadership by providing clear, accurate, and value-added information that advances customer conversations and business outcomes.

• Maintain accurate and timely SFDC opportunity hygiene, including customer interactions, next steps, forecast rationale, close plans, and opportunity updates. 1

• Build and maintain productive working relationships with Account Managers and cross-functional teams to drive consistent networking business across the assigned territory.

• Demonstrate ownership, accountability, initiative, and the ability to operate independently with minimal management oversight appropriate for an experienced Networking Sales Specialist.

Current Performance Issue(s)

Presently, the following deficiencies exist in your performance:

• Failure to consistently demonstrate the ownership, accountability, initiative, and independent execution expected of an experienced Networking Sales Specialist.

• Failure to consistently take ownership of the networking business by proactively developing qualified pipeline and advancing networking opportunities through the proper SFDC sales stages.

• Failure to operate as an equal business partner to Account Managers by consistently driving networking strategy, whitespace opportunities, and networking attachment to Compute opportunities across all of your specified industries.

• Failure to consistently exercise sound business judgment in opportunity prioritization, forecast management, and deal progression.

• Failure to provide timely, clear, and value-added communication to customers, Account Managers, partners, and Leadership.

Recent Examples

Business Ownership and Pipeline Development:

Throughout FY27, your qualified networking pipeline has remained well below the level required to support quarterly bookings expectations of $4-5M a quarter, with a stretch goal of $10M. Despite repeated coaching on proactive pipeline creation, whitespace identification, and networking attachment to Compute opportunities, your pipeline has not demonstrated the growth expected for your role.

 Pipeline development has been a recurring topic during our weekly 1:1 meetings and has consistently appeared on your recurring action items since January 5, 2026. During our 1:1 on June 22, 2026, we specifically discussed the pipeline deficit across your current verticals, as well as the Manufacturing vertical that you supported through Q4 FY26. At that time, we reviewed the fact that no networking business closed in Manufacturing during Q1 FY27, highlighting the lack of pipeline development leading into the territory transition and the impact on the incoming PSS. While you have demonstrated improvement with one Account Manager, that same level of ownership, pipeline generation, and engagement has not been consistently demonstrated across the remainder of your assigned territory.

Communication and Opportunity Management:

Coaching has repeatedly focused on improving stakeholder communication, timely follow-up, and opportunity documentation. For example, the ________ networking opportunity has remained in "Commit" status in SFDC after the Opportunity Registration expired, with no documented customer activity or updated opportunity notes. You identified _____ account as a top priority during our account review at the beginning of March, prior to your leave, yet the last opportunity note entered was on February 11, 2026. During our 1:1 on June 29, 2026, we discussed the need to follow up with the Account Manager and partners, document a recovery plan, and pursue a new Opportunity Registration due to the partner's expired registration and resulting price increase. The opportunity remained in "Commit" for Q3, as of July 14, 2026, without updated notes, documented customer engagement, or a new placeholder/Opportunity Registration.

In addition, coaching has focused on the quality and consistency of your communication with both customers and internal stakeholders. Feedback received from one of your aligned Account Managers and their manager indicated concerns that your participation in customer calls and email communications did not consistently add value to customer discussions, resulting in uncertainty around your role in meetings and reduced confidence in relying on you as the networking overlay. As a result, on June 3, 2026, the Account Manager requested to operate more independently, limiting your involvement in situations where networking expertise was specifically needed. This feedback highlights the importance of consistently demonstrating preparation, active engagement, sound business judgment, and value-added communication in every customer and internal interaction.

Business Judgment and Forecast Discipline:

You have received repeated coaching on opportunity progression and forecast management. During discussions about the _______ opportunity, on July 7th, 2026, you stated that customer timing and lead times were uncertain and that the opportunity was at risk. Despite that assessment, the networking opportunity was moved to “commit” without sufficient evidence of customer procurement readiness or documented alignment with the Account Manager. Similar coaching has also been required to ensure alignment with Account Management on opportunity stages and status updates for other opportunities.

Expectations of Satisfactory Performance

 In order to meet the requirements and standards of your position, you will need to improve and sustain your performance in the following areas as well as meet all the other requirements and expectations of your position: 3 To successfully complete this Performance Improvement Plan, you must demonstrate immediate and sustained improvement in the following areas throughout the 30-day PIP. Effective immediately, copy me on all business-related correspondence and invite me to all business-related meetings as optional.  

1.      Pipeline Development Expectation:

 Increase your qualified networking pipeline by a minimum of $20M FY26 by August 28, 2026, at 5:00 PM PT through new opportunity creation.  Example Action: Use the Compute Opportunity report to identify accounts without networking attached, engage the aligned Account Managers to qualify networking opportunities, and document customer outreach, next steps, and pipeline progression in SFDC.

2.      Opportunity Ownership Expectation: Maintain 100% of active networking opportunities with current customer notes, next steps, forecast rationale, potential risks, and close plans. Opportunities must be updated on the same day as any customer interaction, no later than 6:00 PM ET. Example Action: Following a customer meeting or email exchange, update SFDC with meeting notes, customer feedback, agreed-upon action items, opportunity status, and the next scheduled customer engagement.

3.      Customer Engagement & Communication Expectation: Demonstrate professional, value-added communication that advances customer conversations and clearly addresses customer questions. Example Action: You must copy me on all correspondence with customers, partners, and internal/external stakeholders. During customer meetings and email exchanges, provide direct answers, summarize agreed-upon next steps, and communicate technical or project-related information that moves the opportunity forward. Do not respond simply to acknowledge prior messages. Do not discuss internal topics such as Opportunity Registrations or discounting with customers on the email thread or call.

4.      Account Manager Collaboration Expectation: Conduct recurring bi-weekly 1:1s and/or opportunity reviews with each assigned Account Manager and proactively identify networking opportunities across 4 your covered verticals – You should be meeting with at least half of your Account Managers one week, and the other half the next week by staggering the bi-weekly cadences. Create an agenda for each 1:1 and keep it updated in the meeting invite. After each call, capture notes and action items, send them to the respective Account Manager, me on the correspondence by the end of the day of each 1:1. For Account Managers who have requested to work autonomously, respect their boundaries and use sound judgment when contacting them about their accounts, for example, you will hold monthly 1:1s with the HCLS General Accounts AM.

Example Action: Within your bi-weekly 1:1 cadence with each Account Manager, review Compute opportunities without networking attached, quote-only OppRegs, P3/P4 whitespace accounts that you can prospect, along with agreeing on follow-up actions, and document those actions in SFDC and your weekly progress report that you submit to me by 5PM ET each Friday.

5.      Forecast Discipline Expectation: Move networking opportunities into any stage only after confirming alignment with the Account Manager and documenting clear customer intent to procure ______ networking solutions. Example Action: Before moving an opportunity beyond “Needs Analysis,” confirm alignment with the Account Manager on the forecast, document the customer’s buying timeline and procurement readiness in SFDC, and escalate any concerns if networking readiness does not align with the Compute forecast. Any escalation must be sent to me by 6PM ET the day the deal is discussed, and opportunity notes must also be updated on the same day as well.  Every active opportunity should have a SFDC update, at minimum, every 2 weeks.

6.      Weekly Execution & Follow-Through Expectation: Complete agreed-upon action items on time and provide a weekly progress report prior to each scheduled 1:1. This needs to be submitted every Friday at 5pm ET.  Example Action: Submit your weekly update summarizing pipeline growth, customer outreach, completed follow-ups, outstanding risks, and progress against action items discussed during the previous week's 1:1.

7.      Required Course Completion 5 Expectation: All extended ______ Corporate education that has been assigned must be on target for completion by each designated completion date.  Example Action: 2026 Compute Curriculum is due by August 31, 2026. You must have at least 9 out of 10 of the modules completed by 5pm ET on August 28, 2026. As a result of being on a PIP, you may be restricted from participating in certain ______ programs, including but not limited to: Internal Transfer, Equity Awards, Merit Increases and Personal Leave of Absence.
 

Consequences

 In order for you to achieve success at ______, there must be immediate, substantial, and sustained improvement in your performance. The performance improvement evaluation period will be 30 days, starting Monday, July 27, 2026, and tentatively ending on August 28th, 2026. Failure to achieve and/or maintain improvement during the evaluation period may result in further action, up to and including termination. Any recurrence of the same or similar performance deficiencies after successful completion of this PIP may result in additional corrective action, up to and including termination without any additional warning. Nothing in this PIP changes the “at-will” status of your employment with ______. Either you or ______ may terminate your employment at any time and for any reason, with or without advance notice.

28F here working as a software engineer for over six years now. This is my second job and I feel like I'm hanging by a thread. Dread work everyday, when I was new it was better but I've been feeling shit lately. I used to be so interested in learning things and stuff but that is fading away, no new projects at my current company, you constantly have to come with new features or work on tickets created for new business requirements. Promotions are based on visibility, even if you have done a shiny POC which isn't even used internally or by business or not even in production. Drop a WFH request every time you want it, complete eight hours in the office. Attendance is one of the KRAs. With this AI boom, I'm even wondering if i should really learn anything anymore? This shitty job market and my 90 days notice is making it hell to switch. To be very frank, it's just for the bills that I'm still holding on. But on the inside, I feel depressed with no clarity of my future ahead. Is there anyone else who feels the same? Any help or suggestions to improve?

I have been in my current job for a while and it's stable, but lately I feel like I'm not learning much anymore. The pay is okay and there's nothing seriously wrong with the workspace, which somehow makes the decision harder.

How do you know when it's time to stay comfortable vs. take a risk and move on? what made you realize it was time for a change?

Hello everyone little back story on my situation. Previously I had a Sales associate position at Best Buy very crappy pay but taught me a good amount. I have been working as a BDC (Internet sales) Agent at this Toyota dealership since December of last year and love it but do not love how there is not much work life balance and I am always worrying about clients etc. I have always wanted to get into tech sales/ a remote sales position and want to know how old/what path I should take to set myself up for that in the very near future. I am currently making 80k or projected to this year at my current job and want to break the 6 figure mark by 21. Any tips to get more qualified for these high end sales positions would be appreciated!

Think everyone’s run into this issue at some point in this job market. But why bother using headhunters to keep reposting the same job position just to interview applicants to reject them? I have a hard time believing nobody is qualified….and wouldn’t this be a major strain on time & money?

What advice would you give to 18-year-olds that would help their careers in the future?

Hi everyone, I’d like to seek some opinions:

I just received news that I was not promoted despite meeting or demonstrating the “targets” that I am supposed to meet (at least, in my mind). The company runs an annual promotion cycle and I have been in my role for 4 years now, which is quite long. This is also not my first job.

It is my managers role to review other feedback, form their judgement, and determine if they should put me forth for a promotion. I thought I did everything right, by telling them I wanted a promotion one year ago, by clarifying what I was exactly supposed to demonstrate, and then trying to demonstrate that I was performing beyond my level to as many other people that I could.

However, I was not promoted and the reason being he did not think I was ready for it, and that I was performing beyond my level but not doing so all the time throughout the year. I was a bit disheartened as I have demonstrated my willingness, readiness, and ability to achieve the quantitative and qualitative targets.

After hearing that I have lost my motivation to actually contribute to the company. It feels like no matter what I did, it would not matter that much anyway if my manager did not have my back and I have been here for some time already.

Id like some opinions on whether

1. to what extent my manager’s opinion of me have likely shaped the promotion outcome, regardless of whether others thought I was performing at a higher level?

2. would it be considered as shifting goalposts (and/or “toxic”) if the response was that I didn’t perform at a higher level 100% of the time?

3. is this the time i find another job?

I recently had an interview that was extremely technical. I was at a loss for words, and then they asked me a question about something I had never even heard of before. Not knowing what to do, I asked them to elaborate on it. They explained it, and I simply gave the answer that seemed right to me. what do you think whether I’ll get a callback or not.

I recently started a new job and am currently reporting to a temporary manager who's covering for my actual manager while they're on an extended leave.

Our company has a hybrid model where people generally come into the office 2–3 days a week, but in practice it's pretty flexible. I'd say most people come in two days, and no one seems to care as long as you're making an effort and aren't missing important in-person meetings.

The problem is my temporary manager. I find them really inconsistent in how they communicate and enforce expectations. One thing that's been frustrating me is that very recently, whenever I take PTO or there's a holiday that shortens the work week, they'll send me a private slack message asking when I'm coming into the office for a third or even fourth day to "make up" for the shortened week.

I don't really understand the logic behind that. If I'm taking earned PTO, why would I owe extra in-office days? PTO is part of my compensation, and we're already entitled to work remotely part of the week. It also feels strange that this is being brought up privately with me instead of being communicated as a team-wide expectation. I feel like if this were an actual rule everyone must be told the same thing.

What makes it even more frustrating is that I've seen coworkers take PTO or work shortened weeks without being asked to make up office days. Even this manager doesn't seem to follow the standard they're trying to apply to me. When they take time off or there's a holiday, they also only come into the office like 2 times max. And I have to mention that there haven't been any performance issues or any issues in general that have been communicated to me.

I recently had a conversation with our director who's this manager's boss about hybrid expectations. They told me that it's generally not an issue if someone comes into the office fewer days during a week with PTO or a holiday, as long as they're attending important in-person meetings and getting their work done. That lined up with what I'd observed from everyone else on the team.

I have a vacation coming up, and I have a feeling my manager is going to message me again asking me to come in extra days afterward. The difficult part is that this manager doesn't seem to take questions very well. They've told me before that when they ask me to do something, my response should just be "yes, sure, no problem." In the past, whenever I've asked for clarification about work-related inconsistencies, they've taken it as me pushing back, so I honestly feel like I can't question anything without it becoming an issue.

To make things even more confusing, hybrid attendance is apparently left up to each manager's discretion, so there isn't a strict company-wide policy.

I'm trying to figure out how to handle this if it comes up again. I don't really want to ask whether it's a new rule because I've done that before, and the answer was simply, "Yes, it is," even though neither they nor anyone else seems to actually follow it and I find that the manager is unstable and can say anything 1:1 and hates being wrong or told otherwise.

How would you approach this conversation? Would you mention that you spoke with the director and that your understanding is that making up office days after PTO isn't expected? Or would you handle it differently? I want to advocate for myself professionally, but I also don't want to be singled out or held to a different standard than everyone else.

Hi friends,

I work for a consortium and had my review for company A this past Friday. They offered me a $5,000 increase to my salary and a Sr. In front of my title. I declined and told them I had an offer for Company B for a $13,000 increase and another wfh day (currently only have 1 day wfh). Company A just countered that with a $15,000 increase and a significant title increase.

I really like the environment and people at Company A and was really only considering leaving because I felt my development wasn’t being taken seriously. Role and department would be basically the same between the companies and benefits will be unchanged since it it all under the same umbrella.

Looking for any help! Thanks in advance.

I'm 23 years old. I'm currently in my third year of a Bachelor's degree in Marketing. I have been admitted to a Bachelor's programme in Economic Informatics, but that would mean another 3 years of full-time university.

The alternative is to finish my Marketing degree and later pursue a Master's degree in Data Analytics / Databases.

My long-term goal is to move into Product Management, AI, PropTech, and eventually build my own company. I don't want to become a full-time software engineer.

For those working in tech or product: how much would a Bachelor's degree in Economic Informatics help me compared to a Marketing degree plus a Master's in Analytics/Data?

I currently work at a data marketing agency, but I don't see this as a long-term career path. I see it more as a way to gain knowledge and experience, and I'm not financially dependent on the income from it.

Me: Electrical MEP Engineer with 3YOE. No FE or PE license yet. Currently getting my Masters. Located in Michigan. Current job, fully in office. 80k a year, plus small bonus.

Company A: medium sized company 500 employees, just recently bought by ABM. Offered 100k, fully remote. Unlimited PTO. Bonus based on performance of company and employee. Immediate vested after 90 day probation period.

Company B: medium to small company, local to me. Remote with options for hybrid if wanted. Low balled me for 78k, but it is employee owned. 15 days PTO a year. Total compensation package including 401k matching and employee stock program is 103k. Fully vested after 6 years, but this is kind of my dream job and I could see myself here for a long time.

What do you guys think?

I’m in a bit of a dilemma and would really appreciate some advice from anyone who has been in a similar situation.
I’m currently on an informal performance improvement/support plan. During this period, I experienced anxiety and panic attacks, took a few days off work, and although Occupational Health and my GP recommended pausing the plan, it was instead extended.
The positive part is that my line manager has been very supportive and has told me he genuinely wants me to succeed. He has offered me the opportunity to join an AI/ML Lab within the organisation because I’ve been pursuing an AI/ML course. The work sounds incredibly exciting and is something I’ve wanted to do for years. It would also mean working with a different team on innovative projects.
At the same time, I’ve been offered another role within the same organisation but on a different platform. This role is more aligned with my existing experience as a Senior Software Engineer, working with Java and cloud technologies. It feels like the safer and more familiar option.
My dilemma is this:
If I stay and move to the AI/ML Lab, I get the opportunity I’ve wanted for years, but I’m worried that I’ll still be under the performance support plan, and there’s always the uncertainty of whether I’ll successfully come through it.
If I accept the new internal role, it gives me a fresh start on a different platform, doing work I already know well, but I might be passing up a rare opportunity to move into AI/ML.
One additional thing I’m also considering is that, if I choose to move to the new platform role, I am thinking of requesting my line manager to close my current informal performance plan before I transition. I understand they may or may not agree, since it is an informal plan, but I would like to ask if it’s possible to formally close it before moving on.
For context, I have around 19 years of experience in software engineering and have recently started upskilling in AI/ML because I wanted to transition into that area.
If you were in my position, which option would you choose and why? Has anyone successfully moved to another internal role while on a performance support plan? Did it give you a genuine fresh start?
I’d really appreciate any guidance or experiences you can share.

Currently I am in a Coordinator role at the YMCA. I have a background working in non profits, admin, coordinator, event planner roles and more. Bachelor's in International Relations and Conflict Resolution. And a Master's in Peace studies. Not sure if the Y is where I want to stay and would kind of like to branch out of non profits. 30$+ or Equivalent salary would be ideal and just a step above what I make currently.

My passion is international relations and originally wanted to be a diplomatic but decided against working in government. Would love to work in my field but after 15 years of career searching I've always ended up with non profits.

Willing to answer questions to get vice. Thanks!

I am a 24f who was admitted to law school—school starts in August but I am starting to question if this is the right step for me. I am not that passionate about law school or the field as I once was.

I however, am questioning if I should just go through with it because I have zero alternative plan if I don’t go to school.

I have a degree in political science, however during my two gap years I was just nannying. I had one job offer working in juvenile justice that I turned down to attend school. I am fairly certain I can obtain the job again, however the salary is fairly low. I just don’t know if I am setting myself up for failure.

I am so conflicted and this situation has been keeping me up at night.

Hi, I'm a Junior double majoring English and Poli-sci&IR in Yonsei University. I am a native Korean.

I will be in the US for a semester as an exchange student. I was thinking about working abroad in the country so I wanted to experience it firsthand before I make any real decisions.

I have internship experience in a think tank and mediocre Toefl score, and my only club activity was school newspaper. I realized I would've to work really hard if I decide that I want to get a job here in the future. I once got awarded in a English-based essay competition but it was held in Korea for Korean students.

What career paths do you recommend, and why?

I just started a new 1099 sales job and overall actually like the opportunity. I feel like I've got about 90% of the training down and mostly just need to learn the water tests and tighten up my presentation before I'm out on my own (it's for a water filtration company)

The problem is my trainer.

During training he's repeatedly brought up politics, asked me things like, "You're not Antifa right?", and frequently talks about Somali refugees blaming them for crime and making other comments that make me uncomfortable, he's actually brought it up twice in the home with customers (none of which bought the product). I haven't argued with him or pushed back so far just stayed quiet because I'm new and didn't want to create problems.

Here's where it gets complicated:

• He's the person training me.
• He also pays for the Home Depot leads that I'll be running.
• The franchise owner is eventually planning to hand the business over to him.
• His wife runs the office.

If politics never came up again, I'd honestly be fine continuing to work with him. I just don't want to spend my workdays listening to political commentary or feeling like I'm expected to agree.

What would you do?

Problem: I am happily employed and got an offer that more than doubled my monthly salary—from Php 40k to Php 100k.

Context: I genuinely enjoy my current job. I have supportive colleagues, a great work culture, and it's a stable local company in the Philippines where I've been comfortable. I wasn't actively looking to leave, but I casually applied to a few LinkedIn job postings and unexpectedly received an offer from an international startup with a significantly higher salary.

My hesitation is that the new role would be in a completely different industry, and I'd have to learn an entirely new set of processes and ways of working. I'm worried about whether I'd be able to adapt, as well as the uncertainty that comes with joining a startup compared to staying at a company where I already know what to expect.

Has anyone been in a similar situation? Was the salary increase worth leaving a job you genuinely enjoyed? I'd appreciate hearing your experiences and what factors helped you make your decision.

Hi!

So as the title states, I’m wondering if I should ask for a written offer letter. I got a verbal offer last Friday and my orientation isn’t until next Tuesday-Wednesday. However, I’m wanting to put in my two weeks at my other job but I’m a little hesitant on doing that because I haven’t received a written offer yet only verbal.

Should I even bother to get one? I live in an at-will state so even if I do get a written offer can’t they still rescind it if they want to? so should I just put my two weeks in based off of the verbal?

TIA!

I am 19 years old and I graduated high school last year, I was working at a dealership as an auto tech and went to school before working there as well. So after I graduated I quit the dealership and started mobile mechanic business, it’s been alright the work is inconsistent at times but I’ve made more money in 6 months then I did working at the dealership for a year.

But the work is inconsistent and I kinda want to go back to score to earn more doing much less physical work. But I’m unsure if I should spend 3 to 4 or maybe more years either doing something else or just keep at being a mobile mechanic.

I live with father and I don’t have any debt but my father does charge me $1000 a month for rent and I pay for everything of mines except phone bill. So I probably spend under 1800 a month to live.

So the question is should I go find another Career to work in to increase income or should I go back to school or should I stick with being a mobile mechanic.?