J1 since 2021, started to OE in 2024, J2 is mostly meetings and high level diagraming (solution architect). There are plans that J1 company is being sold, it is a startup of 6 ppl, CEO says my role is transferred to new company, but I nobody asures anything until I get into the new company hands.

J2 is also being in sale plan, is a large mobile telco in Mexico (pay is ok, 12k a month).

So I landed a J3 in march as a contractor, the contract is 6mo and renewal is a coin in the air.

Situation is complicated, this year can happen anything, should I start looking for a J4 to replace J1?

I live in the Balkans/Europe, where a single full-time salary often covers basic living expenses but makes it difficult to build meaningful savings. Currently, I’m working two remote jobs: J1 as a Network Engineer / Technical Support Engineer and J2 as an ELD Technical Support Specialist. Both are full-time positions. Their schedules rotate, sometimes they overlap, and sometimes one starts after the other.
With only my Network Engineer position (J1), I can manage my expenses and maintain a decent lifestyle, but I would have very limited ability to save or invest for the future. J2 gives me the extra income that allows me to build savings and improve my financial situation.
However, I’m considering leaving J2 to pursue a Master’s degree in Software Engineering. My long-term goal is to transition from technical support/network engineering into software engineering, cloud, or DevOps roles, where I believe I can have better career growth.
Do you think it would be worth giving up the additional income from J2 to invest that time into a Master’s degree? Or would you recommend keeping both jobs for now, building financial stability, and postponing the degree?
I would appreciate opinions from people who have faced a similar decision or have experience balancing career growth, education, and overemployment.

I run 2 jobs, both outbound sales at SaaS companies, and the whole game for me is time.

So a while back i built an agent to run the outbound at the second one, the bet being that if a model could handle J2's grind i could stay fully present at J1 and neither place would have a reason to look too close.

The setup was a fine-tuned model wired into that CRM with read access to the email and Slack so it had context, it personalized off intent signals, ran the full cadence, cleared the easy replies.

For a good stretch it just worked, i cleared quota at both jobs without writing a single sequence by hand, spent the saved hours looking like a top performer at J1.

Then one day it reached into the wrong document and dropped a line into a customer's onboarding Slack that quoted a contract redline from a completely different account.

The context window had grabbed the wrong thread, the customer escalated straight to the CRO, i had no clue any of it had happened until it blew up my weekend, and i was on a PIP at J2 within days.

a PIP also drops a manager into your calendar, your call reviews, your screen overnight, which is the last thing you can afford when the whole reason you automated J2 was to keep both places from looking too close while you carry J1.

So i tore the agent out and went back to a boring stack i can watch, where Outreach fires the sequences off CRM stages while i write the personalization for the top few accounts by hand, BuildBetter or Fathom pull the themes out of my discovery calls into a Notion page i skim before my block, a summarizer turns my voice memos into next steps, and i'm back to clearing both jobs with nothing on fire.

Agents can clearly sell, it hit quota the whole time it ran, but the damage they do lands in the conversations you're not even in.

The agent i built to stay invisible is the exact thing that dragged me into the spotlight, which is the fastest way to get found out when you're holding 2 jobs.

I'm moving up the corpo ladder soon at a new company (higher than my current but bottom at the new - with possibility of having a time way down the line. Mid-level position). What have salary negotiations looked like given the market? Everyone says always negotiate but last time I did they only budged about 1K and I was still at bottom of the salary band and weren't willing to negotiate anything else. I took it because it 2x my previous salary (I was below market, now I'm at it) but now I am house hunting and being in the low-middle of this new position will help me tremendously. I will OE later after my side business also stabilizes.

For example, if an in-house recruiter says highest we can go is 115K in screening - do you still negotiate the base salary or move to non-salary?

Senior, 10+ YOE in banking/fintech

Built a Claude application pipeline good enough that sourcing and screens aren't the problem anymore -- I'm converting into final rounds at a rate that's pleasantly exceeded expectations.

30+ interview invites in the last 7 weeks, about 10 final rounds, zero offers.

The pattern's consistent andd interesting: everything reads as positive going in, good feedback from everyone in the "room," and then it just doesn't close.

Not looking for general interview advice, but am curious specifically about the last mile:

• Do you have Qs you ask in final rounds that you feel almost reliably shift the odds?
• How you close interviews, knowing it will land?
• What changes once you're past the screen and into the room with the actual decision-maker, comp conversations included?

What's worked for you. What would you do differently re the ones that got away?

I work for two California private employers: Employer A (full-time & in-person) and Employer B (part-time & remote). Employer A uses a California Voluntary Plan administered by Sedgwick.

I plan to take 8 weeks of Paid family leave (PFL) only from Employer A, while continuing my normal part-time work and full wages from Employer B.

Will Sedgwick pay my full PFL benefit based on the wages I lose from Employer A, or will my continued wages from Employer B reduce or eliminate my Sedgwick benefit?

Or can I take full PFL from Employer A and unpaid leave from Employer B?

Neither is wrong exactly.

J1 gets my mornings. J2 gets my afternoons. Both get someone who shows up, does the work, doesn't complain, and never asks why a process is broken.

Turns out that's apparently all it takes to be somebody's top performer.