Job shopping
Jan 21, 2015 16:57:36 GMT -5
Post by k3am on Jan 21, 2015 16:57:36 GMT -5
Soooooooooo.. I had lunch with the guy my old boss recommended. I'm seeing pros and cons like crazy.
Pros
Long standing organization
Seems to have a "flatter" organizational structure
Growing organization
He's looking for a strategic hire - someone who can help him build and train a team. He's on the sales side and would like to get back to sales. My opportunity to get to that level here is hindered by the reorg and the fact that we've got 3 fully staffed teams already.
Skill set transfers well, similar market
They're going to upgrade to use the same software we use here internally, so less learning.
Similar travel requirements - 1-2 trips a quarter, primarily to Boston, NY, and Atlanta (and wherever else I picked up clients)
No pressure for me to get into sales as well. ("It’s as though if I was a cook, and I worked my ass off to become a really good cook, and they said “alright you’re a cook… can you farm?” please say someone gets the reference).
No crazy boss lady. Just this guy, who seems like he's a little more hands off, and who my old boss (who I think is wonderful) recommended.
No change to commute, it's literally right across the street.
Cons
MUCH smaller organization. They've got about 40 folks, compared to the 250 we have here. 40 does not qualify me for FMLA/PFL and we are (hopefully) going to start TTC within a year or so.
Because they're smaller, a lot of the operational stuff is falling onto their line side.
I hate the software we have here.
Minimal team structure here - It would be me, one other person at my level, and one support staff. With the goal of hiring some other folks down the line.
I'd probably be giving up my flex hours. I can probably get them to commit to a 7-4 schedule, but I doubt they'd be on board with 6:30-3:30.
DH is, of course, traveling right now, and I have no one to run all this by.
The guy seems very interested. I'm getting ready to shoot him my resume, he wants to bring me in to meet the other person on the team for an hour or so, and then a second meeting with the CEO. (This sounds terrifying. I don't even like meeting with MY current CEO, and I've known him for years.)
We talked timing - if I make the move, I'd plan to stick around here until the end of February to get my year end bonus and start in mid-March. I'm finding myself strangely excited at the prospect of a huge risk. But it's really not all that unusual in my industry for someone to move on relatively quickly (1-2 years).
We did not discuss compensation. One item I'll have to figure out how to address is what I'm leaving on the table here.. restricted stock grants. I've got about $80k that vests over the next 5 years ($22k in 2016, $11k in 2017, $12k 2018, $35k in 2019, based on today's stock price) Any suggestions on that? Or is this just something I consider opportunity cost and hope that the salary increase covers it?
Pros
Long standing organization
Seems to have a "flatter" organizational structure
Growing organization
He's looking for a strategic hire - someone who can help him build and train a team. He's on the sales side and would like to get back to sales. My opportunity to get to that level here is hindered by the reorg and the fact that we've got 3 fully staffed teams already.
Skill set transfers well, similar market
They're going to upgrade to use the same software we use here internally, so less learning.
Similar travel requirements - 1-2 trips a quarter, primarily to Boston, NY, and Atlanta (and wherever else I picked up clients)
No pressure for me to get into sales as well. ("It’s as though if I was a cook, and I worked my ass off to become a really good cook, and they said “alright you’re a cook… can you farm?” please say someone gets the reference).
No crazy boss lady. Just this guy, who seems like he's a little more hands off, and who my old boss (who I think is wonderful) recommended.
No change to commute, it's literally right across the street.
Cons
MUCH smaller organization. They've got about 40 folks, compared to the 250 we have here. 40 does not qualify me for FMLA/PFL and we are (hopefully) going to start TTC within a year or so.
Because they're smaller, a lot of the operational stuff is falling onto their line side.
I hate the software we have here.
Minimal team structure here - It would be me, one other person at my level, and one support staff. With the goal of hiring some other folks down the line.
I'd probably be giving up my flex hours. I can probably get them to commit to a 7-4 schedule, but I doubt they'd be on board with 6:30-3:30.
DH is, of course, traveling right now, and I have no one to run all this by.
The guy seems very interested. I'm getting ready to shoot him my resume, he wants to bring me in to meet the other person on the team for an hour or so, and then a second meeting with the CEO. (This sounds terrifying. I don't even like meeting with MY current CEO, and I've known him for years.)
We talked timing - if I make the move, I'd plan to stick around here until the end of February to get my year end bonus and start in mid-March. I'm finding myself strangely excited at the prospect of a huge risk. But it's really not all that unusual in my industry for someone to move on relatively quickly (1-2 years).
We did not discuss compensation. One item I'll have to figure out how to address is what I'm leaving on the table here.. restricted stock grants. I've got about $80k that vests over the next 5 years ($22k in 2016, $11k in 2017, $12k 2018, $35k in 2019, based on today's stock price) Any suggestions on that? Or is this just something I consider opportunity cost and hope that the salary increase covers it?
