I’m not going to tell you how many positions I applied to, interviews I got, rejections I received etc. However, I will tell you that I’ve been actively applying and looking for almost 7 months so it has been tough. This message is to encourage you to keep going, it gets better. I start my new IT position with a great company mid October. Please keep going and don’t give up! (Re-define your resume, reach out to past colleagues, apply on company websites, try it all lol)

A partner I worked with a lot recently left the firm and asked me to come with. Everyone assumed this partner would reach out to me. The last few days I've had partners at my current firm call me and see if I'm doing alright and asked about whether the leaving partner has reached out to me yet. What's the best approach to leverage this into a retention or signing bonus? Should my current firm have already reached out with a retention bonus offer or will they wait until I have an offer in hand?

Group has lost all but 1 or 2 associates in my mid-level class year. I am one of those people. How likely is a retention bonus? I don’t think it would be wise for me to expressly ask for one, but looking at this from a management perspective, I think they probably want to stop the associate attrition. So do you think there is a possibility the firm throws me some extra cash to keep me around or are they going to continue to grind the associates who stuck around until they leave as well?

Recently realized that an approved I-140 does NOT allow me to indefinitely renew H1B (ROW, PD will become current before H1B expiry in ~3.5 years). I just filed PERM but am not confident about staying for another ~3 years with ongoing layoffs. Given this timeline, would you look for another job ASAP to restart the process? I’m worried that sticking it out could lead to a worst-case scenario of getting laid off with <2 years left, but PD becoming present soon thereafter & losing status altogether

I know this isn't exclusive to tech, but I wasn't expecting the following response when I followed up on an application: "Thank you for your continued interest in [redacted], at this time the role is on hold, however remains posted to continue to receive applicants." I would love for recruiters and talent acquisition folks anywhere to stop complaining about how hard they have it, and how they are drowning in candidates when they pull this and other crap.

Our agency went through downsizing and laid off about 50 employees. Many of them were people I used to work very closely with and it's not a great feeling to go to work knowing they won't be there, and to make it worse, there is no one like them to replace them. On the brighter side, the ones who stayed got a retention raise immediately after. What exactly is the raise about? Handing us more work or perusading us to stay?

Account Management and Customer Retention is a department I have a deep love for. However, as I'm trying to find a new job I notice not many companies have a "retention" specific department. I really would like to continue in this area while I go back to school. My retention experience comes from Pest Control but retention is a skill that can be translated in so many ways. How do I go about finding more jobs in this field

Management is offering stay-put bonuses to keep our team together since everyone's quitting, but the office vibe is pretty toxic right now. I’m trying to weigh the extra cash against just finding a fresh start somewhere else. Do these bonuses actually improve retention, or do they only delay the inevitable? I don’t want to be the only one left after everyone else cashes out and leaves anyway.

My company added a small retention bonus this year instead of bigger raises, and I can’t decide how to think about it. It looks nice as a one-time number, but it doesn’t change base salary at all, which means next year starts from the same place. A few people on my team seemed happy about it and a few were annoyed. Would you view a retention bonus as meaningful compensation or mostly a short-term patch?

I received a retention offer to stay in the most toxic environment I’ve ever been in for another 18 months. I handed in my resignation for a lower-stress role, and my current MD suddenly found an extra $50k in the budget. It’s frustrating that they only value me once I’m halfway out the door, and I know if I stay, I’ll always be the person who tried to leave. Would you stay?