FTE engineer in no-tax state, $130K base, solid benefits/PTO, strong internal recognition. Workload is HEAVY. Apt lease coincidentally ending soon. Considering NYC contractor role at $130K, no benefits/PTO until conversion (6–9mo). WLB better, long-term comp could hit $150K+ w/ bonus + RSUs. Would live rent-free in NYC at first, costs rise when partner joins. Torn between stability vs upside, and how this affects my partner’s mental health. Will keep searching for long-term NYC role. Thoughts?

FTE engineer in no-tax state, $130K base, solid benefits/PTO, strong recognition. Workload is HEAVY. Apt lease coincidentally ending soon. Considering NYC contractor role at $130K, no benefits/PTO until conversion (6–9mo). WLB better, long-term comp could hit $150K+ w/ bonus + RSUs. Would live rent-free in NYC at first, costs rise when partner joins. Torn between stability vs upside, and how this affects my partner’s mental health. Will keep searching for long-term NYC role. Thoughts?

Bonus season time: please tell me your firm’s policy on reduced FTE bonuses. My firm screws us. Instead of pro rating the bonus by your FTE, you are only eligible for your FTE% of 50% of a market bonus. So if the market bonus is $100k and you are at $80%, they take 80% of $50k, essentially cutting the bonus in half. I hate it and it makes me irate every year. They love to talk about what our peer firms do, so please, do tell: what does your firm do?

Hey folks I have been working as a FT employee all my career(around 10 years), Now I am looking switching on to contractual roles for some work flexibility. So I wanted to know what factors to keep in my mind before I switch to contractual roles? How should I come up with per hour rate so that I am atleast at par with FTE salary since I know there are benefits that contractual role won't get that FT employees get? Any other advices/learnings will also be appreciated.

I am looking for some advice. I am a power systems/substation engineer that works in the Wisconsin/Upper MI border area. I have 4 Y.O.E and I make just under 92k currently (base) and I just recently got my PE License. Does that seem like a good number for without the PE? I have done my research and have found the average for a raise for a PE is 15%-25% salary increase. Do any of the more seasoned engineers have any insight?

I recently finished my PhD in Wireless Power Transfer and Power Electronics at KUST, China, focusing on KHz-range EV charging and EMI reduction. I’ve published in Wireless Power Transfer (Cambridge Univ. Press) and Actuators (MDPI) and hold a Chinese patent. I’d love to connect with professionals or mentors in the UK ,Europe, Australia or Gulf countries for advice on postdoc or lecturer opportunities in power and energy research.

So… when you hit 100% billable hours for the year in Q3, brought in +40% organic growth on your accounts for the year; and don’t get OT or really ANY incentives… guess I’ll just give myself my own 3 months off under our new unlimited FTO policy? And if you fire me… haven’t I fulfilled my end of the the contract in this hellscape?

I’m about to have the talk with my MD about my bonus, and I’m terrified. I have a bulleted list of my achievements, but I know they’re going to hit me with the tough year speech. I’ve practiced my script, but the power dynamic is still so intimidating. What’s actually worked for you when the boss says no to a higher payout?

So, uh, intel on Ashurst anyone, esp. their US offices? Would love some intel on policies on reduced FTE (and comp and bonuses for reduced FTEs), any unstated hours expectations, comp structure, longevity for non-partnership track roles, WLB, etc. 😬

Manager has been freelancers on billable projects instead of me. “So we don’t lose them” Their manager says fte should be on the billable projects and freelance comes 2nd. The freelancers are not good and sloppy How to handle without throwing manager under bus?