Embarrassing and humiliating but I was put on a PIP at a BIG 4 firm. Was struggling with some personal issues and not doing well with my work. At the very end of the PIP period, like on the second to last day, I resigned. I was doing well on the PIP and left on good terms with my manager. I’m just wondering—-I’m obviously not going to tell recruiters or hiring managers that I left bc of a PIP. Will employers be able to find out the reason I resigned/left my previous firm? Or no?

Hey there, I have a question for public education folks (especially NYC people). My kid’s school has a terrible principal who has been put on a PIP. I am part of a large contingent of parents who want to see her go. In the private sector, PiPs are hard to beat by design. Most people leave on their own or are shown the door as expected. But I don’t know how PIPs work in the land of the DOE and in cases where the person is unionized. Anyone have experience or knowledge in this area?

I’ve been in tech sales for 3 years now and still haven’t seen a clear breakdown of how my comp is actually calculated. It’s always “trust the CRM” or “we’ll true up at the end of the quarter,” and somehow I’m just supposed to take it on faith. I have a general idea of what I should be earning, but every payout feels like a mystery box. How transparent is your org when it comes to comp? Should I be pushing harder to get specifics, or is this just how it works?

What Comp Range is expected for a “senior data scientist” in Toronto? T2 tech firm. I think I have been low balled at 70 CAD an hour for a contractor position (so no bonus, no benefits, no growth trajectory) Context: Was previously making 270 USD consulting, project 300 USD next year. Wasnt expecting to make that much because this is a pivot though i have a masters in data science, but 1/2 seems crazy without even factoring currency.

3rd year AP just getting started on job search. I want to go in well informed on the comp expectations. Reading the posts here tells me a TC of $400-500k is most likely and probably the norm. $500-600k is great. $600-700k is less likely but extraordinary. Is this right? Also what do you all count in TC? RSUs? 401k? Signing bonus?

NEP comp check. $800k total for 2nd year NEP in NYC at V20. $600k base and $200k bonus. In speaking with partners at peer firms it feels like this is a little below “market” to the extent there is such a thing for black box NEP comp. Not counting K&E. Appreciate any data points.

Interviewing for my first Senior FP&A role next week and they mentioned an excel test. What type of test can I expect? Is it simple formulas or building a complex financial model by generating assumptions and ROI? Ive already checked online but real life experiences would be great to learn about!

At what point do you stop trusting the comp plan? I have been on this team for three years and every year the quota goes up while attainment stays flat. Last year I closed 92% and still missed accelerators while base is stuck at $95K. How do you decide when the math is no longer worth it?

Hi, Has anyone interviewed for a data-related role at Philip Morris International in EU? I’m curious about your experience and the types of questions asked—particularly around Snowflake, SQL, Power BI, and Python (for data wrangling). Any insights would be greatly appreciated!

Has anyone considered putting your employer on a PIP? It seems fair...give them two weeks to improve or you walk for another offer (but really you're gonna leave no matter what and simply want to drive your boss nuts on the way out)...