I have been working as a Tier 1 Help Desk technician for the past 10 months at a company where I have worked for a total of 5 years. I’m wondering where I could pivot, as I believe my wage is very low considering my tenure. I currently make $18 an hour, and I recently earned an HDI certification. I also have to work every Saturday with no rotating shifts. I’m wondering how I can bring up the possibility of a raise, or if I should start looking for opportunities at different companies instead.

I am currently at mid-management level, and started facing the sandwich situation. But there is on particular personal who leads a different vertical. There is a huge behavioural issue with the person, all full of him/herself, arrogance, unnecessary aggression etc. Now, the person is important for business due to technical knowledge so escalating the behavioural issues to my own leader or senior management won’t work. Any practical guidance on how to manage such people specially higher in rank

I've been working as a procurement team lead in the electronics industry based in san jose California specialised in pcb assembly and box build from past 7 years. I want to pivot my career in a management role as I have serious expertise in internal production operations, customer operations, Global supply chain of electronics components, pcb and mechanical parts. And the second thought is to pivot in the I industry from scratch as I am listening to much noise for AI as industry of future.

I keep seeing roles labeled senior, but when I read the description and hear the comp range, it looks a lot like mid-level work with extra expectations tacked on. You’re expected to mentor, own architecture, and be on call, but the pay and scope don’t reflect that responsibility. It feels like title inflation without the compensation to match. I want growth, but I don’t want to be underpaid for it. How do you tell when a role is genuinely senior versus just rebranded to save money?

So what is the correct way of getting promoted: 1. Working your current level well (but then you're not showing enough performance for next level) 2. Perform above your level (but then they're just getting senior for the price of junior and have no incentive to promote) I've done (2) in multiple jobs, 0 promotions but always a good salary bump for same title by changing companies. How is one supposed to get promoted? Looks like you're gonna lose with either option.

Where do I stand with this…. Of the 3 managers at my work place, I am currently the longest serving, most experienced, and most capable. But I am also the lowest paid. 1 manager got promoted a year after me (starting salary had increased) and the other is relatively new (an external hire that was able to request a certain salary) Obviously this is very disheartening especially when you consider I am currently training someone that is already earning more than me.

Have you ever wondered why two people with the same title earn completely different salaries depending on the industry? In logistics, this gap is obvious—an operations manager in retail might be capped at a modest range, while the same role in pharmaceuticals or tech pays far more. The workload, stress, and deadlines can be similar, yet pay scales shift with demand and margins. It raises the question: are we truly valuing skills, or just the industries that profit most?

Good afternoon, all. I'm attempting to pivot out of my current industry, which is government contracting in the health IT, data analytics, cyber, defense health & cloud sectors. I have served as a Program Manager, analyst, BD Director and Sr. Capture Manager for multiple small and medium size firms. Reaching out to see if anyone with a similar or related background has successful pivoted out of GovCon. Thank you!

AlixPartners fishes. What is the rank hierarchy at AlixPartners ? For many of the roles listed on LinkedIn, I am seeing comp ranges for directors much higher than for SVP. However, traditionally, SVP is a couple of levels higher rank than director in most industries. I am interested in applying for similar roles, but what appears to be a higher SVP title has a lower comp range. Can someone explain?

Curious what others think and feel about the current senior executive ranks in US (clients and consulting firms). Feels way out of balance with way too many late career boomers not retiring and not providing the value commiserate with their salaries. Feels like quality and meritocracy is dead and we need a new generation of senior leaders to shepherd in the AI generations.