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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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Job seekers: Are you running from your current job—or toward your next one?
Ask someone why they're job searching, and many answer with what’s wrong now: I’m underpaid. I don’t like my boss. The work no longer excites me. I don’t feel valued.
All are valid reasons to leave. But none tells you what to run toward. And new isn’t automatically better.
Before employers begin a search, they define in detail the role and the person they want to hire. As a job seeker, have you defined in detail the role and employer you want to find?
What matters most—mission, pay, culture, manager, team, flexibility, or the work you’ll actually do every day? Which are must-haves? Which are nice-to-haves?
Know what you’re running toward—or next year, you're likely to be running from the new job, too.
Together,
John
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Only 12% of employees strongly agree their organization onboards new hires well, even though good onboarding can boost retention by 82%. This guide names the four usual suspects: no standardized process, information overload in week one, unclear goals, and new hires left without a support system. The fixes are refreshingly simple — sequenced checklists, built-in downtime, regular 1:1s.
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Career Corner: Ask a Recruiter
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Should I request increased compensation when I’m asked to take on someone else’s work?
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Reader question: A colleague has left our organization and I’ve been asked to take on a significant amount of their workload. I love my organization and am invested in stepping up because I know it will create stability during a potentially long transition. I also know how to perform that job function. Is it appropriate to ask for money?
Whether or not to ask for a stipend or raise is dependent on a few factors:
1) Is the workload a permanent addition to your scope of work, or short-term?
If the additional work is just for a few weeks or months, I wouldn’t advocate requesting a stipend. Taking on extra tasks during someone’s leave or due to a temporary vacancy is common practice in any sector. Performing the work willingly (or at least with a professional attitude!) not only presents an opportunity to support your team, it could also be a chance to grow in new professional directions and distinguish yourself for future leadership opportunities. If the work has no end-date, or that end-date is months into the future, discussing a stipend may be an appropriate and strategic move.
2) Do you have capacity to take on this new workload, or will completing these tasks require you to work significantly more hours each day and compromise your ability to perform your existing work?
If you do have capacity, I wouldn’t advocate for requesting a stipend or pay increase. If you are currently at capacity (and your manager/leadership knows you’re already going above and beyond), advocating for a stipend may be an appropriate and strategic move.
You may find that the stipend or raise is offered proactively! If that’s not the case, requesting a stipend or raise is entirely up to you, and will likely be informed by your honest dialogue/relationships with your manager and how the organization has handled such matters in the past. If you’re not sure how to navigate the situation, you can also consider asking your manager like this:
“I’m happy to step up and support our team during this transition. Do you have a sense of how long I’ll be managing this new workstream, and how many hours you anticipate me dedicating to the work per week? I’d love to continue checking in on how I’m prioritizing my existing work along with the new tasks, and if it makes sense to stipend this extra work.”
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The Texas Education Agency (TEA) oversees primary and secondary public education in Texas and is committed to improving outcomes for all public school students by providing leadership, guidance, and support to school systems across the state. They are looking for a new Deputy Director of Strategic Staffing who will lead the strategic and operational development and execution of the state strategic staffing strategy. The ideal candidate has 5+ years of experience in education with direct experience with district operations, staffing and scheduling redesign, and funding models that support systems to prepare, develop, mentor, and coach teachers and teacher leaders.
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Cengage is a global education technology company serving millions of learners, provides affordable, quality digital products and services that equip students with the skills and competencies needed to be job ready. They are looking for a VP, Software Engineering - Core Systems who will lead the organization responsible for shared technology capabilities that enable Cengage's digital products to scale across multiple markets and future verticals. The ideal candidate has 15+ years of software, platform, or enterprise technology experience, including substantial leadership of shared services or platform engineering organizations.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing job seekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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Sent by WorkTogether Talent Consulting (formerly WorkMonger) ● P.O. Box 163331, Austin, TX 78716-3331
● Contact Us
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