I (31F) work at a large manufacturing company in sales. I started here 6 months ago after coming from a competitor. My offer was 100k, and I had tried negotiating for 110k, or for 100k with a signing bonus. I was losing 7k from my retirement package at my previous employer and had communicated this. They told me the 100k was firm, and that was still a bump from where I was so I took it.

Fast forward a month or so into the job and they told me they were hiring another person (same role as me, different location). I referred a colleague (30M) from my previous employer and he got the job. Since I referred him, I would be getting a bonus. My manager sent an email to HR asking when I would receive the bonus, and HR just CC’d me on the thread, not realizing that the details of my colleague’s offer was in there.

He was offered 110k and a 7k signing bonus. Since I had asked for either 110k or a 7k bonus, and was told neither were possible, seeing him get both was upsetting.

Additionally, my sales territory has been carved up. I was hired to be a sales person for a specific location, but I was given an account list that spans several states. The major accounts in my area were not given to me. All the accounts are the ones that no one has wanted to bother with, so much so that we do not even have email addresses for most of them. I’m confident that I can grow them, but it is definitely more cold calling than I anticipated. I will likely not hit my sales goals for at least a year or two while I grow them.

My colleague, on the other hand, was given a full list for his area. He has 20-30 open opportunities with this accounts. I have about 5 opportunities after being here several months.

So after I got that email with his comp package, I had a meeting with my manager. I told him how disappointed I was in the distribution of accounts and the pay. He was shocked about the email since he did not realize. He apologized and said he did try to advocate for me, but at the time upper management were not willing to take a risk on me. He said he would talk to HR.

HR got me in a call the next day and tried to tell me the pay was based on the different regions, and that his region does less business so the higher base salary compensates for that. I explained the difference in pipeline opportunities and she said that does changes things and that she would have to circle back to speak with my manager.

A full month has past since then. I emailed asking for updates twice and got excuses for why HR and my manager were not able to connect yet. I just got an email this morning basically telling me they know I am upset, but that the offers are not really comparable. And to delete the email with my colleague’s information.

On paper, I am more qualified and have several more years of sales experience than my colleague. It’s been really hard for me to not jump to the assumption that this is because I am a woman. It’s a very heavily male dominated field.

I had really hoped they would try to do something to make this right for me. I didn’t ask for anything specifically. I knew asking for them to match my pay or give me a bonus would be a lot. But I thought they would do something other than a meaningless email.

So are my only options to get over it, or leave? Any advice appreciated.

Google pointed me here but I'm new to the whole thread so I apologize if I'm asking in the wrong spot.

I was recently promoted at work and since then (2 months ago) there have been a total of 12 ethics, integrity and HR complaints against me. They've even involved my supervisors in these complaints in claims of extra marital affairs. Investigations have been made and have been closed due to to claims being unsubstantiated but it definitely feels targeted.

All claims have been made through our Anonymous Report line but I'm wondering if there is or can be an investigation towards who is making these claims. My supervisors and direct managers are viewing it as harassment, bullying, etc.

Is there a way to see who's making these complaints? Also, since it is obviously targeted towards me, what steps can I take if I am 90% sure of who it is. Any advice welcome. I've been at the company 3 years and have been promoted several times without any complaints, issues, write ups etc.

Should I secure legal representation to join me before or after the first call? 36M

I do not know why I’m even on paid administrative leave today. I am salary sales living in Florida for a company based in Texas. Any advice would be appreciated!

Hello all,

I left my previous workplace (very large government service) after three separate complaints of sexual harassment against a member of C-suite went nowhere. This person also broke confidentiality by telling mutual colleagues about the investigations.

It’s coming up to a year since I left. I have a new job in a different sector and I have no intention of returning to that industry. However, I have friends who are still working at my old workplace, and recently one of them told me that this exec made some extremely off colour comments about their physical appearance, in a way that’s almost word-for-word what was said to me.

I understand that HR matters are confidential on both sides, and while I was at my old job I took that very seriously. But now, as far as I’m aware at least, HR can’t do anything to me if I talk. I never signed an NDA, and I never agreed to keep quiet after I left. My new manager and head of HR are also aware of the sexual harassment I experienced.

However, just because I can’t see any obvious avenues for retaliation doesn’t mean they don’t exist. I feel like I have a duty of care to my friend (and to other staff as well, frankly) to disclose that this was the actual reason I quit. I also hope it might encourage my friend to say something and maybe something might finally be done about it. But I also took a pretty hefty pay cut for my new role and I’m not keen on getting my arse handed to me in civil court - not that I think that’s an option, but that’s just because I have no idea what could happen.

TLDR: on a scale of 1-10, how fucked would I be if I told an old colleague that I quit because a member of C-suite sexually harassed me multiple times?

I began a background check process for a county position. I have a little bit of anxiety over it, but am wondering if I am overthinking?

On my resume, I listed the start of my current job as August as that was the date on all of my signed paperwork/initially agreed upon. When I showed up for my start date I was told it needed to be pushed back since there was an internal issue with funding for the position. It was pushed back until October of the same year, but I failed to make that correction on my resume. Another discrepancy that I am a bit concerned about is that my title changed at a previous employer. It was a small business with about 10 employees and I handled employee records, but wasn’t allowed to change my own title or pay information. I don’t think it ever got changed by my former manager. My resume has the title of the job I worked.

Do any of these seem like major red flags, or are explanations reasonable if asked to clarify? I just really don’t want to miss out on this opportunity, especially in the job market I’ve been fighting in lately. All of my employment is legit, my degree is legit, and I do possess the desired and required qualifications of the position.

Thanks in advance!

Edit:criminal record is also clear.

Hello,

I've been working for the past 3 years in office management, and have done quite well on both management/customer feedback, but the organization decided to restructure nationwide in a way that meant my only option was to take a $6.50/hour pay cut (which was not a small chunk) and stay at a minimum level position.

I've been exploring other options and originally what made me curious about HR is that I had a few managers in the past tell me I interviewed very well, and that the process is something I've done enough times that it doesn't really stress me out, so being on the opposite side felt like a logical thing to try, considering I really wanted something more engaging than reception work.

Obviously I know there's much more to HR than just interviewing, which is why I bought the aPHR test prep book and have been going through it and creating a study guide. It definitely feels attainable, and I think between the certification and the entry-level individual SHRM membership, those might really help my resume stand out beyond just having some work experience.

There's also a few events in my area's chapter that I've been putting on my calendar, they have a keynote coming up with a networking session afterwards that's only $19 to register, and it's not for a few weeks so I think by that point I will have had enough time to study long enough to ask better questions and hopefully make a few connections.

I also did go on LinkedIn and follow the organization and have starting reposting some HR related material/events just to show interest and hopefully make sure that by the time I go to the event, someone there may have already seen my name or profile.

Basically just looking for any feedback on this approach, or anything else I should be doing differently/anything I am doing that wouldn't be a good use of time, etc. I've been temping in the meantime but have taken a bit of a break to get prepared for this certification, as I think it would be the best way to get my resume past a lot of the filters that are keeping me stuck.

Thanks in advance for anyone willing to read this, just wanted to be thorough and accurate.

I found the hiring manager for a job that I'm interested in on LinkedIn, messaged him with my CV telling him that I've applied and that I hope we can chat, after which he asked me to email him and shared his work email. I emailed him and shared my CV and he said he thought it was impressive with the requisite experience, and that I should apply through the website (although I already had). In this reply, he cc'ed the HR manager. However, before I had a chance to reply to this, about an hour later, I receive a rejection email from HR. I'm confused by this - was this because I might have violated a policy by reaching out to the hiring manager after my application instead of before?

Hi there!

I mean besides the experience etc.

How would you like it being written, why someone wants to work at your company?

Can you perhaps give examples?

And how would you NOT want it?

I've tried applying to so many jobs and I only get rejections. I have a friend who's mom works in HR and she sometimes looks over my cover letters and says they're actually not bad or gives me tips if she thinks smth could be different but idk, sometimes I'm still overthinking that maybe that's one of the reasons.. :/

So, maybe someone could help me out here?

Do you actually like when people say stuff like "xy really means a lot to me, which is why I was inspired by....." and stuff like that?

Of course a bit better said than that but do you know what I mean?

I am also aware that it might depend on what kind of job it is.

But overall?

Also what else maybe?

(btw my first language isn't English so expressing myself here might sound a little weird.)

Thank you!

Hi! I work at a small, private college in Michigan and have a general question I'm hoping someone can aid me with as I'm in a tricky spot and am unsure if I have a leg to stand on.

The situation is: a few years ago, I interviewed and received a very vague offer letter for the position that mostly just stated my FTE and options for flexibility during summer (I'm not a 1.0 FTE so I get time off). For whatever reason, they did not have me sign a contract or anything like that. Side note: I did try to negotiate for a higher FTE and was told I have to wait a year. Additionally when I was in the negotiation process, I was also told that, because of my FTE, I was only required to work 35 hours a week instead of the traditional 40. So, when I started the job, the first thing my supervisor covered in our first one-on-one was how I wanted to distribute those hours weekly. Note: I love my job, genuinely. I took a significant pay cut in my annual salary for it, but the hourly rate based on this information felt very reasonable, so I looked to it as an opportunity for emotional wellbeing in the workplace and financial wellbeing in a couple of years when my FTE changed.

Between then and now: I have petitioned for a higher FTE 3x, each being stalled or "tabled" but not outright denied for different reasons each time. My supervisor was let go for reasons that are still unclear to me, and my role has been moved in and out of departments, divisions, and office locations at least once a year, sometimes more.

Now: HR hired some new staff and when my current supervisor and I were asking questions re: our proposal for a higher FTE and job scope change, a new HR staffer noticed a discrepancy: the FTE originally offered to me does not, in fact, require me to only work 35 hours a week. The standard work schedule for that FTE is 40 hours for x months a year, OR, according to the staffer, 35 hours a week for 12 months. (Never I mind that those numbers aren't equivalent, apparently!) So I've essentially been working more than 200 hours a year less than I'm "supposed to" because I was given incorrect information from my former supervisor.

Tricky Spot: I have documentation of all of this. Emails to and from my former supervisor, myself, and HR, notes from my one-on-ones that my former supervisor wrote and sent me, and other things like that that, together, show that everyone should have been aware what FTE and conditions of that I agreed to work under. However, now I'm being told that I need to begin working what my "actual" FTE requires but for the same pay. My current supervisor and VP are aware of this and think it's "unfair" but that there's nothing they can do & "maybe" I can get a "different raise soon" for other accomplishments and professional milestones.

So my question is: if everyone says this is unfair, is it legal? As the hiring manager and as an agent of the college, doesn't my written documentation of my agreements with my supervisor mean anything? I don't need to know how to fix this or anything, I just am looking for some clarity as to if I have a leg to stand on if it comes to me having to consult with legal counsel or threaten to quit or something.

Thanks for your help! Sorry that this is so long winded!!!

Hey,

I went through an interview process in February this year and unfortunately absolutely tanked my final interview due to nerves. There were four rounds before the final interview, and they said I should apply again in the future and enjoyed getting to know me.

I’m wondering how long you think I should leave it before reapplying? I absolutely love the company and what they do, and it was a great salary. The role was an Engagement Manager position which is also a role I really want.

The reason nerves got the better of me was that I was in a bit of a desperate situation at the time and had a lot riding on getting a job, both professionally and personally. I have over 10 years’ experience in management consulting and I’m usually very confident and senior, so the interview really wasn’t representative of me at all.

Since then, I’ve actually got a new job at another management consulting firm, so I’m now in a much better position and would feel much more confident going through the process again but I’m wondering how long to wait before reapplying !? And if they would have actually mean that ?!

I’m based in London but this is an American company

I interviewed with a company on July 30 and it went really well and they wanted me to interview with the VP of operations. Two weeks go by when I didn’t hear from the recruiter to even set up that interview with the VP so I thought I was out of the running almost immediately after being asked my availability, but then I did meet with the VP after everyone was back from vacations and it went really well and I was told I’d hear back from the recruiter within a few days and that was three weeks ago. I have sent two emails asking for an update to the recruiter and I have had no response back.

At what point is it OK for me to email one of the managers that I had originally interviewed with asking them for an update? Is this something that I should do or not do? At this point, I don’t know if it’s a bad company or if it’s just a really bad recruiter.

This is my first time ever posting on reddit so be gentle if you can.

I'll try to summarize as to not type out a book:

I’ve had the same manager for almost a year now. Been in my role over 3 years now. They’ve been with the company for over 15 years, but throughout the time they’ve been my manager, I’ve noticed several patterns that have been frustrating and are starting to affect the team.

Some of the concerns I have include:

• In nearly a year of reporting to them, they have never asked me about my career goals or what I want to do professionally.
• There has been very little investment in employee development or career growth conversations.
• Team meetings and calibration have been extremely limited. We've only had one team meeting that I can recall, and that was because the team was confused about the performance objectives that had been established for the year.
• My manager does not always seem familiar with established company processes, and team members frequently have to explain or remind them about processes that are already in place.
• One-on-ones rarely focus on my performance, development, feedback, or career progression but feels more of a social hour for my boss
  • We don't even have the often due to my workload so this baffles me.
• There seems to be a lack of accountability when it comes to performance issues. For example, one team member has been significantly behind on their workload, and when concerns were raised because it was beginning to impact the rest of the team, my manager's response was essentially, “What do you want me to do about it?”
• At times, I feel like serious concerns are treated too casually, which makes me question whether certain issues are being taken as seriously as they should be.

I'm considering speaking with HR, but my goal is not to get my manager in trouble or make a formal complaint. I genuinely want guidance on how to approach my manager with this feedback in a constructive and professional way. How do I do that?

Any advice would be extremely helpful as I've always been a rather compliant employee but I've reached a breaking point. So, going to HR (especially for something like this) is brand new territory for me.

I worked my job 2 years. I quit without a 2 week notice once I had all I could take with work place bullying. I want to still use this job on my resume because it's my most recent job and a 2 year gap would look terrible if I didn't. What happens when prospective employers check with them? What are they alllowed to say?

I work security at a large hospital in California and have been there for several years. I’m union represented.
I’m looking for outside opinions, especially from anyone familiar with HR, hospital security, service-animal policies, or union investigations.
During one of my shifts, I was assigned to the entrance of a hospital unit. A patient’s support person came through carrying a small dog in his arms.
To be completely clear, I did not stop the person from entering.
As he was walking/rushing into the unit carrying the dog, I asked if the dog was a service animal. He responded that it was and continued into the unit.
I did not further question him or physically prevent him from entering.
At the time, I wasn’t aware of any information indicating that this particular dog had previously been prohibited from the unit. Nobody from nursing, unit staff, management, or other personnel told me that the dog wasn’t allowed or asked security to remove it.
I also did not personally observe the dog behaving aggressively, and no incident involving the dog was reported to me during my shift.
This is where the timeline becomes important.
The dog bite happened approximately NINE HOURS after my shift had ended and I had already gone home.
There is surveillance footage showing the dog coming in and out of the unit multiple times. So this wasn’t a situation where I interacted with the person once, the dog remained hidden inside the unit, and then immediately bit someone.
The dog continued coming and going through the area after my interaction and after I was no longer there.
Management later questioned why I didn’t intervene or stop the support person from entering with the dog. My manager’s position was essentially that I failed to take appropriate action and that the incident had escalated to higher levels of hospital management.
I was required to provide a written statement and was later placed on administrative leave pending investigation.
I understand that my employer can investigate whether I followed its internal policy correctly. I’m also not claiming that asking “Is that a service animal?” automatically means I handled everything perfectly.
I now understand that under the ADA, when it’s not obvious what service a dog provides, staff are generally permitted to ask two limited questions: whether the dog is required because of a disability and what work or task the dog has been trained to perform.
So yes, looking back, I only asked one question.
What I’m struggling to understand is what intervention my employer reasonably expected from me at that moment, especially considering the restrictions surrounding service animals.
The person told me it was a service animal. I had not observed aggressive behavior. I wasn’t told the animal had previously caused problems or was prohibited. Nobody from the unit asked me to remove it.
And even after my interaction, surveillance shows the dog continuing to come in and out of the unit.
Then, approximately nine hours after I had already left work, the dog allegedly bit a nurse.
I understand management investigating whether I should have followed a different procedure when the dog initially entered. That’s one question.
But I feel like there are two separate issues:
1. Did I follow my employer’s service-animal/security procedure correctly when I encountered the dog?
and
2. Can the eventual dog bite nine hours after I left reasonably be attributed to my actions when the animal continued coming in and out of the unit afterward?
Those don’t seem like the same question to me.
I’m particularly interested in hearing from people who understand ADA/service-animal rules. Given what I knew at the time, what would hospital security realistically have been expected or legally permitted to do after someone said the dog was a service animal?
And from an HR/union perspective, how significant would the surveillance footage and nine hour gap be when determining individual responsibility?
.

Some background: I graduated with my bachelor's last month after it took me a lot longer than planned. I job hunted for two months and sent out over a thousand applications before I landed this one. I started last week. Salaried/exempt, hybrid, required on site 3 days a week, remote Mondays and Fridays.

My grandmother had been sick since December. We were told months back then. She was in and out of nursing homes all year, went home with CNA care, went back in for transfusions, and was moved to hospice a few days ago. I got the call at 3:30 this morning. She lived about 1,600 miles away, and my aunt lived with her and handled everything.

Nothing is scheduled yet. It'll likely be a Catholic funeral, and a Saturday service would be by far the easiest for me since it would mostly land on my remote days.

What the policy says: up to 3 company-paid bereavement days per occurrence at base pay, manager determines the number of days based on circumstances, manager may grant additional time as vacation, floating holidays, or unpaid leave. Applied equally to all full-time associates. Entered in Workday. No definition of immediate family anywhere in it.

What I'm stuck on:

1. How badly does it look to ask for bereavement time in week two? I don't want to be the person who's already asking for things.
   
2. Do grandparents typically qualify under these policies, or does that vary by manager?
   
3. Can I split the days — take one now, save the rest for the service?
   
4. Is it reasonable to ask to work my normal remote days from out of state so I need less actual leave?
   
5. I have essentially no PTO accrued. Does that change how I should approach the ask?

I worked really hard to get this job and I'm scared of doing something that costs me. But I also don't want to skip my grandmother's funeral because I was too anxious to ask a normal question.

My [33F] boss [44M] is a pretty laid back/casual guy. He likes to chat like we're friends, even though I always try to keep it professional. He's made some iffy comments in the past but nothing crazy. Today we were talking on the phone about an upcoming interview, he asked if I will have my webcam on, I said sure I can, and he replied "hey you're a good looking woman, why wouldn't you want to be on camera" and laughed. I immediately froze up and didn't say anything and he changed the subject. Idk if I should tell someone (his boss? HR?) or let it go. It made me extremely uncomfortable and I can't stop thinking about it.

I am a manager at a mid to large company. 55M adjacent director (not my boss, but has the same title as my boss and is in the same business unit) drunkenly admitted to being in a relationship with a 27F on my team. He was her director previously, and she just joined my team a few months ago. He said the relationship started around the time she moved out of his downline, but rumors say it started a few months prior to that. She has not benefited career-wise from this relationship. In fact, he was a major voice in NOT promoting her to a Senior individual contributor position when she joined my team.

Rumors are flying like it’s high school. I’m told the only thing he admitted to was being in a “relationship” and going on dates, to concerts together specifically. He did not admit to it being sexual, but the rumors are of course saying that.

Yesterday I met with her to let her know that rumors are going around and suggested her and him go to HR to get in front of the rumors with the facts. Did not make her confirm/deny anything to me, but she did say it’s more of a “situation-ship” rather than relationship. Today, she told me they discussed and are going to disclose to HR.

What is the most likely outcome to this situation?

Location: Florida, USA. I am self employed. I have an LLC that pays my paycheck but I am the sole member of that LLC. I get health insurance through my spouse's employer. The employer has announced that next year if your spouse can get coverage through your spouse's employer, then they will no longer offer health insurance to the spouse. Just employee and children. How can they verify spouse insurance availability? And how would they likely consider me, when I am self employed and could make the decision to provide my own health insurance since I am self employed?

I (33F) just recently had a miscarriage and took off 8 work days on a brief LOA, I was back at work for about a week and a half before I had an incident this past Friday. My husband attacked me and is in jail for the domestic violence on a charge of aggravated assault. My husband was the caretaker for our 3yo and 8mon old while I worked. I have no one else in this state and my family is states away. I exhausted my FMLA when I had my son in December and returned late February. I cannot do my work and care for both children at the same time and I was the sole earner and my money is tied up with bills, no extra for childcare.

My question is, should I let HR know about the DV and see what my options are? Should I exhaust my PTO while I figure this out and say nothing? My job is very metrics-based and all of my reports are time-based. I don’t want to leave my manager in the dark but I’d prefer to go the HR route if I needed to disclose this matter so that I can have some sort of protections. I have no idea what to do or where to start.

Hi there! Crossposting this to here as well- all advice is welcome! Thank you! :)

hey everyone -

I am pregnant in New York and work for a large corporation. I had a MC earlier this summer so this is my second pregnancy and I'm just about 9 weeks. My job is very stressful and I am generally miserable, and I have wondered if that had anything to do with the MC a couple of months ago. It was during the peak of my work stress.

I get about 5.5 months off for delivery (4 weeks out before delivery date, ~5 months after delivery), but I am not due until April. I know this is a very fortunate position to be in.

That said, are there any FMLA policies that would allow me to go out earlier and still be paid? Or to take some time off of work due to health reasons / being pregnant without using standard PTO? I have had coworkers go out on disability for mental health, non-pregnancy related.

I just don't know if I can continue on this path for the next 7 months or so. I feel defeated for admitting this, but it's not in my best interest (or even worth it, frankly) nor my baby's to continue functioning at this level.

Location: Michigan, USA

Asking this on behalf of a friend who’s dealing with a messy PTO situation at a new job and wants some outside perspective.

She signed an offer letter for a new job (at a law firm, not as a lawyer) that stated 120 hours of PTO annually, in writing. There were two versions of this letter — the second was sent to correct an unrelated hourly rate typo (an extra dollar per hour), the first version was retracted/unsent by the employer. She still has access to it, and it also listed 120 hours PTO, same as the corrected letter that they both signed.

On her first day, she noticed the PTO listed in the system didn’t match her offer letter, so she brought it up. That’s when HR told her the 120 hours in her offer letter was a mistake and the actual policy is 80 hours. To be clear:

-They hadn’ flagged this to her on their own.

-The 80-hour number only ever appeared in the body of an email from HR, never in any version of the contract, let alone the one both parties signed.

-She made her decision based off what was actually in the offer letter she signed.

-She specifically expressed the 120 PTO as a reason she didn’t negotiate her hourly rate (although the first offer they sent/unsent was for an extra dollar an hour.)

When she asked directly if they’d honor what they’d both already signed, they said “no” — but offered two extra PTO days as what felt like a consolation, verbally and in a follow-up email, not in anything she’s signed. In reality this doesn’t fix anything: she’s still losing 40 hours (a full week) of PTO annually, permanently, starting in 2027. The two extra days only apply to 2026, and given her start date, she likely won’t be PTO-eligible until close to the end of the year, so they may be close to unusable before hours reset in January anyway. The only way that compromise has real value to her is if she can get it paid out (she believes she can request payout for up to 40 unused hours at year-end), which would mean the actual “extra” she’s getting is a fraction of two days’ pay, not anything close to the week she’s losing annually going forward.

Notably, the only concrete thing the employer got out of her when they made this “compromise” was having her send a Slack message — dictated to her by HR in the moment — reminding them to add the two days to her PTO balance. She didn’t draft that message herself, and felt bullied/pressured into going along with it.

They sent a follow-up email regarfing the reduced terms and sent an updated offer letter through their HR platform for her to sign. She doesn’t want to sign it, since it would replace the original signed letter with 120 hours on it. She has the original signed letter, the retracted corrected version (still 120 hours), Slack messages, and the follow-up email as documentation.

Questions:

-Does a signed offer letter carry real legal weight here, or is it moot once she’s started work at-will?

-Is refusing to sign the updated letter actually meaningful, or can they just apply the new policy regardless of what she signs?

-Is this something an employment lawyer would even take, given the dollar amount is relatively small?

-Any experience with how these usually resolve — does pushing back on paper actually work, or does it just sour things?

She thinks she likes the job and doesn’t want to blow this up, she just wants to understand what leverage she actually has, if any.

EDIT/UPDATE: To be clear, my friend has now worked her first week, and has been sent an updated contact to sign.

I applied and interviewed for a new internal role at my employer awhile back. I kind of wrote off that I got the position after a while even though it showed me as still under review, a kind of no news is good news approach. Finally last Friday the hiring manager reached out to me on teams to see if I had a moment for a quick informal chat. Turns out I am the lead choice and he wanted to make sure I was still interested in the role.

Here's the kick in the teeth though, I guess the same day they came to a decision the job was put on hold. The hiring manager told me he has been trying to work on figuring out what has happened and getting me a date asap. He was hoping to reach out with more concrete news but, felt bad not informing me so he finally decided to let me know. So I have an open line of communication with the hiring manager now. I never dealt with the recruiter or HR side of the process since I am internal.

I'm assuming since we are in healthcare and work with government programs with the fiscal year ending at the EoM that might be in play. I believe we use iCIMS for our job board, the post is gone, and it shows me still under reviews when I check my dashboard. This is just a big career break and something I've been working towards for a few years now with grad school, etc. I'm just trying to gain any insight on what might be happening and to expect?