can this salary negotiation be saved?

A reader writes:

I’ve got a weird negotiation issue. I was offered a job I’m very excited about and which, all told, was about an 8% raise from my current position. At this point in my career, I would ideally like to be making about a 15% jump for my next role, but for this organization and role, I am willing to take less. That said, when the offer was made, I asked for time to think about it and came back with a request to discuss the salary as “I was hoping to be closer to $XX” — which was $6,000 over what they offered. (I read through a lot of your archives for advice on approaching the conversation, particularly this.) The organization I’m dealing with is a nonprofit, but a big one, so I didn’t think that was an unreasonable number. In addition, I’d given a range during the interview process and this number was within this range, so I didn’t think they’d be surprised. I was hoping that for asking by $6k more they would scrape together another $2-$3 and meet me in the middle.

Instead, I got a call back saying they didn’t have room to move at all and that it didn’t seem like we were going to be able to come to an agreement because my number “was so far off.” The hiring manager also said she “understood” that they couldn’t expect me to take a job where I wasn’t adequately valued. I was floored, as I really didn’t expect that they would be so surprised at some effort at negotiation. It was like I invented the concept. At this point I asked if they were rescinding the offer and she said no, but they didn’t want someone to start on the “wrong foot” in a role that didn’t feel like they were being paid fairly.

My question is two-fold:

1. Their harsh reaction and seeming to take offense at my negotiating at all has left a bad taste in my mouth. After extensive interivews and a personal knowledge of the organization, I felt that the culture fit was a good one for me, but now I really am questioning if I’m wrong about that — given their inability to simply say: “We are’t able to offer more and hope you will still consider the offer” rather than making me feel like a money-grubbing ingrate for even asking. Is my gut reaction the right one? Should I run away screaming from such an environment?

2. I managed to get the conversation back to an ok place, and asked for the remainder of the day to consider it. As I mentioned before, I was assuming I would take the role even if they couldn’t move on the offer. But now I’m not only concerned about #1, but I can’t quite figure out how to get back to a happy place for both parties, since I’m a little appalled and they’re offended. Can I get this job offer back to a place where we’ll like and work with each other well and leave this uncomfortable conversation/situation behind? This conversation is happening with the person who would be my supervisor.

Tough day for job offers. I was so excited for the last 24 hours and now I’m just mortified and anxious. As Liz Lemon would say: Blergh. Any advice or thoughts would be much appreciated.

Hmmm. On one hand, penalizing a candidate for trying to negotiate — particularly when the number requested was in the range the candidate mentioned earlier in the process and not something shocking and out of left field — is ridiculous. On the other hand, it’s also true that — on the employer side of things — you don’t want to hire a candidate who’s going to be unhappy with their salary.

It’s possible that the hiring manager really didn’t mean this the way you took it. I could see a situation where a hiring manager might say and genuinely mean something like this: “We really can’t budge from our original offer. I realize we might not be able to work this out, and I understand if you can’t accept our offer. To be honest, our numbers are far enough apart that I worry if you’d be happy even if you did accept the salary we can offer.”

That wouldn’t be a harsh reaction; it would be a reasonable one in some contexts. Employers are allowed to worry that a candidate won’t be satisfied with the job or the salary, and it’s okay for them to share that worry with the candidate — in fact, by doing that, they’re making it possible for the candidate to say something that will address that worry.

However, $6,000 isn’t so much of a difference that I’d normally think that worry would be warranted. If you were $20,000 apart, yes. But not $6,000.

Moreover, so much of this depends on tone. Did she sound concerned and disappointed, or did she sound annoyed or frustrated? The first would be reasonable; the second wouldn’t be.

So I think that as you evaluate this situation, you need to factor in her tone and general demeanor during these conversations, as well as what you’d already gathered about her and the organization during the interview process. Does she seem honestly concerned about your satisfaction with the salary, or does she sound affronted that you want more money? Does she sound like she’s still hoping to resolve this, or does she sound like she sees an out from the offer and is trying to take it?

That’s the stuff that’s going to lead you to the right conclusion here, I think.

{ 61 comments… read them below }

  1. Anonymous*

    This is every job-seeker’s nightmare. Yes, we want the job and would accept the salary offered, yet all the advice out there says we should at least attempt to negotiate, because what can you lose? The goodwill of the company, apparently, and possibly the offer! So what do we do?

    1. girlreading*


      I’m getting close to what will hopefully be an offer soon and I want to at least try to negotiate the salary. They’ve repeated a lower salary than I had initially indicated during the application process and I even mentioned to them I’d hope to get somewhere within +$8000 of what they’re mentioning (which is even lower than what I put on the initial online application). So if I do get an offer, I’d like to at least try to negotiate, but this situation is what I’m scared of happening. I don’t want to turn them off, but their salary is on the low end and I want to get as much as I can for my own budget and for any future opportunities (since so often it’s based on your previous salary). But I don’t want them to think I’ll be unhappy about the salary if they can’t budge. Good luck OP!

      1. Josh S*

        When the offer comes, don’t let all this preamble put you off of your desired salary. As much as you can, stick to the formula, “I believe that because of Skill1, Skill2, and Experience, I bring value to the company, and I believe that is worth $XX,000.” Then silence.

        Don’t negotiate yourself down before you’ve even negotiated with them!

    2. AG*

      Exactly my frustration!

      Something similar happened to me, but it was with a for-profit organization. They did actually rescind the job offer, which really stung but I realized that it was for the best.

  2. ExceptionToTheRule*

    I would agree that it’s all in the tone. I was you a year or so ago and their response to my negotiation attempt, along with their inability to remember they were closed on Good Friday (which was the day they told me I had until to make a decision) led me to believe their culture and my personality would be bad fits. I was proven right when the person who recruited me told me some of the things that were said about me after I declined their offer.

    1. Anon*

      There you go, the idea of a gut feeling about not being a ‘fit.’ That’s fantastic that you were able to sense that and then walk away. I have been the fly on the wall when other people were in the office being interviewed and it is amazing what I saw. It helped be when I would later interview at other places.

      Once, I was a temporary admin in a bank when this amazing applicant came in. Their background was great, excellent university and job experience and in person they were very confident and attractive. They were way, way above the shabby little back office I was working in. The managers were fairly respectful but you could tell it wasn’t a good fit.

      When this man left, the managers stood around the foyer talking about how terrible a candidate he was and how pathetic an applicant and they laughed about him saying he would never get the job there. I really could see how they were the terrible party and he was better off without their job. I hoped that he knew that as well, and wasn’t desperate for the job.

    2. Mimi*

      So when you declined their offer, their response to you was basically, “Whatever, we didn’t want you anyway”?? How immature!

  3. @dan_steer*

    You suggest they are not open to negotiating, but this may in fact be a style of negotiation from their side: “Red”, as Gavin Kennedy would say in “The New Negotiating Edge”.

    If that is the case, them I would suggest that you try not to feel aggressed by this style. You asked, they replied. End of story. It is almost their procurrment obligation to play “a little tough”. Misguided as is their style…

    Now you have to decide how you continue.

    For me, it is important to be honest with yourself about goals, issues, entry and exit positions BEFORE you start to negotiate.

    If you were truly willing to accept the original offer, then the only issue here is communication/negotiation style. But this doesn’t mean they are “bad apples”. Tell them it is not a case of being happy or unhappy with the offer. You accept. But DO share your concerns as stated here about style and your worry about how they reacted.

    Or, if you were truly not willing to accept the original offer, don’t. One symptom of facing a “red” negotiator is that people start to doubt and feel bad. It’s a kind of passive reaction to aggression. Be assertive a
    and stick to what’s important for you. Find the right people, the right job…

    Finally, don’t think that everyone is good or experienced at negotiating. The person in question may also feel uncomfortable about all this… Maybe this future supervisor was told to reply like that by the budget owner..?

    Finally finally (!) don’t start a new job without 200% alignment between you and employer.

    And triple finally, don’t forget that trial periods exist for both parties. If you decide to join, take your time to see if this is a true reflection of their overall style ..and decide accordingly.

    Good luck!

    1. -X-*

      I was thinking the same thing. If you need the job and the work seems OK, take it. The offer is still there for you.

  4. fposte*

    Trial periods don’t exist at all in most jobs, so I’m not sure where you’re going there. However, I agree with your general thrust–don’t take this as an emotional issue even if they seem to be presenting it as one. I think this is true whether it’s a deliberate tactic or not, in fact.

      1. @dan_steer*


        I live and work in Belgium and have done for all of my professional career, with the exception of my first and only job as an employee in England. In Belgium, all jobs with “undetermined contract lengths” have by law a trial period of 3 or 6 months. I remember having a 6week trial period for my job in the UK, but it was some time ago. I assumed it was the same everywhere!

        Its amazing to me that you say most jobs don’t (I believe you) because in Belgium its such a part of the recruitment process. I often have to remind young or new employees that the point of that period is a kind-of extension to the recruitment process and that its there for BOTH parties to see how things go. Its another 6 months to see if alignment is there or not.

        What a nightmare to have to decide based on only the interviews! I think I would hate to be in that position…

        Thanks fposte for the reply.
        Good evening all,

        1. fposte*

          Ah, I wondered if you were from another country. Yes, it’s amazing how much difference there can be in rules and conventions–in the U.S., even with jobs that have nominal “probationary periods” it’s usually just a corporate policy thing or at most a contractual one (like with a union). There’s no law at a national level about such things, and while state law is harder to track, I don’t know of a state that does so either.

          1. @dan_steer*

            The rules here are extremely well defined for this kind of thing, the result of years of unions negotiating “collective bargaining agreements” with employers. Its all taken very seriously, as part of the legal framework.

            On one hand I think its a good thing, especially since the rules and the unions stand up for “the little guy” or the more passive person. But on the other hand, I find it all very difficult and overly political. As a “free negotiator” who is a bit of an “enfant rebel”, mostly assertive (sometimes aggressive), I find it tough to be up against brick walls that are so well defined that you can’t go against them. For example, its harder to negotiate a shorter trial period (for whatever reason) and an employer doesn’t have to give any kind of justification during trial-period for letting you go.

            Personally, I would prefer a kind of “free for all” situation. I always ask (respectfully) for what I want when I want it and can get quite frustrated at being referred to these Belgian rules.

            Especially when the others are hiding behind them… but that’s another story!

            (This comment exchange is addictive, please don’t reply. I need to go to bed!!!!)

            1. K*

              Heh, the difference is that in the US, the employer never has to give a reason for firing you; that’s why trial periods are just formalities, because they can still do whatever they want afterwards. Of course, there are exceptions and tht doesn’t mean employers can fire employees for certain prohibited reasons (like race) but basically, yeah, it’s a free for all.

              Employees can usually leave at any time too, so no need for a trial period on there side either.

        2. Sunshine DC*

          Re: Belgium, this is fascinating. How do they ever entice experienced talent from other companies/organizations? If one has years vested in a job with a modicum of security (er, precarious as that may be these days,) why would an established professional ever leave that for a “Trial period”? I can’t imagine giving up a position for a “3 month trial”. Ugh!

          1. K*

            But in effect any job we start is the same way, whether they term it that way or not (and plenty do). The employer doesn’t have to keep us on a moment longer than they want.

          2. Jen in RO*

            Not in Belgium, but also in a country with a trial period. In most cases this is a formality and I’ve only heard of a handful of people failing it. 3 months is not enough time to figure out if that person can actually do the job, so unless they are spectacularly bad, they’ll pass (and then, if you want to fire them, it takes up to a year…)

        3. QQ*

          Even if the employer had a “trial period” it wouldn’t help the employee because future employers will consider it a red flag if you only stayed at a place 3 months or whatever. It’s very one-sided in that regard. Employers can test out employees without much consequence because they don’t generally have to answer to future applicants about the people they let go, whereas the employee who decides it’s not a good fit after a short time will have to either explain his short stint or have a gap on his resume.

  5. Anon*

    Here is something I am working on, asking directly “what did you mean when you said …?” Asking for clarification. Similar to what Dan said above – when people say or do something you don’t understand, instead of stepping back and getting passive or angry (or whatever) just saying: I wasn’t sure what you meant when you said XXX, and it was my understanding that there was room for negotiation. Did I misunderstand something, and could you clarify if the position is still on the table?

    I find that particularly in job situations, honest employers are happy to clarify their intentions and do not want prospective employees to be mis-informed or uncertain – they want you to be happy about them. Dis-honest employers (or people) will show their true colors when asked to clarify, and show some emotion as well (like maybe anger, resentment, etc). They often do not like when you ask because they don’t want you to see what they re doing.

    Asking for clarity can feel scary as a job seeker, but ignoring warning signs is even scarier. The Gift of Fear, by Gavin de Becker is an excellent book about this !!

    1. fposte*

      It sounds like the OP did just that, in fact–she specifically asked if this meant the offer was being rescinded.

      I think this is a good moment to be an underthinker, hard as that can be, and take the exchange at face value. You said you’d be open to X but asked if X + $6k was possible. They said no, and said they didn’t want you to work at a salary you wouldn’t be happy, but they’re not rescinding the offer. If you wouldn’t be unhappy with with X, then take X.

      Maybe I’m projecting, but it seems to me that there’s an underlying anxiety about the grounds for asking for more, like it was somehow dishonest to ask for +$6k if you could be satisfied with X and that this negotiation has revealed this fact and left you wrong-footed. If that’s so, then let that go, because it’s not true. It was fine to ask for a higher rate, it’s fine for them to say no, and as long as the lower number works for you, it’s fine to accept it.

      1. @dan_steer*

        Completely agree with both comments.

        Gavin Kennedy (“New Negotiating Edge”) also talks about the “blue” negotiating style, which (roughly) is defined as “in order for me to win, you have to also win (first)” or “I only get something when you get something too”. Its supposed to result in win:win, but when this blue attitude is faced with the red one (“in order for me to win, you have to lose”) it can end in lose:win (blue loses when the red one pushes hard enough because gives the red one what he wants, he doesn’t feel worthy and doesn’t defend his rights).

        Sometimes an inherent passivity or submissiveness of a blue negotiator is played out in anxious blue behaviour that asks for something, but doesn’t really feel like its your right to do so because “I don’t have the right to ask for things unless the other gets what she wants too”. (As fposte suggested above). Everyone always has the right to ask for what they feel they need.

        In all these “transactions”, it often comes back to assertiveness and the right of everyone to say what she thinks and wants, with respect to the other person. As long as everyone feels respected and heard, it is a good “transaction”.

        Sleep on it. If you wake up feeling disrespected, express yourself. Then as said by anon, you will see the true colours.

        Check out the book I mentioned and especially the “purple” style. This basically says: “start blue (nice-guy, honest, win:win attitude) but don’t take any shit.

        OK – now I REALLY have to go to get off my computer… :-)

        1. FiveNine*

          I am going to have to check out the book, not necessarily for negotiating but because at my current employer (best employer I’ve ever had, I’ve actually returned after almost a decade working for others), I repeatedly find myself in these weird situations where even in the same meeting where I’m receiving a raise, or a promotion, or a bonus for my work on a project, I’ll walk out feeling like I was just slighted or somehow reprimanded. It’s not the company itself; it’s my boss and our peculiar relationship — and I’ve never experienced this phenomenon anywhere or with anyone else. But something tells me it’s not personal exactly but more along the lines of what you’re talking about above.

  6. Gemma*

    Would you feel comfortable asking how they came to this figure (given your request was within the stated range), when this would be reviewed, typical increases (per year)? The way they approach the answer might give you a indication of the fit issue. Based on the answer perhaps you could negotiate something that isn’t salary: benefits, paid time off, telecommuting/flexi-time, etc or even a performance bonus or golden handshake which might come from a different pot of money.

    1. Kait*

      I agree tone does matter a great deal in this context, but again, the difference of $6,000 doesn’t really warrant the fear that a candidate will be totally dissatisfied if they accept the lower salary. Also, considering the salary you named was within the salary range they shared with you, I think it’s likely that this is a nonprofit that approaches recruiting and compensation the same way they approach finding affordable office supplies- they offer what they think they can get you for, rather than what you are worth (or what’s competitive). After many years in the nonprofit world, unfortunately, this approach is all too common.

      Possibly it’s a carry over from the years spent pinching pennies as a fledgling nonprofit, but in my experience there are too many nonprofits who approach recruiting with a belief that you should be happy with whatever they can scrounge together and that it’s rude to ask for more – especially when they have such a worthy mission on which they could better spend those dollars. On the flip side, nonprofits (big and small) don’t typically have strong internal HR / Recruiting expertise on staff and it’s also likely they just don’t “get” how to negotiate.

      I think you are right to be wary of this situation -it might be very telling of how they’ll approach future raises. I’d urge you to work your network to find a current employee from that organizations that you could discretely ask about the cultural approach to salary at that organization. It might help to see if this is just a misunderstanding or standard operating procedure. I’d also verify that you’re properly market-matching your skills and experience to the job, and check the organization’s 990s on Guidestar (freely available) to see what their “highly compensated” employees make- if the Exec. Dir. makes only $10K more a year than what they offered you, (depending on the job) they’re not as likely to negotiate upward. As a former nonprofit recruiter, I’ve always urged my organizations to pay as competitively as they could afford based on qualifications/experience/market rates for the position. At the end of the day, you get what you pay for and getting someone as cheaply as you can just guarantees you’ll have either a new problem child you’ll have to deal with or a star performer who leaves at the first opportunity to go somewhere they’re appreciated.

      1. Victoria Nonprofit*

        I agree, except to say that it’s not really for us to say whether +/- $6,000 is a big deal. If we’re talking the difference between $82,000 & $86,000 then, sure, the org overreacted. But $19,000 versus $25,000? Or even $35,000 versus $41,000? That’s obviously significantly different in a budget.

        1. Elizabeth*

          I was going to say the same thing. I also work at a large non-profit and $6000 is actually a huge difference for the majority of positions we have, not just in terms of budgets but in terms of how different types of roles relate to one another (e.g. a junior administrative role vs a more senior associate role, etc.). Again, if it’s at a very high level it may not make a difference, but for the bulk of positions it could be the difference between what a manager and what her staff currently make.

          1. Victoria Nonprofit*

            I was actually referring to the OP’s personal budget, but what you’re sayin is totally true too!

            1. SAN*

              I’d agree with both of you except that X + 6K was in their stated salary range. So a flat refusal isn’t a good sign. An explanation and justification why X is untouchable might be reasonable. But stating a range in the interview and then balking at negotiating sounds too close to a bait and switch for my liking.

      2. Dan*

        I think an economist would argue that what they can get you for is what you are worth. If you are worth more, surely you can find someone to pay you that?

        But $ is only one part of the total compensation package. Job satisfaction is another — some people are willing to trade “work/life balance” for less $.

        We hear about lawyers who make $160k right out of school. Sounds good, doesn’t it? But when that $160k means a job in Manhattan that requires 80 hour work weeks, it sounds a lot less appealing.

    2. AG*

      Be careful about this – if they are already put off by your negotiating, further negotiations might just convince them more that this is a bad fit. This is what happened to me! I tried to negotiate other things, like job title, and ask about performance reviews and such, and it just had the effect of them pulling the offer.

  7. AMG*

    It’s interesting to me that some of the posters here seem to be advocating for continui g to try and negotiate the salary. I interpreted the response as the company saying that there was no too for negotiation. I would also be afraid of trying to continue the negotiations at the risk of losing the offer and burning the bridge, but I tend toward the passive side when it comes to negotiation. Alison, I’m curious what your thoughts are on pushing for more money on this.

    1. fposte*

      I’m not seeing anybody arguing that the OP should push back with a higher number, though–I think we’re all agreed (so far, anyway) that the organization has made its number clear. The questions are 1) whether it’s enough for the OP; 2) if the negotiation process has soured the organization (I’m arguing no); and 3) if the negotiation process should be a red flag to the OP.

    2. Ann*

      Where can you find the best info to estimate your salary expectations for a particular role? I’ve looked at payscale and it seems helpful, but I’m always wary that it might be off base, and there is usually a big range and it’s hard to know where you would fall exactly depending on the specific organization etc. Any advice?

  8. Nyxalinth*

    Two years ago, I sent my resume off to a place paying 10.00 an hour. They asked how much Id like to make yearly, and so I told them a figure that pretty much came down to 10 dollars an hour x 40 hours a week (the hours were 8-5) They came back saying I wanted too much money! Umm…that figure equalled the hourly pay exactly, so how was it too much? Were they idiots, or was I missing something?

    1. Nyxalinth*

      Oh, and this also happened at another place where theyd stated the pay was 11.00 an hour. I stated that the figure THEY had put in their ad was what I wanted for pay when asked…and was told I was asking for too much. Bah.

      1. Not So NewReader*

        Maybe they did not plan on giving you a 40 hour week? Or maybe they did not plan on having you work year round?
        I don’t know – I think you dodged a bullet with both companies. How do they ever write out paychecks using these type of math skills?

      2. Steve G*

        Well, you made me laugh. One time I interviewed someone (I am not HR nor a manager, he would have been a lower level in my dept). He was 25, 2 yrs out of school, albeit in NYC, very little relevant experience, and very little experience dealing with customers, but he was only going to accept a $60K minimum! And that was in the recession. So we have to pay you $63K-$65K for what, to get to train you from the ground up how business works?! Give me a break! Sorry, that only works if you are in a medical field or applying to one of the big 3 accounting firms.

        1. Dan*

          My company hires math geeks and engineers right out of school, and pays that kind of dough. We’re in suburban DC, so it’s not as if we pay an NYC premium.

  9. Not So NewReader*

    OP, I think that you got lucky on this one. I suspect that you would face variations of this situation over and over and over, if you worked there.

    A lot of NPOs are really struggling right now, grants are drying up as quickly as donations.

    The people that you have contact with sound very tense. Think back. How did it seem to you when you were interviewing? Did people seem tense/unsmiling/tired?

    Kait (scroll waaay up) gives a really good short read that parallels what I am seeing in my corner of the country. I agree with what she wrote. Knowing what I know about this arena, I would let the job go if it were me- too many red flags. But that is just my humble opinion.

  10. MJ*

    I wish I had followed my instinct the last time I negotiated for a new job. The had a range of 55k to 75k listed and offered me 60k. I countered and asked for 70k and the President gave me attitude. They came back eventually and offered 65k but it left a bad taste in my mouth. Fast forward 4 months and this boss cursed up a storm, yelled, belittled other staff loudly in a tiny office with paper thin walls and finally fired me for losing something I ended up finding just to hire back the person who left the job. Made me realize to follow my instincts and not the money.

  11. hireme*

    Thanks for the advice Alison and everyone else. I am the person in the situation, and here’s what happened:

    Those of you that mentioned it’s all in the tone were right on. What I took as pretty harsh and negative I came to believe was not meant that way. I think that because during my agreed upon “consideration” period, I received an unsolicited communication emphasizing that they were still hoping I would take the offer and would love to have me on the team. Whether the person I spoke to realized their tone was harsh OR simply that I perceived it as harsh, that communication eased my mind a great deal about the culture at the organization and being able to start there without baggage from the conversation and negotiation process.

    Later that day, I accepted the (original, not increased) offer and continue to be excited that it’s going to be a great fit for me. I am, however, probably going to be gun shy of negotiating the rest of my life. Them’s the breaks.

  12. Still Lookinh*

    I just went through the same thing, I was offered a ridiculously low amount for a very stressful job. I am not entry level and have all the skills and experience to do a great job, but salary was less than 30k. Knowing my value I tried to negotiate telling the supervisor that my expenses to get to work alone would take half of my income after taxes, and she would not budge, not even asking what I would like to make. There was no concern whatsoever about how I would manage. She rescinded the offer, and tho a crappy offer it still stung, but I’m glad this happened. I know my value and I would not be taken advantaged of. Honestly they expect a desperate person and try to capitalize on that. It’s really unfair, but I’m glad I would not stand for it. They lost a great candidate.

  13. Still Looking*

    I just went through the same thing, I was offered a ridiculously low amount for a very stressful job. I am not entry level and have all the skills and experience to do a great job, but salary was less than 30k. Knowing my value I tried to negotiate telling the supervisor that my expenses to get to work alone would take half of my income after taxes, and she would not budge, not even asking what I would like to make. There was no concern whatsoever about how I would manage. She rescinded the offer, although a crappy offer it still stung, but I’m glad this happened. I know my value and I would not be taken advantaged of. Honestly they expect a desperate person and try to capitalize on that. It’s really unfair, but I’m glad I would not stand for it. They lost a great candidate.

  14. Left Hanging*

    I am currently in a position where I wasn’t sure if my negotiation and offer is valid. The possible employer is a really big retail company, and I got a call from the HR department saying I got the position. I was super excited since I feel that the job could help me in my career in the long run. The HR asked what I was making in my previous job and I told her, she offer me less then what I made. I told her that I need to time to think about it, and ask her to call me back the next day. The next day she called me on what my decision is, and I told her I accept the offer, but would like to start at $xx (still lower than my precious pay but a little bit higher then what they offer.) She said she’ll talk to the manager and will get back to me. 3 days late I got an email from HR saying they are still in the process of interviewing, and update me as soon as possible. I replied with thanking her, and excited to start working for the company; but in the back of my mind I don’t get what she mean by “still interviewing” because as far as I know they are only looking for one candidate to fill the position. Now I am left hanging without clear a answer to my question, and if the I am still offered the job or they are looking for someone else that willing to accept their offer, and drop me.

  15. Job Searching Bites*

    Reading various threads on this board and all the strategies and negotiation tactics involved has me convinced that people like us looking for jobs have the most difficult job. Entry Level on up to Executives, it’s not for the faint of heart. Good luck to us.

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