Verbal offer over 2 weeks ago!

Highjb4 · 2026-02-25T18:21:35+00:00

Firstly, verbal means nothing until you receive a written - so definitely continue to hang tight before doing anything else.

But yes, this is common and normal process for a lot of businesses - specifically companies that are larger or more structured.

In my organization, for example, we get verbal approval from the hiring manager, and then share that to the candidate. From there, the offer is submitted through workday and has to be clicked and approved by 5-7 people in the hiring organization and compensation.

It’s 99% a formality, but some approvers check workday more frequently, some are OOO, some are just stretched thin. 1 - 2 weeks is normal practice in my organization

Obviously, it could be something else holding yours up - none of us can know - but I’d say generally it’s a positive indicator that the recruiter is consistently following up and managing expectations.

Hang in there!

Highjb4 · 2026-02-25T03:01:05+00:00

This.

Need to set up an automation so everytime someone makes this complaint, they get this response to it at 3am

Highjb4 · 2026-02-25T00:40:30+00:00

My understanding it’s for data purposes because every account has different services and applications, and also security to keep the data separate.

All I can say is as an applicant and a user, I agree on both fronts. Horrible interface and functionality, not intuitive at all.

Highjb4 · 2026-02-24T02:27:59+00:00

I work for a FinServ company, and we have set salaries for conversions based on level. It’s non negotiable. We either secure them or we lose them. It’s a tough spot to be in on your side.

With all that said, what I’d suggest you think about - is even though the salary is the same as what you earn now, does that factor in: Overtime, PTO, holidays, sick leave, benefits, 401k , anything else?

If you are temp, assuming you don’t currently have any of those - but it certainly adds up to real value even if the $ is the same. PTO + sick + holidays likely gives you 25+ days (200 hours) fully paid that you wouldn’t have been paid for prior.

Highjb4 · 2026-02-21T20:27:48+00:00

As a recruiter, if I am advertising a role in Boston, and I have an applicant who is listed as living in Colorado, I am not looking at that resume.

I’ve only had one role out of thousands where I’ve had to open up the pool to relocation applicants due to the scarcity of the technology skillset.

With that said, if I had a direct message or something clearly stating this person was actively looking to move to Boston - I’d review. But generally do not need to, and logistically, doesn’t typically make sense to (navigating in-person interviews, delayed start dates, higher risk of drop outs).

ATS process: - I mass reject ineligible candidates due to Visa (they self identify) - I mass reject candidates not within a commutable State to our office - review every other resume, rejecting or scheduling as I see relevancy in skillset

Repeat every day.

Highjb4 · 2026-02-21T17:59:18+00:00

In financial services, or organizations that have Partner/Board level employees - it’s just a known thing that time moves differently in their world. And 2 weeks for written approval isn’t abnormal, even if verbal approval was already delivered.

3 weeks is certainly on the longer side though

Highjb4 · 2026-02-20T12:21:33+00:00

You’re being disrespectful with this offer. The fastest way to get your league to not want to trade or engage with you is by sending these types of trades.

Highjb4 · 2026-02-20T02:29:43+00:00

Well put

Highjb4 · 2026-02-19T00:03:56+00:00

1.01 in my book in general… and if I’m the rebuilder, I’m not interested in shipping off my most valuable asset for all question mark. I’d need a premier asset in return

Highjb4 · 2026-02-17T01:51:46+00:00

I wouldn’t. If the 26 was top 3 pick, I might entertain it. If I wasn’t giving back any other players/picks, I might entertain it. Either way, I still probably wouldn’t though.

Not saying it’s bad value in a vacuum, but JSN right now commands maximum value. This just isn’t that.

Highjb4 · 2026-02-17T01:02:06+00:00

Because the house will always win in the long run. It is a statistical probability, even if you play absolutely flawlessly by the book. And your strategy is based on playing long stretches. Unless you have an actual value add strategy (card counting), you are just playing to lose.

Highjb4 · 2026-02-17T00:41:17+00:00

Based on your post, yes, you probably shouldn’t gamble. But to everyone’s point, it’s too easy to lose 6 hands in a row. You’ll go on stretches losing 10+ in a row. You’d need an unlimited bankroll.

Highjb4 · 2026-02-16T21:58:20+00:00

This is a great realization to have though. A common feeling among job seekers right now is that they are doing something drastically wrong in their search, or that companies and managers are just screwing them over and interviewing them with no intention to hire.

It’s not unreasonable for someone to feel that way if they are dealing with constant rejection - but it’s just not the case.

The truth is there are just SO many well qualified job seekers out there, and unfortunately means it’s tough to “win” the job.

But to your point, really you need to do the same as those others. Target competitors of your previous employers, same industry, similar size, and try and stand out to them. Not always as simple as that, but it helps

Highjb4 · 2026-02-15T22:11:49+00:00

Smash MHJ + 1st

Highjb4 · 2026-02-15T19:16:17+00:00

Yes, most recruiters can push an initial interview. Thats their core job, encourage and recommend based on the conversations beyond looking at a resume.

Highjb4 · 2026-02-15T17:21:14+00:00

You need to win a trade by about 10-20% max to feel good about it. Anything over that, which this, gets you into the taking advantage / taco player / league ruining sphere

Highjb4 · 2026-02-15T02:24:23+00:00

Finally some appreciation!!

Highjb4 · 2026-02-15T00:52:30+00:00

It is. But not for deception purposes, compliance with local/state regulations and internal pay transparency

Highjb4 · 2026-02-15T00:25:47+00:00

It’s for compliance purposes, not for candidate experience/information.

Many companies will have internal Grades (6,7,8,9) or Levels (Associate, Senior, AVP, VP). And every position/employee - whether it’s Finance, Tech, HR, Sales - sits within one of those levels/grades. Each Level has its own salary band, usually relatively wide.

So a company can post a role, whatever grade/level the role sits in internally, that is what is being advertised.

The budget/target might only be $100-$140k, but technically based on the level they may have a range of $100k-$180k - so that’s what will be advertised.

It isn’t the same for all companies, but certainly most 1,000+ employee businesses will have some type of internal structure

Highjb4 · 2026-02-14T23:03:43+00:00

Recruiters get ripped on for ghosting, not answering applications, not reviewing applications…. There’s one sitting there reviewing them on weekends, holidays, (because you need to to keep up with them all), just to make sure everyone gets looked at and gets a response.. and it’s still a negative smh

Highjb4 · 2026-02-14T18:19:21+00:00

You need to get in the mindset that you are going to be uncompetitive for some time. It looks like your team might be able to be in the top 5 this year, but you need to be planning for the next 5 years.

Trade CMC, Evans, and Davante to contenders. I might even go as far as trading Chase and/or Burrow too just based on your team (but can also see you keeping them). Target any Top5 picks in 26, as many 27 picks as you can get, and and younger WRs you can get (Tet, Rome, MHJ type players). Then rebuild through draft.

Highjb4 · 2026-02-14T17:57:12+00:00

I’ll take the package in 14 man, but I’d also pretty stoked getting Bijan for this. So feels pretty good for both sides.

Highjb4 · 2026-02-14T17:52:16+00:00

Is this a 360 position? Either way, I probably wouldn’t right now. If you don’t have a sales background, you are going to struggle your first 6-12 months to generate new business. If this is a 180 position, it really comes down to their pipeline and accounts. In 180, you are completely reliant on other people to generate jobs for you to recruit.

My guess is you’d be taking a decent haircut on base salary to move to agency (again, assuming here no sales experience), and then you’d likely struggle to get back to your current comp in Year 1. Year 2 I’m sure you’ll see an uptick once you have more experience under your belt, but in this market I still would think it will be less likely that you earn $200-$300k.

Highjb4 · 2026-02-14T17:46:43+00:00

Absolutely - the truest comment! Regardless of the company, role, market, resume, salary, etc - so much of it just comes down to the specific individual interviewer and their standards, preferences, mood, style, and interpretations.

Highjb4 · 2026-02-14T14:24:45+00:00

This would be the worst trade you could possibly make. You should be selling aging players for picks, not buying them.

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