Politics and promtion after angering now-retiring senior employee

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I work at a mid-sized engineering firm (~5000 employees) in the US, where we do specialized security software for banks and laws firms (i.e. auditing, theft/IP loss prevention, etc.). Engineering positions at my company work roughly like so:



  • Engineer 1 (coop student, $40k/yr).

  • Engineer 2 (junior engineer 1, $50k/yr).

  • Engineer 3 (junior engineer 2, $55k/yr).

  • Engineer 4 (intermediate engineer 1, $60k/yr).

  • Engineer 5 (intermediate engineer 2, $70k/yr).

  • Engineer 6 (senior engineer 1, $80k/yr).

  • Engineer 7 (senior engineer 2, $100k/yr).

  • Engineer 8 (principal engineer 1, $120k/yr).

  • Engineer 9 (principal engineer 2, $180k/yr).

  • Engineer 10 (engineering architect, $300k/yr).

  • Engineer 11 (engineering fellow, $450k/yr minimum).

I am currently at the "Engineer 9" level, and am competing for an "Engineer 10" position against "Gary". This position typically has a vacancy only once every 4 years on average. I've gone through several in-house interviews for senior management to assess who is the best candidate. Gary is a nice, courteous, and professional person, but I am competing with him (without being vicious).



Two of my superiors informed me that, while I'm the stronger candidate officially (i.e. interpersonal skills, dedication/commitment, professionalism, technical skills, leadership ability), I'm almost certain to not get the position, as I offended "Tom", the person who is leaving the company (and opening up the slot) about 2 years ago when I challenged him on a technical decision (which I "won", by unanimous decision my solution was better overall). My colleagues (not me) describe him as a case of "Spanish honor", and that he can't stand to lose face no matter the consequences. In my opinion, this is sour grapes on Tom's part (I hate culture-specific pejorative terms, but this is the one colleagues use for this one fellow specifically, so I included it only for context and perspective of my peers' assessment of Tom), but this is my reality nevertheless.



I conveyed to my superiors that it seems absurd I should be "paying for my perceived past transgressions" 2 years later, but Tom took his vengeful swipe, apparently. Gary, however, plans to retire in 3 years (older fellow, and mainly wants the extra cash, not the extra responsibility, as he has mentioned several times during water cooler chat).



My Problem:



I've managed to progress through interviewing with a larger tech company that is interested in taking me on at a decent increase in salary (i.e. $220, which
is a 22% increase in base pay, but not as large as the 67% increase a promotion from "Engineer 9" to "Engineer 10" would yield).



If someone is in an "Engineer 10/architect" role for 5 years, he automatically becomes an "Engineer 11/fellow" if the role isn't filled. sometimes, people get promoted from "Engineer 10/architect" to this role in under 24 months. We can only have one "Engineer 10/architect" per team of 50 engineers, and one "Engineer 11/fellow" per 50-person team as well.



Assuming I were "magically guaranteed" to take over for Gary in 3 years from now, that means I get a significant pay increase, and within 5 years from now, it's very possible I'd be earning almost triple what I make now. My single biggest concern is whether or not "Tom" has poisoned the well for me permanently at my company (i.e. blacklisted me from every going higher up the ladder).



Important info: My employer is trying to increase my notice period from 3 months to 18 months (can be decreased to 6 months under certain circumstances). This would've been fantastic for me years back when the threat of layoffs had me worried about making mortgage payments, but at this stage in my career, it's more harm than help. My suspicion for why they want my to agree to such a lengthy notice period is due to me being the sole developer capable of certain tasks (I write complex drivers for proprietary hardware, and get it into the mainline Linux kernel, which would likely be at least 14 months of lead-time to train a replacement for me due to "bus factors").



At this point, I have the following options available to me:



  • Take the offer from the other firm, and get a 22% pay hike.

  • Inform my superiors that I hand in my 3 months' notice if I'm overlooked due to Tom's actions influencing the decision. I'd like to avoid this, as "threats" like this will poison the well in the eyes of my employer too. While I don't mind using this to "win" the position over Gary, he'll likely be annoyed that I pushed so aggressively to get the position over him. All's fair in love and war, etc. etc.

  • Defer signing the extended notice period amendment (they seem interested in getting this done prior to announcing the promotion and who the successful candidate was/is). I don't mind dragging this out.

  • I tried to get some confirmation in writing if I'd be guaranteed to take over for Gary after he retires, but my employer will only "promise" this verbally, not in writing (which makes it useless to me). I also asked if Tom's appraisal of me would come back to haunt my in 3 years when Gary retires, and I still couldn't get a straight answer. Tom isn't on any boards, but he's buddies with the "old guard". I have no intention of staying if I've been blacklisted from the penultimate and ultimate promotions available in my career stream at this company.

How can I best proceed? I'm pretty angry at this whole sorted affair, and I think I need a second neutral/clear set of eyes to give a less emotional appraisal of my situation. Also, I'm not sure what to make of their insistence on my signing on for such an exceedingly lengthy notice period, but I'm instinctively (for better or worse) distrustful of it.






job-offer ethics resignation promotion politics






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    I work at a mid-sized engineering firm (~5000 employees) in the US, where we do specialized security software for banks and laws firms (i.e. auditing, theft/IP loss prevention, etc.). Engineering positions at my company work roughly like so:



    • Engineer 1 (coop student, $40k/yr).

    • Engineer 2 (junior engineer 1, $50k/yr).

    • Engineer 3 (junior engineer 2, $55k/yr).

    • Engineer 4 (intermediate engineer 1, $60k/yr).

    • Engineer 5 (intermediate engineer 2, $70k/yr).

    • Engineer 6 (senior engineer 1, $80k/yr).

    • Engineer 7 (senior engineer 2, $100k/yr).

    • Engineer 8 (principal engineer 1, $120k/yr).

    • Engineer 9 (principal engineer 2, $180k/yr).

    • Engineer 10 (engineering architect, $300k/yr).

    • Engineer 11 (engineering fellow, $450k/yr minimum).

    I am currently at the "Engineer 9" level, and am competing for an "Engineer 10" position against "Gary". This position typically has a vacancy only once every 4 years on average. I've gone through several in-house interviews for senior management to assess who is the best candidate. Gary is a nice, courteous, and professional person, but I am competing with him (without being vicious).



    Two of my superiors informed me that, while I'm the stronger candidate officially (i.e. interpersonal skills, dedication/commitment, professionalism, technical skills, leadership ability), I'm almost certain to not get the position, as I offended "Tom", the person who is leaving the company (and opening up the slot) about 2 years ago when I challenged him on a technical decision (which I "won", by unanimous decision my solution was better overall). My colleagues (not me) describe him as a case of "Spanish honor", and that he can't stand to lose face no matter the consequences. In my opinion, this is sour grapes on Tom's part (I hate culture-specific pejorative terms, but this is the one colleagues use for this one fellow specifically, so I included it only for context and perspective of my peers' assessment of Tom), but this is my reality nevertheless.



    I conveyed to my superiors that it seems absurd I should be "paying for my perceived past transgressions" 2 years later, but Tom took his vengeful swipe, apparently. Gary, however, plans to retire in 3 years (older fellow, and mainly wants the extra cash, not the extra responsibility, as he has mentioned several times during water cooler chat).



    My Problem:



    I've managed to progress through interviewing with a larger tech company that is interested in taking me on at a decent increase in salary (i.e. $220, which
    is a 22% increase in base pay, but not as large as the 67% increase a promotion from "Engineer 9" to "Engineer 10" would yield).



    If someone is in an "Engineer 10/architect" role for 5 years, he automatically becomes an "Engineer 11/fellow" if the role isn't filled. sometimes, people get promoted from "Engineer 10/architect" to this role in under 24 months. We can only have one "Engineer 10/architect" per team of 50 engineers, and one "Engineer 11/fellow" per 50-person team as well.



    Assuming I were "magically guaranteed" to take over for Gary in 3 years from now, that means I get a significant pay increase, and within 5 years from now, it's very possible I'd be earning almost triple what I make now. My single biggest concern is whether or not "Tom" has poisoned the well for me permanently at my company (i.e. blacklisted me from every going higher up the ladder).



    Important info: My employer is trying to increase my notice period from 3 months to 18 months (can be decreased to 6 months under certain circumstances). This would've been fantastic for me years back when the threat of layoffs had me worried about making mortgage payments, but at this stage in my career, it's more harm than help. My suspicion for why they want my to agree to such a lengthy notice period is due to me being the sole developer capable of certain tasks (I write complex drivers for proprietary hardware, and get it into the mainline Linux kernel, which would likely be at least 14 months of lead-time to train a replacement for me due to "bus factors").



    At this point, I have the following options available to me:



    • Take the offer from the other firm, and get a 22% pay hike.

    • Inform my superiors that I hand in my 3 months' notice if I'm overlooked due to Tom's actions influencing the decision. I'd like to avoid this, as "threats" like this will poison the well in the eyes of my employer too. While I don't mind using this to "win" the position over Gary, he'll likely be annoyed that I pushed so aggressively to get the position over him. All's fair in love and war, etc. etc.

    • Defer signing the extended notice period amendment (they seem interested in getting this done prior to announcing the promotion and who the successful candidate was/is). I don't mind dragging this out.

    • I tried to get some confirmation in writing if I'd be guaranteed to take over for Gary after he retires, but my employer will only "promise" this verbally, not in writing (which makes it useless to me). I also asked if Tom's appraisal of me would come back to haunt my in 3 years when Gary retires, and I still couldn't get a straight answer. Tom isn't on any boards, but he's buddies with the "old guard". I have no intention of staying if I've been blacklisted from the penultimate and ultimate promotions available in my career stream at this company.

    How can I best proceed? I'm pretty angry at this whole sorted affair, and I think I need a second neutral/clear set of eyes to give a less emotional appraisal of my situation. Also, I'm not sure what to make of their insistence on my signing on for such an exceedingly lengthy notice period, but I'm instinctively (for better or worse) distrustful of it.






    job-offer ethics resignation promotion politics






    share









    New contributor




    Leo is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
    Check out our Code of Conduct.





















      up vote
      0
      down vote

      favorite









      up vote
      0
      down vote

      favorite











      I work at a mid-sized engineering firm (~5000 employees) in the US, where we do specialized security software for banks and laws firms (i.e. auditing, theft/IP loss prevention, etc.). Engineering positions at my company work roughly like so:



      • Engineer 1 (coop student, $40k/yr).

      • Engineer 2 (junior engineer 1, $50k/yr).

      • Engineer 3 (junior engineer 2, $55k/yr).

      • Engineer 4 (intermediate engineer 1, $60k/yr).

      • Engineer 5 (intermediate engineer 2, $70k/yr).

      • Engineer 6 (senior engineer 1, $80k/yr).

      • Engineer 7 (senior engineer 2, $100k/yr).

      • Engineer 8 (principal engineer 1, $120k/yr).

      • Engineer 9 (principal engineer 2, $180k/yr).

      • Engineer 10 (engineering architect, $300k/yr).

      • Engineer 11 (engineering fellow, $450k/yr minimum).

      I am currently at the "Engineer 9" level, and am competing for an "Engineer 10" position against "Gary". This position typically has a vacancy only once every 4 years on average. I've gone through several in-house interviews for senior management to assess who is the best candidate. Gary is a nice, courteous, and professional person, but I am competing with him (without being vicious).



      Two of my superiors informed me that, while I'm the stronger candidate officially (i.e. interpersonal skills, dedication/commitment, professionalism, technical skills, leadership ability), I'm almost certain to not get the position, as I offended "Tom", the person who is leaving the company (and opening up the slot) about 2 years ago when I challenged him on a technical decision (which I "won", by unanimous decision my solution was better overall). My colleagues (not me) describe him as a case of "Spanish honor", and that he can't stand to lose face no matter the consequences. In my opinion, this is sour grapes on Tom's part (I hate culture-specific pejorative terms, but this is the one colleagues use for this one fellow specifically, so I included it only for context and perspective of my peers' assessment of Tom), but this is my reality nevertheless.



      I conveyed to my superiors that it seems absurd I should be "paying for my perceived past transgressions" 2 years later, but Tom took his vengeful swipe, apparently. Gary, however, plans to retire in 3 years (older fellow, and mainly wants the extra cash, not the extra responsibility, as he has mentioned several times during water cooler chat).



      My Problem:



      I've managed to progress through interviewing with a larger tech company that is interested in taking me on at a decent increase in salary (i.e. $220, which
      is a 22% increase in base pay, but not as large as the 67% increase a promotion from "Engineer 9" to "Engineer 10" would yield).



      If someone is in an "Engineer 10/architect" role for 5 years, he automatically becomes an "Engineer 11/fellow" if the role isn't filled. sometimes, people get promoted from "Engineer 10/architect" to this role in under 24 months. We can only have one "Engineer 10/architect" per team of 50 engineers, and one "Engineer 11/fellow" per 50-person team as well.



      Assuming I were "magically guaranteed" to take over for Gary in 3 years from now, that means I get a significant pay increase, and within 5 years from now, it's very possible I'd be earning almost triple what I make now. My single biggest concern is whether or not "Tom" has poisoned the well for me permanently at my company (i.e. blacklisted me from every going higher up the ladder).



      Important info: My employer is trying to increase my notice period from 3 months to 18 months (can be decreased to 6 months under certain circumstances). This would've been fantastic for me years back when the threat of layoffs had me worried about making mortgage payments, but at this stage in my career, it's more harm than help. My suspicion for why they want my to agree to such a lengthy notice period is due to me being the sole developer capable of certain tasks (I write complex drivers for proprietary hardware, and get it into the mainline Linux kernel, which would likely be at least 14 months of lead-time to train a replacement for me due to "bus factors").



      At this point, I have the following options available to me:



      • Take the offer from the other firm, and get a 22% pay hike.

      • Inform my superiors that I hand in my 3 months' notice if I'm overlooked due to Tom's actions influencing the decision. I'd like to avoid this, as "threats" like this will poison the well in the eyes of my employer too. While I don't mind using this to "win" the position over Gary, he'll likely be annoyed that I pushed so aggressively to get the position over him. All's fair in love and war, etc. etc.

      • Defer signing the extended notice period amendment (they seem interested in getting this done prior to announcing the promotion and who the successful candidate was/is). I don't mind dragging this out.

      • I tried to get some confirmation in writing if I'd be guaranteed to take over for Gary after he retires, but my employer will only "promise" this verbally, not in writing (which makes it useless to me). I also asked if Tom's appraisal of me would come back to haunt my in 3 years when Gary retires, and I still couldn't get a straight answer. Tom isn't on any boards, but he's buddies with the "old guard". I have no intention of staying if I've been blacklisted from the penultimate and ultimate promotions available in my career stream at this company.

      How can I best proceed? I'm pretty angry at this whole sorted affair, and I think I need a second neutral/clear set of eyes to give a less emotional appraisal of my situation. Also, I'm not sure what to make of their insistence on my signing on for such an exceedingly lengthy notice period, but I'm instinctively (for better or worse) distrustful of it.






      job-offer ethics resignation promotion politics






      share









      New contributor




      Leo is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
      Check out our Code of Conduct.











      I work at a mid-sized engineering firm (~5000 employees) in the US, where we do specialized security software for banks and laws firms (i.e. auditing, theft/IP loss prevention, etc.). Engineering positions at my company work roughly like so:



      • Engineer 1 (coop student, $40k/yr).

      • Engineer 2 (junior engineer 1, $50k/yr).

      • Engineer 3 (junior engineer 2, $55k/yr).

      • Engineer 4 (intermediate engineer 1, $60k/yr).

      • Engineer 5 (intermediate engineer 2, $70k/yr).

      • Engineer 6 (senior engineer 1, $80k/yr).

      • Engineer 7 (senior engineer 2, $100k/yr).

      • Engineer 8 (principal engineer 1, $120k/yr).

      • Engineer 9 (principal engineer 2, $180k/yr).

      • Engineer 10 (engineering architect, $300k/yr).

      • Engineer 11 (engineering fellow, $450k/yr minimum).

      I am currently at the "Engineer 9" level, and am competing for an "Engineer 10" position against "Gary". This position typically has a vacancy only once every 4 years on average. I've gone through several in-house interviews for senior management to assess who is the best candidate. Gary is a nice, courteous, and professional person, but I am competing with him (without being vicious).



      Two of my superiors informed me that, while I'm the stronger candidate officially (i.e. interpersonal skills, dedication/commitment, professionalism, technical skills, leadership ability), I'm almost certain to not get the position, as I offended "Tom", the person who is leaving the company (and opening up the slot) about 2 years ago when I challenged him on a technical decision (which I "won", by unanimous decision my solution was better overall). My colleagues (not me) describe him as a case of "Spanish honor", and that he can't stand to lose face no matter the consequences. In my opinion, this is sour grapes on Tom's part (I hate culture-specific pejorative terms, but this is the one colleagues use for this one fellow specifically, so I included it only for context and perspective of my peers' assessment of Tom), but this is my reality nevertheless.



      I conveyed to my superiors that it seems absurd I should be "paying for my perceived past transgressions" 2 years later, but Tom took his vengeful swipe, apparently. Gary, however, plans to retire in 3 years (older fellow, and mainly wants the extra cash, not the extra responsibility, as he has mentioned several times during water cooler chat).



      My Problem:



      I've managed to progress through interviewing with a larger tech company that is interested in taking me on at a decent increase in salary (i.e. $220, which
      is a 22% increase in base pay, but not as large as the 67% increase a promotion from "Engineer 9" to "Engineer 10" would yield).



      If someone is in an "Engineer 10/architect" role for 5 years, he automatically becomes an "Engineer 11/fellow" if the role isn't filled. sometimes, people get promoted from "Engineer 10/architect" to this role in under 24 months. We can only have one "Engineer 10/architect" per team of 50 engineers, and one "Engineer 11/fellow" per 50-person team as well.



      Assuming I were "magically guaranteed" to take over for Gary in 3 years from now, that means I get a significant pay increase, and within 5 years from now, it's very possible I'd be earning almost triple what I make now. My single biggest concern is whether or not "Tom" has poisoned the well for me permanently at my company (i.e. blacklisted me from every going higher up the ladder).



      Important info: My employer is trying to increase my notice period from 3 months to 18 months (can be decreased to 6 months under certain circumstances). This would've been fantastic for me years back when the threat of layoffs had me worried about making mortgage payments, but at this stage in my career, it's more harm than help. My suspicion for why they want my to agree to such a lengthy notice period is due to me being the sole developer capable of certain tasks (I write complex drivers for proprietary hardware, and get it into the mainline Linux kernel, which would likely be at least 14 months of lead-time to train a replacement for me due to "bus factors").



      At this point, I have the following options available to me:



      • Take the offer from the other firm, and get a 22% pay hike.

      • Inform my superiors that I hand in my 3 months' notice if I'm overlooked due to Tom's actions influencing the decision. I'd like to avoid this, as "threats" like this will poison the well in the eyes of my employer too. While I don't mind using this to "win" the position over Gary, he'll likely be annoyed that I pushed so aggressively to get the position over him. All's fair in love and war, etc. etc.

      • Defer signing the extended notice period amendment (they seem interested in getting this done prior to announcing the promotion and who the successful candidate was/is). I don't mind dragging this out.

      • I tried to get some confirmation in writing if I'd be guaranteed to take over for Gary after he retires, but my employer will only "promise" this verbally, not in writing (which makes it useless to me). I also asked if Tom's appraisal of me would come back to haunt my in 3 years when Gary retires, and I still couldn't get a straight answer. Tom isn't on any boards, but he's buddies with the "old guard". I have no intention of staying if I've been blacklisted from the penultimate and ultimate promotions available in my career stream at this company.

      How can I best proceed? I'm pretty angry at this whole sorted affair, and I think I need a second neutral/clear set of eyes to give a less emotional appraisal of my situation. Also, I'm not sure what to make of their insistence on my signing on for such an exceedingly lengthy notice period, but I'm instinctively (for better or worse) distrustful of it.






      job-offer ethics resignation promotion politics




      job-offer ethics resignation promotion politics





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