I explain that in the job description before we proceed any further in the interview that upselling is mandatory and not optional. I explain what an upsell is and what it isn't. In the event someone is struggling with upselling, I upsell during non peak times, I go toe to toe with my strongest upseller to show how it is done. I give the smart Alecs a chance to call me out and challenge me when they struggle on wording or upselling. For me the art of upselling is making our guest feel that the add on goes well with their meal and not forced on their bill. My supervisor used to call me a schmoozer when I used to upsell or train the cashiers on upselling. I didn't know whether to thank him or fly the birdie when no one but him was looking. Another thing at showtime, you have to have Aces in their places.

My company has been getting hit with the gamut of shakedown litigation. ADA website suit settled for $500 with $5k to my atty, 17501 settled for $5k with $30k to my atty, now facing two arbitrations for CIPA. I just activated my bar card - graduated in 2005 from Columbia, clerked for a federal judge and never practiced - went to McKinsey. Founded the company back in 2008. Am I an idiot for thinking I can handle these myself with no litigation experience? Sick of paying the atty fees.

I am currently an accounting manager with the controller and one other accountant on the team. I have basically been managing the full accounting function, AR cashapps and helping out with AP. Mind you we had two other people on the team and I was basically doing accounting and overseeing AP and AR. This has all changed and I have ensured that everything is running smoothly and more efficiently. Currently Salary is 90k and I want to aim for 100-105k. Should I be asking for a raise here?

Currently, I am working as an accounts payable clerk for a manufacturing company. A few days ago, a recruiter from a multinational manufacturing company reached out to me and invited me for an interview as a PTP (Procure-to-Pay) Analyst even though I never applied for the job. The salary range is $50,000 - $70,000. I have about 2 years of experience in AP. I am not so sure whether the AP clerk or the PTP Analyst is a similar job. How much should I ask them for my expected salary?

I had a third interview for a job I really want, and a few days later, the manager emailed me saying we'll be in touch. It's been a week and a half since that email, and I'm wondering if I should send a follow up. The problem is, It's the same manager that conducted my second interview which I also sent a follow up to, so I'm not sure how to write a follow up that sounds different from the first one. Maybe I'm just overthinking it, but I'd appreciate some input.

Started at a company. Told I would have annual stock award and recruiter (in email) said it the equity grant would be “payable” in September 2025. I’m now being told it’s issued in Sept 2025 and first 1/3 vest doesn’t start until next year. Already been here a year… offer letter language isn’t clear (hence email follow up). How would you go about arguing this? Pretty significant portion of comp when you consider yearly reissuance…

I'm in the loop at Anthropic and about to schedule my onsite. I'm feeling rusty and would like to schedule it as late as possible to give myself more time to prep. I've read the reports of Ant raising a new round at a $900B+ valuation. If right now Ant is still issuing RSUs at near the $380B valuation from February then it probably makes more sense for me to rush the process and see if I can squeeze in. Anyone know?

For a long time I avoided following up because I didn’t want to seem annoying. So I then tried sending short, value-add follow-ups—like a brief thought on something which came up in the interview or a resource they might find relevant. I had a few meaningful leads come up as a result of this. How do you approach follow-ups? What’s the right balance between being proactive and being overly persistent?

When following up on applications (especially when you don't have an internal referral), should we be reaching out to (email/linkedIn) / following up with recruiters OR hiring managers? OR both? I feel like there is value to reaching out to/following up with both, but I am not sure which one tends to usually yield better results...? Does it just depend on the size of the company?

I was written up because one of my coworkers decided to ask another coworker about this assistant whom she has issues with. I was just standing there on my phone and didn't say anything. But the principal thought I was involved. He told me I should of told him. Then he decided to send me my written up and my coworkers written up. I can't do this anymore