Long story short, I’m hoping to conduct a job search in the near future, but have one potential issue in executing that, which is that I am currently under an education expense repayment agreement with my current employer. The repayment window actually expires in about 10 weeks, and without getting into details here I think my current employer would be likely to forgive it regardless, but technically it could become a hurdle if the hiring process for a new job moved very quickly.
Looking for advice on how to handle this if any of my applications lead to interviews in the short term. Should I even mention it, or just cross my fingers that the end to end hiring process will take enough time to render it moot? If something were to progress more quickly than I’d prefer, and I did need to ask for additional time, should I explain why, or just use a different reason like I have a few projects I’d like to wrap up and would like to give my employer a few extra weeks of notice (which isn’t even necessarily inaccurate, I’d like to do that).
I’m hoping to devise an approach that wouldn’t make it appear I used my employer’s education assistance to leverage a different job, because that truly isn’t the case. More accurately, the business’ needs changed while I was taking the classes, and I ended up being shifted into a position further removed from my education and interests than I’d have liked (although it was a promotion). The jobs I’d be applying for are more closely aligned with my education and preferred career path than my current role is.
So, do I even mention this in an interview or screening process? Would this make me look bad to a potential employer? Would something like this be a “red flag” to HR or a hiring manager?
I wouldn’t mention it until you have an offer. Don’t give them reasons to not want you. (We need someone to start soon but Blunt is out, who’s our second choice candidate?)
If an offer comes w/in 10 weeks (which really means eight weeks because you’re going to give two weeks notice) then say to the new employer, I’d like to not start for three/four weeks unless you’re willing to cover this tuition reimbursement expense for me. If they do, & you’re current company doesn’t make you pay it back, you just talked your way into a signing bonus!
Appreciate the responses and they help reinforce my planned approach. Also, I hadn’t been thinking about hurting my chances by stating a date too far out in the future if they want to move quicker, but that’s obviously another thing to consider, and another point towards don’t bring it up until asked.
This is also good advice, and my initial plan was to do just that (or at least wait until I was so close there was no way the date would be an issue). My reasoning for maybe rolling the dice and moving a little early is mainly two things:
There could be some changes/reorg in the short term at current employer, and I wouldn’t mind being in a position to bail quickly if they turned out to be to my detriment.
I’ve seen a couple positions advertised recently that really interested me and I wouldn’t want to let go by over timing.
I really could (and probably should) wait though, appreciate that advice as well.
I was in almost the exact same situation when I changed jobs. During compensation negotiations, I asked if the company offered any kind of sign-on bonus and specified that I’m asking because I would owe my current employer $x for tuition reimbursement. They said they do not offer a sign-on bonus but they would cover the amount owed to my employer with a letter from them stating how much was owed. That was easy enough to get, and so the new company cut a check to me for exactly the amount I owed.
So my advice: ask for a bonus when you’re discussing compensation, say why you’re asking, see what happens.
Do you have any accrued time off bucket that will pay out when you leave? How much do you owe on the tuition? Could those two amounts cancel each other out?
If there are jobs you’re interested in now, I wouldn’t wait. Hiring times can take quite a while between 1st interviews, 2nd interviews, deliberation, then working out notice. If they asked about availability, tell them you’d need to give 4 weeks notice (if necessary) and use any accrued PTO to cover the balance.
If you’re just dropping a line into the water, I might another month, but you should be able to string them along for the remain 6 weeks if you absolutely had to. And if they press you to start sooner, tell them why you’re working the time out.