A 48-year-old rejected a VP position with a 25% salary increase and 10 days of PTO, establishing a precedent for the company's values.

Finding work-life balance in corporate America can be challenging due to Sherri Carpineto's extensive experience.

As a senior director of operations for a health-care company and a resident of Boston, Carpineto, 48, has spent over 20 years in her career and has learned the importance of maintaining strong boundaries around paid time off.

She turned down the vice president-level role at the health-care company because, although it came with a 25% pay increase, she valued the flexibility of 10 days of PTO more than the additional compensation.

A recruiter contacted Carpineto about a top-level operations role at a new company, and she, being curious, agreed to an interview.

During an interview, the CEO revealed that she struggled with work-life balance and that the company's policies were not very helpful. Carpineto explains that this was not just about PTO, but it is a part of it.

Carpineto admits she should have heeded the warning signs, but she persisted with the interviews and eventually received a job offer.

Rejecting a job offer over PTO

Carpineto acknowledges that the proposed salary was "generous," representing a roughly 25% increase from her previous job. However, upon reviewing the benefits, she discovered the 10-day PTO policy, which she found unacceptable.

She considered how managing time off for her two sons, aged 12 and 15, could consume all her paid days off, leaving no room for unexpected illnesses or other time off needs.

Being able to have more than 10 days off annually was crucial to me as a mother of two boys.

Carpineto says she was also caring for her sick mother at the time.

Carpineto attempted to negotiate for more paid days off, as she was accustomed to receiving a minimum of 15 days per year in her previous jobs. She also tried to include an allowance of one to two weeks of unpaid time off in her contract, but the company rejected this request. Additionally, Carpineto remembers the recruiter pressuring her to make a decision within a day, which made her feel uncomfortable.

The potential for a big pay raise made the decision to decline the offer even more difficult, but Carpineto ultimately decided that the discussion over PTO was a sign that she and the new company were not a good fit.

The PTO conversation is more significant than just gaining a few extra vacation days for Carpineto. It establishes a precedent for the company's values and what they value for their employees. Working in an environment where they trust you and offer flexibility is what Carpineto wants at this stage of his career.

She was a high-producing manager who expected good results from her team, but she was also concerned about the company's lack of flexibility and how it would limit her ability to manage people effectively.

Getting clear on priorities

Carpineto advises job-seekers to be clear on what they need out of a role, as they may not have as much leverage to decline a job if they are unemployed or in need of a better job.

Prioritize and adhere to your essentials and optional elements in a job, whether it pertains to the role, company, or benefits, advises Carpineto.

"If it's important, request it, Carpineto advises. If you don't request it, you won't receive it."

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