I was laid off from a large company last summer and spent a few months searching for my next opportunity. Eventually, I received two job offers: one from another big company with great pay but a strict in-office requirement, and the other from a smaller company that offered a good hybrid schedule, albeit with less pay and a contract-to-hire arrangement. I decided to take a chance on the smaller company, hoping the hybrid schedule would be worth it. Fast forward a bit, I received my full employment offer and mentioned to my HR rep during a casual meeting that I had a big vacation planned and would need two weeks off soon. I didn’t think it was important to mention this during the interview process since I was still a contract employee. However, after the HR partner I spoke with left the company, my online profile showed no PTO policy or balance, which made me anxious. After weeks of uncertainty, my boss reassured me that the PTO policy was provided at hiring and that as long as I entered my time off in the calendar, he was fine with it. This laid-back approach to PTO was a refreshing change for me and confirmed that I made the right choice in accepting the offer from this smaller company.
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