Sherri Carpineto has extensive experience in corporate America, which has shaped her understanding of the challenges associated with achieving work-life balance. At 48 years old, she currently serves as a senior director of operations at a healthcare company in Boston. Over her 20-plus-year career, she has recognized the importance of establishing clear boundaries regarding paid time off (PTO).
Two years ago, Carpineto was offered a vice president role at another healthcare firm that included only 10 days of PTO, which encompassed both vacation and sick leave. Despite a generous 25% salary increase, she realized that this limitation on flexibility was unacceptable for her lifestyle.
While content in her existing role, Carpineto was approached by a recruiter for a high-level operations position at a new company. During the interview process, she noted the CEO's admission of struggling with work-life balance and the company's inadequate policies regarding it. Reflecting on this experience, Carpineto acknowledges that she should have recognized this as a red flag, yet she continued with the interviews and ultimately received an offer.
Although the proposed salary was appealing, Carpineto found the 10-day PTO policy to be insufficient. As a mother of two boys, aged 12 and 15, managing time off during the school year would quickly deplete those days, leaving no room for unexpected illnesses or other necessary absences. Additionally, she was caring for her sick mother at that time.
Carpineto attempted to negotiate for more PTO, highlighting her previous experience of having at least 15 days annually. She even proposed including an allowance for one to two weeks of unpaid leave if necessary, but the company declined her requests. The recruiter also pressured her to make a decision within a day, which felt too rushed.
Ultimately, despite the allure of a significant pay increase, Carpineto decided to decline the offer. She believes that the conversation around PTO indicated a misalignment between her values and those of the prospective employer.
She views the discussion about PTO as indicative of broader organizational values: “It sets a precedent for what the company values and how they regard their employees,” she states. For Carpineto, knowing that an employer trusts its employees and offers flexibility is crucial at this stage in her career. She also expressed concerns that rigid policies could hinder her effectiveness as a manager since she believes work should not encroach on family time.
Carpineto recognizes her fortunate position to decline the job without financial strain. She encourages job seekers to clarify their needs when considering new roles. “Define your must-haves and nice-to-haves in a position,” she advises. It’s essential to prioritize these elements—whether related to salary, health benefits, or opportunities for advancement—and to ask for what’s important: “If it’s important to you, don’t hesitate to ask for it,” she asserts. "If you don’t make the request, you won’t receive it."