I Turned Down a Job Because of How Little PTO It Offered

• Sherri Carpineto is senior director of strategy and operations Ascom Americas.
• A few years ago, she was headhunted for a VP role but only offered 10 days off.
• She said she always negotiates time off, because flexibility is critical.

This as-told-to essay is based on a conversation with Sherri Carpineto, senior director of strategy and operations Ascom Americas. It has been edited for length and clarity.

A few years ago, I received an email from a recruiter out of the blue. I wasn’t looking for a new job — I had been with my company for over a decade — but I was head-hunted for this position.

The role was for vice-president of operations for a publicly traded company. It would have been a big step in my career, and the salary increase was significant. It involved working with older people, so there was a chance to make a real-world impact.

It seemed like a great opportunity until I learned that the job was only offered 10 days of paid time off, including all sick and vacation time. When I talked with the CEO about it, she said, “I wish we had better work-life balance, but we don’t.” That’s when I knew I had to turn down the job.

As a mom of 2, flexibility is key

Being a mom of two has certainly impacted my career in corporate America. I took a job that offered remote work long before that became the norm. I stayed there for 15 years because the flexibility was critical for my family.

When my oldest son was 3, he was diagnosed with Celiac disease. At 6, he was diagnosed with type 1 diabetes. Because of my remote work and flexible schedule, I could run down to the school when he was sick and go on field trips to make sure he was taken care of medically.

Staying with the same company for 15 years no doubt impeded my career, but the positive impact on my family was well worth that compromise. Today, my sons are 12 and 15. They still need me but in different ways. Most recently, I utilized time off and remote work when a teacher strike kept them home for three weeks.

I don’t usually take all my PTO, but like knowing I have it

When I was offered the vice-president role, I refused, on principle, to take it. But in reality, I’ve never been someone who uses all their time off. In the job I was in for 15 years, I was often the person calling into meetings, even on days off, or taking on more projects, even when they were outside my scope of work.

I was laid off from that company after 15 years, during the pandemic. That changed my philosophy. I had thought that I could make myself indispensable by going above and beyond, but at the end of the day, layoffs are a money decision.

As I interviewed for new roles I knew that time off and remote work were priorities for me. Although I don’t always take my allotted time off, I like knowing it’s there if I need it.

As a manager, I encourage people to take time off

As a manager, I’ve always encouraged my employees to take time off. The least productive employee is one that is burned out. We’re all salaried adults, and as long as the work is getting done, I encourage people to take their time and disconnect from work.

When I was offered the VP role, I tried to negotiate. I wanted at least four weeks of time off annually. The company refused to negotiate, but I’ve had better luck asking for more time off in other roles. Time to focus on family while also having a meaningful career is non-negotiable for me, and I’ll always take a stand for it.