Anonymous
02/15/2026 10:22
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:Op - they said it was bc part of my remit (that I’m keeping) became more important to the company so they want me to be able to more fully focus on it. But clearly if I was successfully running the whole thing they would not need this additional person. Myself and this man are extremely different backgrounds, is another element.
Really no matter how you look at it, it’s not great. And they have my sympathy if they in fact have an underperforming executive that they have to solve for (me). But I do question the need for him to be paid more than me to do half of what I have been doing.
OP...I've seen this kind of thing before where an org decides on some HR strategy that really irritates the affected incumbent. Usually the incumbent leaves in a huff. And that doesn't really matter in the end. All of us are replaceable.
I think this will go much better for you if you graciously agree but insist on pay equity.
As a PP noted, the person who changes jobs ends up with a higher salary over time. I was taught this in business school and agree it is correct but in order to keep my family life stable, I didn't feel I could take big career risks. The differential pay band you are complaining about may be the market price of a qualified candidate. In that case, all you deserve is a pay bump.
Anonymous
02/15/2026 10:00
Subject: Org bringing in a man at a higher level than me to do half my job
Op - they said it was bc part of my remit (that I’m keeping) became more important to the company so they want me to be able to more fully focus on it. But clearly if I was successfully running the whole thing they would not need this additional person. Myself and this man are extremely different backgrounds, is another element.
Really no matter how you look at it, it’s not great. And they have my sympathy if they in fact have an underperforming executive that they have to solve for (me). But I do question the need for him to be paid more than me to do half of what I have been doing.
Really no matter how you look at it, it’s not great. And they have my sympathy if they in fact have an underperforming executive that they have to solve for (me). But I do question the need for him to be paid more than me to do half of what I have been doing.
Anonymous
02/15/2026 09:49
Subject: Org bringing in a man at a higher level than me to do half my job
OP, leave for a better opportunity. If this new guy crashes and burns, apply for his job.
If he succeeds, continue to move on and move forward.
If he succeeds, continue to move on and move forward.
Anonymous
02/15/2026 09:48
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:Anonymous wrote:Anonymous wrote:I am a woman. I oversee 7 functions. Because of increased focus from the org on one of the functions, they are moving some out from under me. I now find out that they are hiring a man at a substantially higher comp band to take on half of the work i have been doing. If i look across our leadership, all of the most senior ppl are men. Just blows that this is 2026 and still happening.
So, you weren’t capable of doing your job properly so they brought in better talent? I am not sure I follow.
Equally likely that the org decided that instead of promoting from within and assuming OP could step up to handle the increased importance of the function, they decided they need a shiny new (male) thing. Tale as old as time. Women get dinged for not having experience, whereas men are given “opportunities for development.”
I think its probably closest to this. OP is right to look.
I was fighting for a VP position for years and not even being told why I couldn't get promoted. No performance feedback, only that I needed to wait longer. Then I got recruited for a c-suite role and now make 3x as much. Ironically, senior execs from my old company are always chasing me now for business partnership. And several people have followed me, and even more have pinged me to move.
Companies dont always know how best to assess or leverage your talent. You should look elsewhere if you perceive a mismatch.
Anonymous
02/15/2026 09:38
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:Anonymous wrote:I am a woman. I oversee 7 functions. Because of increased focus from the org on one of the functions, they are moving some out from under me. I now find out that they are hiring a man at a substantially higher comp band to take on half of the work i have been doing. If i look across our leadership, all of the most senior ppl are men. Just blows that this is 2026 and still happening.
So, you weren’t capable of doing your job properly so they brought in better talent? I am not sure I follow.
Equally likely that the org decided that instead of promoting from within and assuming OP could step up to handle the increased importance of the function, they decided they need a shiny new (male) thing. Tale as old as time. Women get dinged for not having experience, whereas men are given “opportunities for development.”
Anonymous
02/15/2026 09:36
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:From management’s perspective you are not delivering what they need/expect. You can say whatever to anonymous strangers but they are clearly not getting something from you.
Well … yes obviously it is true that management believes that this move is what they need. Whether that is actually true or not is unclear. Which is why yes, OP should be clear-eyed to assess her own performance, but I wouldn’t conclude that this is actually a referendum on what she has achieved. Because my observation is that these types of decisions are often not really objective or rational. There are people who get promoted because they are more likeable, even though that ends up hurting the job function. There are other people who get typecast based on a personal quality that has nothing to do with what they actually bring to the table. There is a reason it is called “office politics.”
Anonymous
02/15/2026 09:30
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:I am a woman. I oversee 7 functions. Because of increased focus from the org on one of the functions, they are moving some out from under me. I now find out that they are hiring a man at a substantially higher comp band to take on half of the work i have been doing. If i look across our leadership, all of the most senior ppl are men. Just blows that this is 2026 and still happening.
So, you weren’t capable of doing your job properly so they brought in better talent? I am not sure I follow.
Anonymous
02/15/2026 09:29
Subject: Org bringing in a man at a higher level than me to do half my job
*paid more
Anonymous
02/15/2026 09:29
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:Promotion is designed as retention strategy.
Hiring is designed as business strategy.
You need to move around to keep up with market comp. If a tall white man wants to do your job for 10% of the pay. Your executive management is gonna say no?
I moved to DC 7 years ago and met 2 young professionals on my team. One was a girl who was desperate to leave big 4 and the boy came from a larger institution, he negotiated salary and was ahead of the girl when they started.
3 years later he moved to NYC for a 40% increase, another 3 years later he managed to get his company to counter offer him so he solidly in the 300k club.
The girl changed roles internally but decided overall she had it good. She barely made manager this year at 130k.
Op is saying the man is being made more than her to do half the work she has to do
Anonymous
02/15/2026 08:29
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:Sorry this is happening, OP. It sounds like you have a reasonable perspective on it and are taking the right action.
I'm not sure if it was your intent to raise the specter of sexism, but I'll share my perspective on this.
I'm a white man in a c-level role in both an industry and a org function dominated by men (think tech). I firmly believe that more diverse teams perform better, and until recently my leadership team has reflected that. However, after a few departures and new hires, it has become more white and male than it was previously.
I would prefer to maintain a leadership team that is diverse across a variety of dimensions -age, gender, ethnicity, experience, etc. I think it yields better results. But mine is a function dominated by white men and my obligation to the company is to hire the people who can deliver the best results. The pool of qualified women at this level in this function is simply very shallow.
I wish it wasn't true and on my team we're actively working to counter that through promotions and career support. But 25 years ago in my undergrad tech classes, the male:female ratio was 10:1 at best. That's probably better today, but it takes time for those young women to grow into the senior leadership roles. In the meantime, we're just stuck with a lopsided pipeline that was established a quarter century ago.
So, fwiw, there are allies out there and i count myself among them. But we exist in imperfect conditions and can be limited in what we can do to demonstrate our support in ways that people most want to see. Just because it's a man who was hired doesn't mean it's an abandonment of women in the workplace.
There are very few career paths where you have to have been on a specific 25 year journey that started with an academic major that, at the time, was 10:1 male. That's an unlikely explanation for what's happening here. In fact, women drop off at all the points on the pipeline to senior leadership for all kinds of reasons. There is no reason to think it will be better for women who are young now.
Anonymous
02/15/2026 06:23
Subject: Org bringing in a man at a higher level than me to do half my job
Promotion is designed as retention strategy.
Hiring is designed as business strategy.
You need to move around to keep up with market comp. If a tall white man wants to do your job for 10% of the pay. Your executive management is gonna say no?
I moved to DC 7 years ago and met 2 young professionals on my team. One was a girl who was desperate to leave big 4 and the boy came from a larger institution, he negotiated salary and was ahead of the girl when they started.
3 years later he moved to NYC for a 40% increase, another 3 years later he managed to get his company to counter offer him so he solidly in the 300k club.
The girl changed roles internally but decided overall she had it good. She barely made manager this year at 130k.
Hiring is designed as business strategy.
You need to move around to keep up with market comp. If a tall white man wants to do your job for 10% of the pay. Your executive management is gonna say no?
I moved to DC 7 years ago and met 2 young professionals on my team. One was a girl who was desperate to leave big 4 and the boy came from a larger institution, he negotiated salary and was ahead of the girl when they started.
3 years later he moved to NYC for a 40% increase, another 3 years later he managed to get his company to counter offer him so he solidly in the 300k club.
The girl changed roles internally but decided overall she had it good. She barely made manager this year at 130k.
Anonymous
02/15/2026 04:52
Subject: Org bringing in a man at a higher level than me to do half my job
Sorry this is happening, OP. It sounds like you have a reasonable perspective on it and are taking the right action.
I'm not sure if it was your intent to raise the specter of sexism, but I'll share my perspective on this.
I'm a white man in a c-level role in both an industry and a org function dominated by men (think tech). I firmly believe that more diverse teams perform better, and until recently my leadership team has reflected that. However, after a few departures and new hires, it has become more white and male than it was previously.
I would prefer to maintain a leadership team that is diverse across a variety of dimensions -age, gender, ethnicity, experience, etc. I think it yields better results. But mine is a function dominated by white men and my obligation to the company is to hire the people who can deliver the best results. The pool of qualified women at this level in this function is simply very shallow.
I wish it wasn't true and on my team we're actively working to counter that through promotions and career support. But 25 years ago in my undergrad tech classes, the male:female ratio was 10:1 at best. That's probably better today, but it takes time for those young women to grow into the senior leadership roles. In the meantime, we're just stuck with a lopsided pipeline that was established a quarter century ago.
So, fwiw, there are allies out there and i count myself among them. But we exist in imperfect conditions and can be limited in what we can do to demonstrate our support in ways that people most want to see. Just because it's a man who was hired doesn't mean it's an abandonment of women in the workplace.
I'm not sure if it was your intent to raise the specter of sexism, but I'll share my perspective on this.
I'm a white man in a c-level role in both an industry and a org function dominated by men (think tech). I firmly believe that more diverse teams perform better, and until recently my leadership team has reflected that. However, after a few departures and new hires, it has become more white and male than it was previously.
I would prefer to maintain a leadership team that is diverse across a variety of dimensions -age, gender, ethnicity, experience, etc. I think it yields better results. But mine is a function dominated by white men and my obligation to the company is to hire the people who can deliver the best results. The pool of qualified women at this level in this function is simply very shallow.
I wish it wasn't true and on my team we're actively working to counter that through promotions and career support. But 25 years ago in my undergrad tech classes, the male:female ratio was 10:1 at best. That's probably better today, but it takes time for those young women to grow into the senior leadership roles. In the meantime, we're just stuck with a lopsided pipeline that was established a quarter century ago.
So, fwiw, there are allies out there and i count myself among them. But we exist in imperfect conditions and can be limited in what we can do to demonstrate our support in ways that people most want to see. Just because it's a man who was hired doesn't mean it's an abandonment of women in the workplace.
Anonymous
02/14/2026 22:57
Subject: Org bringing in a man at a higher level than me to do half my job0p
Anonymous wrote:Anonymous wrote:From management’s perspective you are not delivering what they need/expect. You can say whatever to anonymous strangers but they are clearly not getting something from you.
I never understand how people don't get this. So often people think they are doing a better job than they are.
Op 1 - i 100% get this. Of course! It makes me feel awful
- I am looking
- I spoke to both my boss and hr and said - if you think I am not capable, don’t organize your team around me. Organize around the needs of the business and what is right for the team and the dept. they both said we value you and we don’t want to create a system that doesn’t work for you so tell us what model is better and works better for you. But we do think we need to divide these functions
- the above is fair (whether true or whether they are actually looking to fire me imminently is up to interpretation - I am looking regardless)
- I know they are paid substantially more bc I know the pay bands per title
Anonymous
02/14/2026 18:18
Subject: Org bringing in a man at a higher level than me to do half my job
Apply for new jobs and get out. They told you who they were.
Anonymous
02/14/2026 18:17
Subject: Org bringing in a man at a higher level than me to do half my job
Anonymous wrote:How do you know how much the new person makes? What do other higher ups, male or otherwise, have or do that you do not? Have you done any self reflection, and what feedback has your manager given you?
Do you actually want to be promoted? Many senior people are comfortable staying at a certain level and do not move up. As you go higher, there are fewer positions available, so that is normal.
At our Fortune 500 company, the opposite happened. Several women were promoted to SVP and C level roles during the equity push a few years ago. Many of those promotions did not work out, and once DEI was no longer a major focus, they either left or moved into lesser roles. That approach was not the right one.
I am not OP, but the F500 poster. At my company, women who reach high levels are frequently recruited away and that is often why they leave. Our company is a recruiting target for other F500s and startups. However that doesn't impact the bro-centric culture in the particular department that I'm in.