Saxe, Doernberger & Vita, P.C.

What would you, or others, like to see changed at employer?
If you are looking for a senior-level "architect" to build your ER system from the ground up, the compensation must match the geographic and legal complexity of the role. Rescinding offers when a candidate follows your recruiter’s guidance to negotiate signals a rigid culture that may struggle to retain high-level HR talent. The irony of this is that SDV wants to be recognized as a top employer again (unsure of past recognition here). It's an understandable goal and is shown in their recent major people changes (new COO of about 1 year, first time having a HR Manager, seeking an ER Specialist). It's also ironic to behave this way regarding THIS role, as this role "sees behind the curtain" too, being HR, and the fact that this role requires someone mid-career.

What were the things that you liked most about this employer?
The interview team was professional during the initial stages, and the firm appears to have a clear need for the Employee Relations function they are looking to build.

What did you not like about this institution?
The recruitment process revealed a significant disconnect between Talent Acquisition and the firm’s actual compensation/operational reality. Bait and Switch on Growth: During the offer stage, the TA lead explicitly encouraged a counter-offer, stating there was "plenty of room to grow" in the compensation for this new role and explicitly that I could make a counter offer when I asked if there was a signing bonus (as there are only such signing bonuses in circumstances of relocation, etc.). Lack of Negotiation: Upon submitting a data-backed counter-offer (aligned with Fairfield County market rates for a multi-state ER Specialist, building a function from scratch), the firm immediately rescinded the offer without any discussion or attempt to meet at the original "cap." Operational Red Flags: The role requires frequent travel to high-risk states (CA/FL), yet the firm expects the employee to personally front thousands of dollars in travel costs before reimbursement, with no written cap on travel frequency or corporate credit card provided. Total Rewards Gap: No tuition reimbursement for past degrees and a 100% discretionary bonus structure makes the low base salary a significant risk for the candidate.

Current or former employee?:
Current Employee

Job type:
Full time

What would you, or others, like to see changed at employer?
Continue to enhance the mentorship program of the associates. Evaluate the level of staff necessary to adequately support the needs of a growing firm.

What were the things that you liked most about this employer?
The firm is growing by leaps and bounds. The firm is willing to accommodate work/life balance. There is a clear path to partnership for any associate willing to do the work

What did you not like about this institution?
Rapid growth comes with some growing pains. The practice area itself requires analyses and strategic thinking so if you're looking to skate by under the radar, this is not for you.

People, departments, offices, products, services and whatever comes to mind that should be avoided at this institution
The most difficult of the partners are the ones who have the most to offer, if you can stand the heat.

How could this employer run its business to employees or the public better?
The office space is exceptionally nice, the people who work here are wonderful and it's an energetic and dynamic environment

Career Opportunities:

Compensation & Benefits:

Work/Life Balance:

Senior Management:

Culture & Values:

Current or former employee?:
Current Employee

Job type:
Full time

Length of Employment:
10+ years