I have been with my company for 12 years. I’m the one who built the systems from scratch, handles the key clients, and fixes everything when it breaks. I am the “institutional knowledge” of this office. So, when my boss asked me to onboard our new 28-year-old Marketing Director, I didn’t think twice—until I found out she was starting at $95,000.
I am 36 years old and, after 12 years of loyalty, I only make $68,000.
When I asked HR about the $27,000 gap, their response was simple: “She has a Master’s degree.” They didn’t care about my decade of experience or the fact that I was literally the person training her to do her job. To them, a piece of paper was worth more than my entire career.
I agreed to train her, but I decided to follow their logic. I trained her on the “paperwork”—the campaign workflows and the basic projects. But I didn’t share the stuff you can’t learn in a Master’s program: the specific client quirks, the vendor history, the pricing nuances, and the “why” behind every major account. I kept the real system inside my head.
For two months, everything looked fine on the surface while I quietly looked for a new job. Then, right before a massive pitch, the new director realized she couldn’t find the background notes she needed. My boss finally realized that the “system” wasn’t a manual—it was me.
They tried to fix it. They offered me a raise to $90,000, still insisting they couldn’t match her because she was “better qualified.” I didn’t even bother to argue. I just handed in my notice. I had already accepted an offer from a competitor for $110,000 and the exact title I had been training someone else to hold.
I didn’t leave because of the money; I left because I realized that if you don’t value yourself, your company never will. They thought a degree was a substitute for a decade of dedication. They were wrong.
