I just noticed every offer I’ve seen this month still expects a full two weeks, even for roles with no real handoff risk. Why do we do it that way — if you gave one week (or less), did it come back to bite you, or is the two-week thing just tradition?
Seeing the same this month — mostly tradition and optics, not law (see SHRM: https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/two-weeks-notice.aspx). If there’s ‘no real handoff risk,’ I’ve done one week by delivering a checklist and staying on-call an hour a day the next week, no blowback. @OP if a rigid start-date policy is driving it, propose the one-week + on-call compromise.
Piggybacking on @MacroBen, I’ve shortened my notice by offering a scheduled post-exit check-in and delivering the handover before my last day — got greenlit twice. Caveat: some orgs tie bonus or PTO payout to staying through the pay period, so check that before you propose it.
, since you’re seeing it “this month,” I’ve had 14 days shaved to 9–10 workdays by aligning my last day to the sprint end and sending a tight workback plan with named owners and short Looms — @macaw’s optics point tracks. Would your manager accept 14 calendar days with the actual last working day next Friday? Just watch for shops that walk people the same day when they push, so have your ducks in a row.
I’ve gotten 9 business days approved by asking for a ‘mutual exit date’ in writing after sending a one‑pager handoff and a 15‑min Loom, @OP. > watch for shops that walk people the same day when they push, so have your ducks in a row. I wait to propose the shorter date until the handoff’s in their inbox and my personal stuff’s off the laptop; regulated teams still push for the full span.