I'm already FI, just working to stay engaged. What are my blindspots, things to watch out for - I'm thinking new company if given same compensation as current - the ball park figure posting is already lower than what I make, I plan on asking for 120% as an opening salvo, but willing to be at 105% of current.
I came up on an employer that only allows max 25% of compensation to be put into pre-tax or Roth-401k. I'm assuming that this means that plan does not have an after-tax component. This might be suitable and workable for 90% of folks, but I'm used to my prior employers being 80-90% caps per paycheck.
Anyone ever encounter such a situation of low contribution caps (or have I just been finding the exceptions)?
I'm particularly used to doing in-plan rollover of the after-tax to my Roth to beef up my Roth account (so about 30-40k extra I. Roth as a result each year.
Am I trying to optimize too much here?
current Employer that offers in-plan rollover 90% contribution rate of paycheck is a sinking ship. But offers unlimited PTO, 3 days mandatory in office (T-W-T). 2 days WFH (M/F).. frozen pay, no new hiring, no bonuses...forced return to office. I jived with old manager before they shifted him over, and likely replacement may be someone that I do not get a long with (if its another shift over).
New company has the 25% contribution cap, and likely no rollover (based on what I read) Likely 3-4 weeks PTO and Fully remote. And likely no barriers to regular bones and raises. I like the manager - we jive. Health insurance I read is good per Glassdoor, but the coverage rates are horrible 25% after deductible met, $12k max out of pocket for the HSA (not sure what the premiums would be yet). I'd hate to win on salary but end up being the same after health (dependents have some ongoing conditions, specialists and prescriptions).
I came up on an employer that only allows max 25% of compensation to be put into pre-tax or Roth-401k. I'm assuming that this means that plan does not have an after-tax component. This might be suitable and workable for 90% of folks, but I'm used to my prior employers being 80-90% caps per paycheck.
Anyone ever encounter such a situation of low contribution caps (or have I just been finding the exceptions)?
I'm particularly used to doing in-plan rollover of the after-tax to my Roth to beef up my Roth account (so about 30-40k extra I. Roth as a result each year.
Am I trying to optimize too much here?
current Employer that offers in-plan rollover 90% contribution rate of paycheck is a sinking ship. But offers unlimited PTO, 3 days mandatory in office (T-W-T). 2 days WFH (M/F).. frozen pay, no new hiring, no bonuses...forced return to office. I jived with old manager before they shifted him over, and likely replacement may be someone that I do not get a long with (if its another shift over).
New company has the 25% contribution cap, and likely no rollover (based on what I read) Likely 3-4 weeks PTO and Fully remote. And likely no barriers to regular bones and raises. I like the manager - we jive. Health insurance I read is good per Glassdoor, but the coverage rates are horrible 25% after deductible met, $12k max out of pocket for the HSA (not sure what the premiums would be yet). I'd hate to win on salary but end up being the same after health (dependents have some ongoing conditions, specialists and prescriptions).
