u/Less-Perspective-702

I've been working for the past two years for my school, private and independent, to upgrade the equipment that was originally purchased in 2019.

We are 100% Windows. I've been told class size should be 23 students. They plan to implement some graphic/video editing software as well. The lab would interact with a total of 200 students over each academic year.

My original plan was to purchase 24 units so that there is a quick replacement if needed. I also was looking at micro form factors to reduce footprint.

Challenge is cost.

At the start of this school year I presented this project to my new leadership my cost at the time was 22k. Leadership pushed back on it until 3 weeks ago. When they gave me the go ahead they mandated I had to make this happen at the quote I gave them almost 6 months ago. That quote was also for 2 less units.

My quote today is 30k.

I've revised the quote to not have new keyboard,.mice, and monitors. It also went from 24 units to 23 and I took the warranty from 5 years to 3. I was able to get it to 23,500k. Every other quote I've worked is 24k or more.

I'm reaching out to see if maybe someone has an idea that I'm just not thinking of.

Final share, yes I know they should not of used a quote that was 6 months old, they've been told every week prices are going up. However this cost avoidance isn't stopping my two leadership from purchasing 3k apiece Mac pros.....

Applied for a director level job. It was located in another state but all of the requirements I met near 100% and I verbally stated I was willing to relocate.

Went through multiple virtual interviews, was asked to come onsite.

They paid my airfare, hotel, food and transport.

6 hours of onsite panels and every panel member clearly stated they felt I was very strong in my answers.

The team I would directly manage was able to get into a very real, not dancing around issues, conversation. They shared their current frustrations and I talked about how I've dealt with similar challenges at my present employment.

Final session was with the CEO, and it felt authentic in our back and forth. He shared why he felt the previous person left, we talked about what I thought would be needed to prevent a repeat, we want over our time allotment and we even talked about his and my past, connecting on a couple of items.

He reached out the next day, thank me for the onsite and shared they would be in touch.

3 weeks later get a phone call from the CEO, he shares that I was extremely strong but they went with another candidate.

Okay no worries but I decided to do the old "can you share what I'm lacking or was weak in so I can improve" normally I never get an answer, this time I did.

"You were extremely strong and it was a hard decision. Sometimes in a candidate pool you might get two people are are identical. You had all the experience we needed on software and platforms. You managed a budget exactly the same size and scope we have. If I say you were missing anything it would be a fabrication"

I find myself sitting here trying to figure out what more I can do, how to learn from this and I can't figure anything out.

Was it that the other person was local? Could they start sooner(I was never asked what day I could start) were they cheaper?(I have almost 30 years of experience)

Anyone have thoughts, insights?

Yes he really did say the word fabrication.

Got my TJO call scheduled for this week. First time going through this. The role is on the Legislative Branch side, so I know the OPM process doesn't apply directly, but I'm hoping some of you have been through something similar.

A few things I'm trying to figure out:

What does the call actually look like structurally? I've been told HR will verbally present the offer and then send an email version to document intent. Is that typical? Do they expect you to accept or decline on the call itself, or is there usually space to take it in and respond after seeing the written version?

What questions are smart to ask while you've got HR on the phone? I've got the basics (salary, start date, benefits, background check timing), but I'm sure there are things I'm not thinking of that I'll wish I'd asked.

I've been informed that accepting the TJO, that means they will converse with my current employer. I understand that the TJO can be rescinded which would put me in a bad spot with my current employer. Do they just need to verify I'm currently employed?

Are there any red flags on a TJO call I should be listening for? Things that should make me slow down rather than say yes immediately?

And if anyone's been through a situation where they needed a few days to review the written offer before formally accepting, how does that conversation usually go? I'm not trying to delay anything, I just want to be thoughtful about it.

Appreciate any insight from people who've been through one of these recently.

First time going through a federal TJO on the Legislative Branch side and trying to get a sense of what's normal. I know a lot of the standard OPM and Title 5 stuff doesn't apply over here, so I'm specifically looking for experiences from people who've been hired by Senate, House, Library of Congress, GAO, CBO, USCP, AOC, or any of the other Legislative offices.

When you got your TJO, how much time did HR give you to accept or decline? Was there a firm deadline, or more of a "get back to us when you can" kind of thing?

Also curious whether anyone's asked for a few extra days. Did it cause problems, or is it pretty routine? Got some personal stuff going on that might make responding quickly tough, and I'm trying to figure out if asking for more time is normal or if it makes the office rethink things.

Thanks for any insight.