Latest / Job Hopping with Fexingo: Tenure, Loyalty, and the Modern Career Resume / How a Three-Month Notice Period Reshapes Your Career Strategy
Transcript
- Lucas: So you get a great job offer. You're excited. You give notice. And then your employer says, 'Actually, your contract says three months.' Luna: That's a gut punch. Especially if your new company wants you in two weeks. Lucas: Right. But here's the thing — a three-month notice period doesn't have to be a trap. It can actually be a strategic asset. But only if you handle it correctly. Luna: Okay, walk me through this. I've always seen long notice periods as a liability. You're stuck in a job you've already mentally left. Lucas: That's the default view, and it's understandable. But let me give you a concrete example. I spoke with a senior marketing director at a mid-sized CPG company — let's call her Sarah. She'd been there seven years, built a strong team, led a major brand relaunch. When she got an offer from a competitor, her contract required ninety days. Luna: Oof. That's a long time to stick around after you've handed in your notice. Lucas: It is. But Sarah decided to treat those three months as a project. Not just coasting — she wanted to leave a legacy. She wrote a detailed transition plan, trained her successor, and completed a key market analysis she'd been putting off. By the time she left, her boss was writing her a glowing LinkedIn recommendation. Luna: So she turned a potential awkward period into a career asset. I love that. But what about the new employer? Three months is a long time to wait. Lucas: That's where negotiation matters. Some employers will wait if they really want you. But you can also negotiate a shorter period with your current company. Legally, in most places, you can agree to leave earlier. Sarah's employer agreed to sixty days instead of ninety because she was so professional about it. Luna: But what if the current employer is difficult? They might make those three months miserable. Lucas: That's a real risk. But here's a counterintuitive insight: if you stay fully engaged and deliver value, it's much harder for them to treat you badly. You're still a productive team member. And if they do become hostile, you have leverage. You can negotiate a paid garden leave or a severance to leave immediately. Luna: Garden leave — where they pay you but don't expect you to work. That's common in finance and tech, right? Lucas: Exactly. And it's a win-win. The employer protects confidential information, and you get paid while you prepare for your new role. The key is to propose it as a solution, not a demand. Luna: So you're saying that a long notice period can actually be a signal of seniority and value. Companies don't offer three-month notice to entry-level hires. Lucas: That's right. It's a sign that your role is critical. And when you're interviewing, you can frame it as a positive — 'My current company values my contributions so much that they need time to transition my work.' That shows you're not just someone who walks away. Luna: But what about the new employer? They might see a three-month notice as a red flag — like you're not committed to leaving, or you're too embedded. Lucas: That's a legitimate concern. But you can address it directly. In the interview, say, 'My contract requires a three-month notice, but I'm fully committed to making this transition as smooth as possible. I've already started documenting my processes.' The best employers will respect that professionalism. Luna: Let's talk about the counteroffer risk. If you're staying three months, your current boss has plenty of time to try to convince you to stay. Lucas: That's a real trap. The longer you're in the office after giving notice, the more you second-guess yourself. But the data is clear — people who accept counteroffers usually leave within a year anyway. So you need to have a clear reason for leaving that's not just about money. Luna: Right. If it's about growth, culture, or a new challenge, no counteroffer can fix that. Lucas: Exactly. And Sarah's story is a good example. She had a clear vision for her next role — more strategic scope, exposure to a different market segment. No counteroffer could match that. So she stayed focused on her plan. Luna: Let's talk about the practical side. During a three-month notice, what should you actually do? You mentioned a transition plan. Lucas: First week: map out all your key projects and responsibilities. Second week: start documenting processes. Third week: begin training your successor. Fourth week and beyond: hand over gradually. And always, always keep a positive attitude. Your colleagues will remember how you left more than how you worked. Luna: That's a lot of emotional labor. Especially if you're already checked out. Lucas: It is. But think of it as an investment in your reputation. The boss you're leaving today might be a reference for your next job. Or they might move to another company and want to hire you later. Burning bridges during a notice period is one of the costliest career mistakes. Luna: So if you have a three-month notice, use it to build relationships, not just close files. Lucas: Exactly. Schedule one-on-ones with key stakeholders. Thank them for their support. Offer to help with future questions. Sarah did that, and two years later, her former boss recommended her for a board position. Luna: That's a powerful long-term play. But what about the new job? Do you start onboarding while you're still working your notice? Lucas: That's tricky. Some new employers will want you to attend orientation or meet the team early. But you have to be careful not to violate your current contract. Most companies will allow a few hours for appointments, but you can't work two jobs. The best approach is to schedule a few brief meetings after hours or during lunch, with your current employer's permission. Luna: That's a delicate balance. You don't want to seem distracted in your current role. Lucas: Right. And that's why many senior hires negotiate a start date that's a week or two after the notice period ends. They use that time to decompress, prepare, and start fresh. It's a luxury, but if you can swing it, it's worth it. Luna: Let's zoom out. Is there a broader trend here? Are companies moving toward longer notice periods? Lucas: Actually, yes. In knowledge industries, the average notice period has crept up from two weeks to four weeks in the last decade. For senior roles, it's often two to three months. Companies want to protect their intellectual property and ensure smooth transitions. So it's becoming more common. Luna: That means job seekers need to be prepared. You can't just walk out the door anymore. Lucas: Exactly. And that's why this episode's angle is so important. If you're negotiating a job offer, ask about the expected notice period. And if you're in a role with a long notice, start planning your exit strategy well before you even look for a new job. Luna: Right. Have your documentation ready, your relationships strong, and a clear narrative for why you're leaving. Lucas: And if this conversation has helped you think about your own career move or decision, honestly, if today was worth a coffee to you, that's the link. Buy me a coffee dot com slash fexingo. Luna: Yeah, it's a small way to keep these episodes coming — ad-free, just useful conversations. Lucas: No pressure. We're glad you're listening. So back to notice periods — one more thing about Sarah. She used her notice to learn a new skill she knew her next employer would value. She took an online certification in digital marketing analytics. Luna: That's genius. She turned downtime into professional development. And her new employer saw that as a sign of initiative. Lucas: Exactly. And when she started her new role, she was already ahead. So if you're facing a three-month notice, think of it as a runway. You have time to prepare, to build bridges, and to set yourself up for success. Luna: I think the key takeaway is: don't panic. Long notice periods are manageable if you have a plan. Lucas: And if you don't have one, start now. Because the next time you get an offer, you'll want to be ready.