Should I push for a promotion or leave?
When growth stalls, the choice is usually between making a case internally and starting over somewhere new. Internal promotions are lower-risk but slower; leaving resets your comp and relationships at once. FORKS compares both so you do not burn a bridge you needed or wait for a promotion that was never coming.
FORKS is a reflection tool, not advice. It does not predict your future. It weighs the inputs you provide to surface trade-offs and blind spots before a major decision.
What to weigh
Is the ceiling real?
Some plateaus are structural and some are temporary. Knowing which one you face changes whether patience pays.
Leverage and timing
Asking with a clear track record and good timing is very different from asking out of frustration.
The market reset
Leaving often raises pay faster than internal raises — but resets your tenure, trust, and context.
Bridges you may need
How you push or leave affects references and re-hireability. The relationship is part of the asset.
Frequently asked questions
Should I ask for a promotion or find a new job?
If the ceiling is temporary and your leverage is strong, asking is lower-risk. If the plateau is structural, leaving may move you faster. FORKS compares both on pay, growth, and regret risk.
How do I know if I have hit a ceiling at work?
Look at whether the next role exists, whether anyone has been promoted into it recently, and whether your manager advocates for you. Then test how patience vs. leaving plays out in the simulation.
Is it better to get promoted or switch companies for more money?
Switching often raises pay faster but costs you context and trust. A promotion compounds where you already have standing. The right answer depends on your timeline and risk tolerance.
See your version of this fork
Answer a few guided questions and FORKS compares your current path against the alternate one — with the trade-offs and the regret risk laid out side by side.
Start your free fork