When You’re Doing the Job of a Senior — But Not Getting the Title (or Pay)
It starts with a compliment.
“You’re so dependable — we trust you with this.”
“You’re operating at a higher level — great job!”
“Can you take this on? It’s a bit above your current scope, but I know you’ll crush it.”
And just like that… you're doing senior-level work.
More ownership. Bigger problems. Cross-functional projects.
Only one thing’s missing: the actual title and raise that go with it.
If you’re stuck in this situation, you’re not alone.
And no — you’re not overreacting.
This is one of the most common (and often frustrating) situations professionals face — especially in growing organizations where resources are tight and recognition is... delayed.
Let’s break down why this happens — and more importantly, what you can do about it.
First: Why Does This Happen?
Before we jump to solutions, it’s important to understand the why. There are a few common reasons:
1. “Stretch Assignments” That Don’t Lead Anywhere
You’re given more responsibility as a “test” — but the follow-through never happens. There's no defined path to promotion.
2. Budget or Headcount Freezes
The company may genuinely recognize your value but can’t approve a title change or salary increase due to financial constraints.
3. Leadership Blind Spots
You’re quietly delivering. But without regular self-advocacy, no one’s tracking how far above your role you’re operating.
4. Convenience
Let’s be honest: It benefits some managers to have someone doing senior work without the cost or formal process.
The Risk of Staying Silent
Many professionals hesitate to speak up.
They don’t want to “sound entitled” or “create tension.”
But here’s the truth:
- If you keep operating at a higher level without recognition, it becomes your new baseline.
- It gets harder to argue for a promotion later because “you’ve already been doing it.”
- You may end up burning out, underpaid and undervalued.
This isn’t just about fairness.
It’s about career trajectory, equity, and long-term growth.
So, What Can You Do About It?
Here’s a step-by-step strategy to handle this situation with professionalism and confidence.
1. Document Everything
Start tracking the senior-level work you’re doing:
- Projects led
- Teams managed or mentored
- Initiatives you’ve launched or owned
- Business impact (metrics, outcomes, time/money saved)
This isn’t just for your ego — it’s your evidence.
2. Initiate the “Level-Setting” Conversation
Book time with your manager. Don’t wait for review season.
Frame it like this:
“Over the past few months, I’ve taken on responsibilities that align more with [Senior Role X]. I’m proud of the progress, and I’d love to talk about what the path looks like toward formalizing this shift.”
Keep the tone collaborative, not confrontational.
3. Ask the Right Questions
During the conversation, focus on clarity:
- What are the official expectations for the next level?
- Am I already meeting them? If not, what’s missing?
- What’s the process or timeline for promotion?
- Is there a budgeted role for this in the org?
You want to move from vague feedback like “you’re doing great” to clear criteria and commitment.
4. Set a Timeline — Together
If your manager is supportive but says “not yet,” that’s okay if it comes with a plan.
Work together to define:
- Milestones you need to hit
- Review checkpoints
- A clear time frame (e.g., “let’s revisit this in 3 months”)
Make sure there’s accountability — not just good intentions.
5. Know When to Walk Away
If you've had multiple conversations, proven your value, and there’s still no movement — it might be time to explore opportunities elsewhere.
It’s not disloyal.
It’s self-respect.
Your growth shouldn’t be held hostage by someone else’s indecision.
A Quick Reality Check
Promotions take time. Processes are slow. That’s understandable.
But if you’ve been:
- Taking ownership
- Solving bigger problems
- Delivering results
- Leading without the title
...you’ve earned the right to ask for what you’ve already demonstrated.
Final Thought
Being recognized isn’t just about a title or a raise.
It’s about alignment — between your effort and your reward.
You don’t have to choose between being humble and being valued.
You can be both.
So the next time someone says, “You’re already doing senior-level work,”
respond with:
“Thanks — let’s talk about how we can make that official.”
You’ve earned it.
Over to You:
Have you ever done more than your role asked for — without the title or pay? How did you handle it? Share your experience — it might help someone else navigate the same path.
