Leaving a Job

In OOTP, there are three ways to leave your current job: getting fired, resigning, and accepting another job. Because human managers don't really have contracts in OOTP, as long as you don't get fired, you can have your job forever.

Getting Fired

An OOTP manager can be fired at any time.



At the start of a season, you will receive a message from your team's ownership with a general sense of how they expect your team to perform. It's a safe bet that if you fail to meet the owner's expectations, your job could be in jeopardy. Different owners react differently to your accomplishments and failures. Some owners might be patient. Others might fire managers halfway through a season. See the section on ownership for more information.

Getting fired hurts your reputation, which hurts your ability to get new jobs, so obviously it pays to be successful! Once you are unemployed, you're back in the job market. See Getting Hired for more information on what to do next.

But I don't WANT to get fired!

Some players don't want to contend with the frivolous firing decisions of their owner. You can prevent OOTP from firing you by toggling the Cannot be fired checkbox on the Manager Options page. Commissioners also cannot be fired.

Resigning

You can resign at any time by navigating to Manager Menu >> Resign from Team.... You will be prompted to confirm. Once you have resigned, you're back in the job market. See Getting Hired for more information on what to do next.

Accepting Another Job

A third way to leave your current job is to accept an offer from another team from the Available Jobsscreenwhile you are still employed. If you want to take another job, just apply directly from the Available Jobs page. You will immediately resign your current position and take on your new responsibilities. Be warned, though: if you quit your current job in the middle of a contract, it can negatively affect your reputation. Teams might not be so willing to hire a GM who will quit in the middle of a season!

Previous page: Ownership
Next page: Managing in the Minors