That happened to me before I went into business for myself. I ignored it (at my peril). A year later, a lot of stress and tension came to a head, and I ended up leaving on bad terms. HR offered me severance because of how poorly treated I was by my direct supervisor.

Looking back, I should have sought a new job and told my new prospective employers what I learned from the situation.

Fortunately, the whole thing changed my life and I became a successful entrepreneur because of it.

You never know what life has in store. Just keep moving forward on the journey.

This is why employers usually enforce a mandatory probation period. To give them a 'get out of jail free' card if you don't work out.

You have the same right except it's not limited to the first three months. Approach the person who hired you, explain the reasons you're not happy and offer your resignation.

My current job apparently had a probation period. My manager didn't tell me about it until he's like "It's been 90 days, you've passed!" I thought because I was in a right to work state it really didn't matter if I was in probation or not if they wanted to fire me.

Can anyone explain the probation period in a non-unionized state?

My understanding is that the requirements of firing "for cause" get more stringent after 90 days. Before the 90 days they don't really have to prove that you did something wrong, they can just let you go for no-fault lack-of-fit. After 90 days they have to give a performance-related reason and have backup documentation or risk being sued for wrongful termination. Also, at a lot of places the benefits tend to kick in at 90 days.

I think this is probably wrong. Virtually all of the US operates (thankfully) under at-will employment rules; it is difficult under any circumstances to sue for wrongful termination, and employers are generally free to fire for no reason at all.

The biggest reason I've seen for termination to get tricky involve protected employment classes (race, gender, &c) and the ADA, but those issues apply with equal force during the "probationary period".

As with most professional dealings, being honest and upfront is the best way to handle it. Hopefully your employer appreciates that. If they don't, then they are definitely not a good fit for you.

Have you considered what the <3 month stint will appear like on your resume/LinkedIn profile? Will you keep it on there or omit it and accept a gap?

I guess I have no choice but to leave it off. Anyone recommend otherwise?

Recruiter here. I'd leave it on, keep things positive when discussing, and own the situation as a learning experience. The risk of leaving it off is much greater to bite you down the road, and your honest explanation should show a level of maturity.

In a few years, you can probably remove it safely from the résumé and LinkedIn.

I would leave it on. Keep it professional and leave it in good terms with the current company.

You can easily explain that job did not fit you and you are always looking for the best in your career.