Despite the importance of aligning personal career aspirations with job roles, the impact of career compromise on organizational dynamics, particularly on extra-role behaviors, remains underexplored. This study integrates Self-Discrepancy Theory (SDT) to investigate how career compromise influences extra-role behaviors in the form of task proactivity and helping behavior and the mediating role of thriving at work. Additionally, we suggest that two forms of feedback-seeking—inquiry and moderating—will have differential moderating effects. Using a sample of 401 full-time employees across various industries, we find support for the indirect effect of career compromise on task proactivity and helping behavior. Additionally, our findings support our hypotheses that feedback-seeking inquiry buffers the negative impact of career compromise while feedback-seeking monitoring strengthens the negative impact of career compromise. Theoretical and practical implications specific to careers and feedback-seeking are discussed.