nice. i'll be uptown too so maybe we can do a TMB meet up, if you're into to meeting weirdos from the internet ...
Sounds like the job I started in March and got furloughed from at the end of the month is not going to be coming back anytime in the foreseeable future. Oh well, only part about the job I particularly liked was the money.
It was the most boring job I’ve ever had by far, wasn’t a good fit for me personally, so I’m not overly disappointed about it. Whole company is going to be lucky to survive it sounds like, so sucks for the people that did like it there.
I have a second-round interview next week for a pharmaceutical sales rep position. The guy said there will be several role plays and to bring any resources I use to sell. I'm coming from a different industry, so this is all new to me. Any tips on how to prepare and what to take?
I don’t know a ton about this but pharma reps typically use an ipad with slides but also have paper brochures, white papers, etc to leave behind with doctors. Not sure how you would have that in an interview.
Well I’ve only had three jobs since finishing grad school and I liked one of them but got burnt out after being in the field for 13 years. Well four jobs if want to count the temp job I took at a grocery store straight after grad school for a couple months while I was trying to get something in the sports career path I wanted. I didn’t mind the last one that much, it was just a dead-end job that I took when I quit the job burnt out job so I could have some income coming in while waiting to get a better career opportunity, which is what I have now. To be fair to the employer, I started like two weeks before the shit started hitting the fan with Coronavirus so that kind of fucked up everything. Though I’m not sure how much the boring factor will be alleviated with the way everything is structured at the office.
My pops has been a pharmaceutical rep for the last 25 years. We got to go on sweet vacations growing up. Good luck.
Can’t remember who the recruiters are on this site, but just wondering if anyone has a sense of how hiring is looking? I know most had hiring freezes but just trying to get a sense on if I should start applying now or give it another month.
Really depends on the industry. Some (like food and pharma) have been going strong through the pandemic. I deal in industrial manufacturing, and a lot of companies are going to start running full time again next week. Regardless, in general, if there is an ad out there, then I would say apply now rather than wait.
Signed my OA w/ partners last week Will sign lease on office space tomorrow Already funded and began acquiring assets Writing job reqs for 3 new hires as we speak #blessed
I’m in Life Sciences and the medical device industry got hammered due to the halt of elective procedures. Most are still on hiring freezes and furloughs. I’ve had to shift to more Pharma, Biotech, Diagnostic companies- they’ve obviously had an uptick in business due to the pandemic.
Not what I wish I had, but these are the most common things I negotiate during offers- Base, annual bonus, PTO, stock (options/RSU), sign on bonus, and start date. Benefits (insurance, retirement, etc.) are usually baked in and not really negotiable. Not sure if that helps.
I'd include vacation time in this as well. And if they allow it and you can manage it, maybe some flexibility to work remotely a day or two per week.
My boss can’t communicate clearly via email, says one thing one day then something different the next, then when someone asks for clarification on a part of the email, she just bolds the part that was being asked about without clarifying any further. We can read, we just don’t comprehend some of the shit you send.
Have an interview in a few days and it will be my first real interview in about 11 years. I’ve had several roles at my current firm but have been basically picked for each of them. I’m confident in my resume and experience but wanted to ask the recruiters or other people in this thread if they had any interview tips. I’ve been the hiring manager plenty of times so I know what I’d want but good to get others perspectives as well. Think this could be a pretty good opportunity for me.
I can give you a couple tips. Research the company before the interview. Have questions prepared which show you have done your research. Look up everyone who will be interviewing with you on LinkedIn. See if you can find something in their background which connects the two of you (connections, companies, etc). It always makes an interviewer feel good if a candidate knows a bit about them. Be careful how long you talk when answering questions. You're going to lose someone if you talk longer than 1-2 minutes. They can ask clarifying questions if they want more information. Let the interviewer control the flow of the interview. Candidates constantly get ruled out because an interviewer asks "Tell me about yourself" and a candidate is still talking 15 minutes later. Be sure to have qualitative and quantitative numbers to show your accomplishments. Don't speak in generalities. Show hard data. The close of the interview is incredibly important. 1. Ask a version of this: "Given our conversation, is there anything in my background which gives you hesitation at my ability to be successful in this role?" It allows you to answer any lingering doubts the interviewer may have at that point. Sometimes there is a miscommunication and you can alleviate that doubt. Or there is a bit of a gap in your experience, which you can admit, but reinforce how your experience in other areas would reduce your learning curve for the new skill set. 2. Assuming you are interested moving forward, ask the interviewer about the next step in the interview process. It conveys your interest to the interviewer, and also shows you are looking toward the next step. Send a thank you email. Most candidates don't do it, and it makes you stand out. Those are just a few off the top of my head. I have a whole set of documents we've made over the years regarding interviewing successfully. If you'd like, send me a PM and I will email them to you. Otherwise, best of luck!
Found an article about people sharing their salaries online that I thought was interesting. It linked the below google spreadsheet that apparently has over 19k entries. I can’t get the spreadsheet to load very well. Is anyone able to open this and filter anything? Do I just need a better computer? Spoiler: Spreadsheet
I wasn’t able to open it, but I will say online salaries are inflated by 10-15% because everyone likes to lie about what they make.
i'm mostly just tweaking you since you have financial incentive to sell that narrative (regardless of how true it is)
Wouldn't recruiters want the narrative to be that salaries are higher than they are? They typically make commission off first year comp so why would they have an incentive for that to be lower?
as myself an expert in recruiting I was under the impression it's like real estate, you want shorter time in process even at decreased values working an extra month or two to get someone a job that pays 10% more (or in the real estate scenario, continuing to work with someone for extra time to get marginal increase in home sale price) is not cost effective. just optimize time/$ that way.
I'm not a recruiter but it's my understanding placements are often relationship based. It's typically not a one-off transaction with people you never see again. You have repeat clients. It wouldn't behoove a recruiter to give away a person for less than their real market value because then that's your reputation with your client.
because in most fields public pay records aren't really a thing (they should be), if you sell a narrative that all salaries you see online are 10-15% inflated, you get your perspective placement happy for anything in that range and more eager to sign contracts not saying it'd be below market value, but you find a good job fit and get them in the ballpark of a decent salary after having primed the mark that everything they hear about salary isn't true, makes the sale easier. keep them from anchoring that salary number.
Perhaps. But, and my knowledge comes from a recruiter in a pretty niche industry, people who are moving from one job to another are very frequently pretty aware of the going rate. These are often people who have been in their jobs for some time and not wet behind the ears know nothings happy to have a job.
That isn’t a blanket statement by the way. Just something I tend to see. Not a sales tactic either...just reality. Someone that makes 70k will day they make $78k. Someone making 183k will day they make $200k. People never seem to think their existing compensation is adequate or something, idk. Recruiters make a percentage of candidates first year comp, so in theory bigger salary means more money for the recruiter.
I’m very niched and have been in the same space for ten years, I have found that working in transparency is a best practice. At this point, I have a general sense if someone is underpaid/overpaid or fairly compensated. I have no problem bringing it up when it needs to be brought up.
I have a buddy who is similar and our conversations about work usually go something like this: "I told him he should be happy where he's at or with that offer because he won't get better and it's true." "This guy is the best. We can ask a ton for him because he might be the best candidate I've had." "I had to place this guy with a client I don't like that much because they're the only shop that will take him." Good recruiters stick around and do well and are generally honest it seems. That doesn't mean giving away people and in the alternative doesn't mean burning clients either. I suppose the shit birds don't all work that way but they seem to wash out.
Yeah, I’ve probably said it in here a few times now, but a good recruiter has some solid years of tenure, usually with the same company. If you’re good, you’re job satisfaction and compensation will be great. If you suck, the employer will figure that out in 12 months or so and cut ties. 90% of recruiters are bad and have had like 7 jobs in 10 years.
we've talked about it before in here, but i'm still mystified by the insane variance in recruiter quality i don't understand it at all
I never really appreciated the difference between a good recruiter and a bad one until recently. Most of the experiences were pretty mediocre at best until this latest one. A few "holy shit, that's how it is supposed to be" moments