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Discussion in 'The Mainboard' started by Jax Teller, Oct 18, 2011.
large corp hiring processes are as inefficient as inefficient gets.
I have nothing helpful to add but that seems like an insane interview process.
I am hiring for 4 or 5 positions. Have had probably 10 no shows to interviews or people outright turn down the offer. These are positions with annual comp ~50k.
Unemployment is the major issue. I hired a local recruiter who basically said the same thing.
As in they’d rather just collect unemployment?
Too early to tell if she's going to get an offer. Typically the interview teams will wait to debrief until everyone has a chance to interview the candidate independently. That said, things are certainly said off the record and the fact that they scheduled the interview and are going through with it is certainly a good sign.
A good rule of thumb is to always assume there is another strong candidate the company is considering up until you get an offer.
That's what I imagined. Probably a good sign, but nothing set in stone. It also seems strange to give an offer well over a week after interviewing someone, I always thought people huddle up and decide pretty quickly.
With a group that large, it’s going to take a while to coordinate schedules. It could take two weeks to get five people interviewed. If she’s the first of five, well, it could be a while.
Current client is a shit show and reminds me why I initially wanted to leave consulting.
Yep. Well, fingers crossed. The interview went really well on Tuesday night and she sent a thank you note as well as emails to HR and the hiring manager to tell them she wrapped up the process, and all three sent notes back yesterday/today saying they'd be in touch end of this week or early next week. I always interpret replying to thank yous as a really positive sign - seems cruel to send positive notes back to people just to tell them no tomorrow.
I guess I’m cruel, because I’ve sent notes back to candidates I didn’t intend to hire. It’s common courtesy to respond.
I'm probably more likely to respond to someone I'm not going hire due to guilt
Interesting. Just checked the last offer I got and I only got responses to 2 of my 5 thank yous and one was a pretty stoic "Good luck with the process." Places I don't get an offer from are way worse. I almost never respond to a thank you unless I'm fairly sure we're hiring someone.
I’ve been interviewing with another company in the industry and it’s a complete 180 from the negotiation with the last company I fielded an offer from. They’re actually chill, didn’t make a big stink about being remote (encouraged it), and when I countered they didn’t pull any bullshit and met me more than halfway. They’re in the process of putting together the updated letter and gave me until Friday to respond. No you have 24 hours to respond at 7pm at night bullshit. They gave me a full weekend too for the first offer
More money, better benefits, and no shady shit. I’ll take it.
There you go. Sometimes you need to kiss a couple frogs.
Told my boss and now there’s a bidding war in process. Don’t know if I really want to stay but..
Sounds like the new place is where you want to be. Now how big of a dickhead was your current boss?
Don't get too greedy- unless you don't care if the other opportunity goes away.
He was concerned that I was leaving. He can’t really do much with my salary so I’m dealing with 1-2 levels above him
Why would you stay if you hated the job and the new one seems to be giving you all the signals they're a bunch better org to work for?
Also, others are probably more experienced than I am at this, but if you've got a fully negotiated deal with NewCo, I wouldn't push on them a second time (gives them the feel you just want to stay and are pushing them upwards). So I think you should just sign and be done with it.
It’s more than likely I will be leaving. Just thought it was interesting they wanted to pay me more. My current company is also larger, and the new has a somewhat questionable product quality wise, so that’s my only real reservation
I’ve also never worked for another company before, so I’d be lying if I said I wasn’t nervous about branching out too
Even if you stay, it won't be for long. Trust me.
sounds like you should pay more
No written counter offer received. VP of ops called me again begging for more time. Basically called him a pussy and quit.
Same guy that said “in my position this amour shouldn’t matter to me” last night
how much should I pay o wise one
I’m just a lowly wage worker but I’d go with a number higher than where it is at currently.
Had a recruiter contact me yesterday about a role. Had a short call today and it was a legit dream setup for me, only for her to then pull the rug after finding out I've never managed a team.
Feel like I'm stuck in career purgatory where my next move up likely involves direct reports, but nobody wants to give me that job until I've had direct reports
How many positions have you held?
4 years at first company
2 years at next with promotion halfway through
Coming up on 6 years at current company. was moved from lowest revenue product line to highest 1.5 years ago, but without a title promotion
I work for a larger company but recently made the decision to take a leadership role in a slightly less desirable department for this reason. There were other factors as well but leading my own team was a pretty big one.
My current management wasn’t real happy about it and wanted me to be more patient with them, but couldn’t really argue with any of my logic.
this is exactly where I am. If I had some assurances of where I was headed at my current role, ie path to director role managing people in 3-4 years, I'd stay and remain patient with no issues at all. My fear is I don't have those assurances and if I stay, I could be in the same exact spot 3-5 years from now and suddenly I've got an ugly resume with no advancement for 8-10 years
Yep, that's a common place to be. The easiest way to get people management is internally. The next option might be to try your hand at a smaller or riskier company where they are willing to give someone the shot at their first people management gig. Third option would be to explore similar companies to your current company and try to figure out if you can see a pathway to growth much more clear than your existing one.
I moved someone recently that was a Principal Regulatory Affairs Specialist at Stryker to a Regulatory Affairs Manager role with a relatively smaller company in a more remote location that was willing to use the people management carrot to lure in someone very technically skilled that valued getting people leadership. Is there risk for her that the new position doesn't work out? Sure, but let's say 12 months from now it doesn't work out, she now has broken thru that ceiling and has people management experience and is much more marketable than she was a year prior.
Thanks, that's good info. I'm planning to give my current company the rest of this year and then if there are no updates about the future, I'll really hit the job search in earnest and would be willing to do exactly what you describe in moving to a smaller company or less desirable are.
Not sure who you know or what kind of backing you can get via referral but make yourself a supervisor/manager. There are so many horrible managers out there I genuinely don’t get how it’s even a thing.
I'm not exactly sure what you mean?
Say you have a team under you.
Ahh gotcha, I'm following now.
If someone doesn’t hire you because they heard or suspect different, who cares? It’s not like you’re going into a job inventing a degree that doesn’t exist where they could find out different. Once your in they don’t give a shit about the previous position.
dukebuckeye quick question for you
Applied for a job and spoke with the recruiter (recruiter was with company I applied with). Next step is an interview Thur with HR Business Partner. After that would be one with the hiring manager. What should I expect with the HRBP one? It's only scheduled for 25 minutes. Talked to a few friends/family and theyve never heard of an interview with the HRBP.the recruiter I spoke with did the typical phone screen questions
Much of the same. HRBP tends to know the Hiring Manager/Department/Position slightly better, so you might get some more technical questions as it relates to the position. A lot of HR interviews are based are communication skills/cultural fit. They might ask you those, "Tell me about a time when you were working in a cross-functional group and someone wasn't pulling their weight..." kind of questions.
Just be prepared to talk about your background and experience- how it applies to the role. Be prepared to answer why you're looking for a new position (if you're currently employed elsewhere). Make sure you ask them questions too. You need to be sure it's a good fit for you and they'll be happy to see you've done your research on their company, products, industry, revenues, etc.
Good luck, fam.
dukebuckeye and @others in this space, I have a job that is meant for me and I have the connections there to make it happen, only the posting is one hierarchical position below what I would want to move into, and what I think the job should be. Do you think there would be viable negotiating space to make it a higher level in terms of title? That’s something hiring managers will do, right?
There's no broad answer to that. Yes, I have seen on many occasions Hiring Managers/Companies change titles to get the candidate they want, but there are a lot of factors that play into it.
- Internal equity. Is the team full of Senior Engineers and they absolutely need a Principal?
- Is HR cool? Sometimes HR is a pain in the ass with changing titles. Typically they'll have to re-post the req and allow 5-7 business days to appease equal hiring laws.
- Does the Hiring Manager have the budget to move compensation to align with the elevated title?
- How urgent does the Hiring Manager need the position filled?
Makes a ton of sense. Thank you.
You’re welcome, babe.
Thanks..kind of figured it was a cultural fit type of interview, just wanted to get some further perspective
Whatever you do, don’t tell them you’re a West Virginia fan.
Interviewed on Fri am for a position. Fri afternoon get an email from HR manager that the hiring manager to take an assessment (wasn't told at the interview I would be taking one). Took it this weekend. Well just got a follow-up from the hiring manager to see if I had time to come in office and meet with her this week. Any reason why I would brought in if it's not good news?
Either you did so well they want to make sure you're not a robot/didn't cheat. Or you did so bad they want to see how you actually function in person.
Be sure to wear a tux. Tails, if possible.