Consultant

I can easily cook up stories for most of the questions. 
I usually have 2-3 stories ready before I got to any interview, depending on the question I just modify it to suit the question. Like changing the screen play in a movie.

But in real life at employment , I don't give a shit. I never exceed my brief.  This whole "30min interview can figure out everything" attitude is the reason we hardly have a decent work culture and even now we talk of extending working hours for better productivity.

In the 80s , peak socialism in India, there is a Kamal hasan movie in tamil.  There is a scene in that movie, Kamal would be appearing for an interview for the job of a clerk, and the interviewer would ask him " who is the president of Iraq (something like that)?... Kamal would be annoyed and say " you are hiring for a clerk, he needs to know basic accounting , basic English skills, what is the point in knowing about Iraq?".. the interviewer would get pissed off and say his attitude is not good. 

These kind of questions remind of that.

No employees will ever give a shit without bonuses, variable pay and ESOPs. Expecting them to give a shit without benefits is wishful thinking at best.

Generalist

Link: https://substack.com/home/post/p20255175

Welcome to Indian Startups's Private Community

Link: https://substack.com/home/post/p-20255175

Hire people who give a shit (what questions to vet this):

Software Developer

Hire people who give a shit (what questions to vet this):- Grapevine

Welcome to Office Gossip's Private Community

I've noticed a pattern where HRs from mediocre companies are extremely arrogant and ask unnecessary questions. Whether it is from their tone of voice, to asking ridiculous questions about a candidate's personal life and things that are already on the resume, why do they act so holier than thou? Now FAANG adjacent companies and their HRs/ first point of contacts are always empathetic and very clear in asking sensible, relevant questions. Why don't companies realise that their first point of contact is what affects their brand and hiring unqualified folks makes it worse. Have you ever noticed this? What do you think can be done to make this/ candidate experience better?

Why are HRs from mediocre companies so arrogant?

The current startup tech employees and founders are filled with so much junkies who do not care about the product at all.

The culture is set when the startup is founded,when the first set of employees arrive.  These folks are some of the most driven and talented and that's fine, it's how it should be.

But the problem begins when these folks do not find their own hiring strategy and copy the hiring strategy of other companies.

Instead of analysing what works best for them they justify their hiring means by saying this is what other have done.

The result is you get a bunch of leetcode warriors who are always wanting to jump ships when given opportunity, never forming deep knowledge about their industry and their product.

I work in one of the legacy tech companies, sure we do not hire the best people but we nurture them and that earns loyalty and long careers in our company. 

Even the employees have a very 360 degree view wrt product. We always deeply care about our product. 

Tbh I love seeing the stupidity of the market and it makes me happy that more confident that these people are wrong and always will be. 

Even the Indian startups are unoriginal and copied from the west then how do you expect the hiring to be unique. We are all living in the circus where jokers are supporting each other in making the circus bigger.

A rant on startups

Software Engineer

Welcome to Software Engineers's Private Community

I recently interviewed at a large company. I applied by sending my resume to someone in my network who works there and they forwarded the resume to HR. After that I got a call from HR and they asked for my expected salary among other things to which I answered that I want a 40% hike. I cleared all technical interviews and after that I got a mail saying that they would like to offer me a full time role and asked some of my documents to prepare an offer. I was curious about them asking for documents without having an HR round first so I called the HR and asked some details about the job and she ensured that they can give me a 40% hike on base but not on TC so I assumed they will hike my base and keep the other components in a similar range to what I currently have. I send the documents and on the next day I get a call from HR asking about my expected compensation again, I then ask about their salary structure and they explain that it's all fixed. I was confused on what number to give them so I said that I wanted a 40% hike but since my TC consists of variable components and theirs don't, I would like to know what is the maximum salary they could give me to which the HR replied that they will let me know in a while. It's been more than 24 hours and I haven't heard back. I don't want to call the HR because that might make me look desperate and give them a reason to lowball me but I'm not sure what to do and am even more confused about what kind of process is being followed at this company.

What kind of a hiring process is this? Need advice

It takes up so much of my time and I feel like there should be some perks to wasting your time on people with more yoe and less knowledge

Do you get compensated for taking interviews or contributing to hiring in any way?

I am starting up soon. I care about working on meaningful problems, with good people and building the right culture. 

Have been hearing from a lot of folks about culture problems in startups. Seems more of a norm rather than an exception. 

Curious to know why do startup culture degrade? What pitfalls should I avoid to create a healthy culture?

Why do startup culture go bad?

Product Marketing Manager

When the recruiter or HM opens up for questions, are you inclined towards asking them tough questions related to the organisation?

Lately I've started asking:
- How were people who were impacted in the latest lay-offs decided?

- Do you believe the team is at risk of lay-offs? In the overall org, where would you place this team in terms of business criticality.

- In case of downsizing how will you ensure that your team is going to be least impacted.

- Questions on talent being fungible, coding practices, knowledge organisation and sharing (hoarding/individual level, team level, org level)

- How does the manager ensure equity in workloads (especially useful for startups).

- Team agreements like stand-up timings, in-out timings, and most importantly, how often were  these changed in the last 6m-1y.


Folks, feel free to add to the list! Would love to hear your thoughts.

Managers are supposed to manage teams and be technically competent. Everyone is a champ when times are easy. The true colors are shown only when the going gets tough.

Most of the answers are gonna be template/standardizations. The key is to read between the lines.
If the manager is clueless or the body language doesn't inspire any confidence, then it's a red flag.

Asking tough questions to Hiring Managers

Hey Folks,
I’m the founder of a well funded early age startup building a product to solve for Home Loans in India. I'm currently looking to hire my founding engineer with fullstack experience in JS based stack to lead the engineering efforts and shape the product to disrupt the home loan market in india. If you are a hustler and ready for your next 0-1 challenge please fill the form below to apply. Market Standard Salary with high ESOP's in a stable well funded startup guaranteed. Oppurtunity is based out of bangalore

https://forms.gle/4hRYNuVRFreHQmVC9Hey

Hiring Lead Fullstack Engineer

1. Red flags during the interview conversations 
2. Red flags on social platforms - Glassdoor etc 
3. Red flags on LinkedIn

What are some red flags while looking out for next company

Hello everyone, I recently started my company and now want to hire actual people in the IT space.

As other fellow humans, how'd you like the interview process to be for engineering roles? I don't want to follow the crazy white board algorithm norms, I need the job to get done, idc if you google or use ChatGPT as long as you understand the problem and the solution.

Please share your inputs!

New Startup Trying To Hire Humans

Founder

Welcome to Product Managers's Private Community

Different companies follow different methods to choose their workforce, so if you've given/taken couple of interviews yourself can you provide insight on how you do it and why you think it works? Also what would you change about the general process of tech hiring?

Let me go first. 
0. (obvious, but) Minimal weightage for DSA - 
When I conduct interviews, I rarely ask DSA problems. It rarely gives me an opportunity to assess the candidate's breadth of knowledge, and come to a conclusion of how much experience they have with the tasks that they're going to do on the job. What if they've practiced the same problem / variation of the problem that I ask? I want to assess technical competence, not their acting skills. 

1. (debatable) Culture fit should be given a higher weightage than skills - 
Skills can be learnt, behavior and character takes time to build.  It most often hinders the progress of the team. 

2. Stop setting standards for the interview that your team doesn't follow in the first place -
I've had friends who had to pass interviews of high standards only to work in shitty teams. They were yearning for an achha din but it never came. 

Your thoughts? Nothing's wrong here, please be open to discussion.

How would you fix tech hiring?

I recently interviewed at a large company. I applied by sending my resume to someone in my network who works there and they forwarded the resume to HR. After that I got a call from HR and they asked for my expected salary among other things to which I answered that I want a 40% hike. I cleared all technical interviews and after that I got a mail saying that they would like to offer me a full time role and asked some of my documents to prepare an offer.

I was curious about them asking for documents without having an HR round first so I called the HR and asked some details about the job and she ensured that they can give me a 40% hike on base but not on TC so I assumed they will hike my base and keep the other components in a similar range to what I currently have. 

I send the documents and on the next day I get a call from HR asking about my expected compensation again, I then ask about their salary structure and they explain that it's all fixed. I was confused on what number to give them so I said that I wanted a 40% hike but since my TC consists of variable components and theirs don't, I would like to know what is the maximum salary they could give me to which the HR replied that they will let me know in a while.

It's been more than 24 hours and I haven't heard back. I don't want to call the HR because that might make me look desperate and give them a reason to lowball me but I'm not sure what to do and am even more confused about the kind of process being followed at this company.

What kind of a hiring process is this? Need advice [Repost with better formatting]

Welcome to Business Roles's Private Community

[Hiring Ques] Candidates who do not read about your company, how do you tackle it?

Intern

Context - Google asks it's employees this question when they refer a candidate for a role.

Now my question is,  what is the expectation from a referral candidate in general for any company? What value is given by the HM for this question, what would they be looking for in an answer??

Why should we hire your referral?

I am looking for companies that rely only on work related questions and don't put emphasis on leet code style interviews

Companies that don't ask ds algo questions

Product Owner

Any hiring in Big4??

Please connect with me urgently..

Skills set - Budgeting, Forecasting, Invoicing, Engagement Management, Stakeholder Management, Variance Analysis, Finance Controller, Reporting, Analysis, etc..

Experience- 5 years

Company - Ernst & Young

Location - Delhi/Gurgaon/Noida

Hoping to hear from you soon🙈🙈☺️☺️

Hiring?

Finance Operations

Any hiring in any company?? In Noida/Gurgaon/Delhi

I'm working in Ernst & Young since 2019.. Skills sets - Finance, Operations, Budgeting, forecasting, Invoicing, Engagement management, Stakeholder Management, Reporting, variance analysis, Reconciliations, Finance controller, etc..

Looking for a change now🙈☺️ If someone can help that would be mean a lot for my career growth and salary too🙈🙈

Welcome to Confessions's Private Community

1/ an employee has got a raise in his/her current org recently and then asks for raise again to switch to a different org 
2/ an employee has got a raise in his/her current org recently, gets an offer from another org and then asks for the current org to match the offer

What’s your first thought? Is this justified?
90% of orgs will label them as opportunistic, money hungry & capital centric.
But let’s get brutally honest here: Is the talent wrong to ask for more?
We’re quick to jump to conclusions and slap on those labels. But have you ever stopped to consider their perspective? They are leveraging their value in the market. They are pushing for what they believe they’re worth. 
Isn’t that exactly what we teach about knowing your value and not settling?
Are we really being fair when we default to calling them greedy? 

How many of you would really go back to hard, clear benchmarking and justify why this ask is justified?
How many of you are really fighting this battle of moving a godzilla out of their position (in this case, a manager) who just says, "Nai yaar... pagal hai kya... bolo same salary pe aane ke liye... abhi to raise mila hai"?
Most likely (as it is today) that this will result in a no-go from a manager or a comp approval request. And when it does - you can go all gaga on how you sold opportunity cost, how you justified the value the candidate brings to the table and all that verbatim in my head translates to CONVENIENCE. Someones convenience. This will always labelled "outlier" case. 

{continued in comments}

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