Or, or, this is how you get the work done after firing most of your employees

Most of the companies have done layoffs. Why only bash one? Credit should be given where it’s due.

Software Engineer

What’s the problem with this? The guy is mailing them, he is not entitled to a reply, but making a show of it on twitter. Says he is good, the other guy just asked him to prove it publicly.  
  
 Wanting a role doesn’t mean there would be no test. Anyways it’s unpaid work he is willing to do for some reason.

Founder

Software Developer

So you mad that this guy will get in w/o grinding DSA?

Dukaan is a red flag. But plenty of indians will be happy to work at these places. At least it's better than WITCH.

Meanwhile the startup I submitted my takehome assignment to ghosted me.

Welcome to Software Engineers's Private Community

This is how you hire your best employees!

This is how you hire your best employees!- Grapevine

Welcome to Indian Startups's Private Community

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

Welcome to Office Gossip's Private Community

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

F*ck the 8 hours workdays, who would want to work 8 or more hours a day for an employer who could fire me in a day if they like to, I am just another replaceable product. I can be replaced in a week, why would I dedicate my peak years to that company?

One time only made 9 Calls in 30 Days for my first company- I was the only SDR in Company , My target was 100 Calls a day. nothing happened to me why? Coz I achieved even in the months before and after that month. I just brought results. 

one of my leaders used to only come to office for 2 hours a day, yk what happened to him? he was promoted every quarter, why? he brought results in those 2 hours, there was no need for him for 8 hours.

Is it about the hours tho? Are the employers actually interested in your working hours? Yes alot of them are and to hell with them. I would gladly take a paycut to work with an employer who does not count hours but work, and not work but results. 

I don't believe in work hours personally, to me it is always what is my company looking for? Do you know your day to day targets, yes you do. But do you know why those targets specifically and what is the end goal for 2024 for your company as a whole? Most of us don't know that.

That's where employers fking fail and employees too- both of them fail here.

Boss counts work hours, because they don't know why employee is not achieving the tasks, employee doesn't have any idea why something is critical and keeps postponing these tasks/targets. 

If both of them focus on the Why, there will be no hour counts, there will be no screen recording, bla bla bla. Fk this mentality.

Fuck the 8 Hour workdays?

I don't count hours for my startup. Team is chill and likes it too. Plus all remote. There should be others like me too.

Product Owner

Growth Manager

Welcome to Business Roles's Private Community

I have about 5 YOE and looking for a job change. While I received so many calls from startups for SSE backend roles. During initial discussions I often let the HR know that I am earning 28 lakhs as CTC and I ask for 40 lakhs CTC, they say that they will get back to me but they never do so. Am I doing something wrong? Am I asking for too much. Should I wait for the market to get back to normal?
PS: I definitely have the major set of skills they are expecting for the job role.

Salary that needs to be negotiated

Very well summarised

So true, have witnessed it first hand in one of my previous employers. They create such a strong dependency on themselves that it becomes difficult to pull out as well

Finance Consultant

Associate IT Engineer

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🙈🙈

Hiring?

Finance Operations

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🙈🙈☺️☺️

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

Welcome to Product Managers's Private Community

In a world full of competition, where surving has turned out to be a struggle for the basic, I've often found myself reflecting on my own journey. Coming from a modest background, raised by misogynistic parents who never taught self reliance or drive to pursue a career, I grew up in a small town and attended an average college. My class, lacked ambition due to limited opportunities known. Unlike Tier 1!

I was always curious person eager to know things and with no mentors to shape me at the right times in my life I faced the world alone. I took up various jobs, uncertain of my path, until fate led me to a product management role in a startup in the southern part of India. Suddenly, life became full of promise. For 3 years, I dedicated myself in a fast paced environment building products, understanding users, and empathizing with their pain points. It was the first time I felt content and fulfilled in something I was doing with life; something I knew how to reach.

Sadly, the toxic environment in that company forced me to leave, and I ended up joining a larger company for the sake of financial stability during the challenging times of the Covid pandemic. But something was missing—I lacked the drive and speed work once had. So, I made the bold decision to quit and take a break, yearning to return to building remarkable products and feeling whole again💙

My story may not be extraordinary, but it raises questions about the biased and unfair nature of hiring practices that fail to consider the unique journeys and circumstances of individuals. Opportunities are often granted to the privileged, allowing them and their descendants to progress at a faster pace, while those who are underserved are left behind in a generational race.

If you are hiring, always remember people are much more than the one pager resume or numbers in it. Give chance and take bets on people no matter. It might just be one other hire for you, but it changes many lives!

#JobHuntIsTiring #BeKind

Being a basic PM

Product Manager

Hi Everyone,

I'm looking for a HR Professional who can hire people (with backdoor options).

Because nowadays people with good knowledge are not valued. Companies need experience only. How a fresher can get experience without anyone hiring them.

This issue is not only for freshers, this is happening with the people who have experience and want to change their career field.

Summary: You refer the people who are looking for a job they'll pay you a referral bonus. You got money, people got a Job.

It's a Win-Win

Earn Referral bonus

Pre Sales

How do you attract and retain top talent in a startup environment?

Talent Partner with over 8years of experience in Fintech and SAAS.

Who’s hiring?

Talent Acquisition

Welcome to Confessions's Private Community

There I said it. It sucks.

The start is a joke - cause here's the plan - If you spend too much time on intros, and you wasting the so called "interview" time. And then you think I should save it for later, lets focus on the interview.

so we move to the stinky middle - the interview part - a web of questions with the obvious non relevant ones in there - and for a fact you will still give a green light to folks by a measure of retention of knowledge, not by knowledge application - cause you give hints to solve the problem sparingly. Here's the fact about your measure of potential - Take away Google and ChatGPT from these managers, and more than half your team would crumble. Wouldn't they use it on everyday job? If yes, then why are you depriving them of it in the interview. 
You will ego battle them - Not answering most of their questions - cause you are not interviewing - you are an interviewer - and they are the interviewee.. or you will conveniently park the questions for later, until a hiring decision is formally made - so you save your time - I mean cmon! thats your game plan. 

And the closing: it’s usually a weak handshake or a sign off and a 'We’ll be in touch' OR 'HR will get back to you'
CLASSIC. And yet.. you expect the job seekers to buy into their 'mission and vision' and become dedicated team member to "your" team. 
Seriously? 

CONVERSATION has a CON in it and you are doing it.
+ you cant hold it, even if your life depended on it.

The only reason the job seeker turned up, and thanked you for your time after the interview - is cause they need a job and were polite. NOTHING ELSE.
In a rare case - you really did a good job, and hence the "thank you"

Podcast here - https://lnkd.in/gMe6v9hV

Most hiring managers can't handle the start, close or even manage the middle of an interview - even if their life depended on it.

Human Resource

Engineering manager at google
Minimum salary would be around 1.2-15 cr

Such a  shame that he is also selling course 
How much money is required ? THERE IS NO SATISFACTION 

If he wants to teach people why can't he share on YouTube
He has bright future ahead still doing these cheap things

Moonlighting at peak

Course seller (EM-GOOGLE)

Hello folks,

I am currently building an outbound recruitment solution for companies to help them find suitable and available candidates from all across the internet for the role. Currently, we have an MVP on our end and I am looking for an opportunity to work with an early-stage company, currently hiring for multiple roles. 

What shall I do?
1. Build the talent pipeline
2. Nurture the talent pipeline
3. Build feedback and interview templates
4. Builld hiring guide
5. Close the best talent for you
6. Assist you with building your employer branding

I have 4 years of experience in the recruitment industry, working with a couple of startups. In my last gig, I was fortunate enough to hire and retain folks across multiple functions. The cross-functional team built around ops, customer success and sales helped us, achieve a 10x monthly business scale-up in 12 months, resulting in $1.5mn in ARR.

My intention is to add symphony to the recruitment process and help the SMB to attract the most suitable and available talent for their business. 

Thank you for your patience.

Looking for a Talent Acquistion consulting work at eary stage startups.

Generalist

The stupidity and arrogance of some leaders in some companies to use colleges as filter criteria for what is clearly irrelevant for the role. 

Mostly these idiots end up fucking up company after company creating these neo-casteist groups sucking off and living off each other.

This identity based hiring is the start of corporate politics. I still don’t understand how difficult it is for fucking idiots to understand that while hiring for most roles you have to encourage diverse backgrounds at the start of the process to help you hire the right candidate for the long term, specially in a startup. 

PS I’m not against preferring candidates from certain colleges if it’s relevant. What i do hate is this herd behaviour of trying to hire only from your alumni the moment you are given leadership roles.

It must be such shitty experience to work under idiots like these if you are not from their alumni colleges because their biases play into all evaluations they do about their teams.

Idiots hiring! Pocketfm edition

This is pretty common, has been like that for ages. It’s their company and their rules. You also have the freedom to NOT apply. Maybe they have had better experiences with candidates from top tier universities. Remember getting into most tier 1 colleges is itself difficult and only top talent make it. Also get better academic infrastructure, exposure to alumni networks, etc. So there are high chances they will do well. 
  
 Doesn’t mean that candidates from non-tier1 universities can’t excel. Some can be equally good or even better. Maybe these guys don’t want to take a chance with this role.

Product Designer

Consultant

I want best job for your company

I have given interviews and cleared them.
I got a call from HR asking for payslips and another offer details.

They said they will get back with offer.

How to go about here? If they come with a lower offer than what i asked, how much liberty i have to ask further.
Does HR will come with 2-3 various levels of offer and then try to negotiate with me.

Any help or insights would be helpful in how HR comes with offer details.
My interviews were pretty good and i think they like me.

How does salary negotiation before offer work

Don't share payslips yet if possible. Do it after finalising your offer details. 
  
 What information have you shared? Current compensation? Expected range? Do you have any other offers in hand? 
  
 The game that follows now is that of leverage of information vs offer expiry timelines. 
  
 They will share an offer. You can call it "interesting" but don't share more details on if you like it or not - you need to "think more" before you can share your opinion. Say that you need to discuss it with your well-wishers and also evaluate compared to other opportunities. 
  
 Get back to them on email and call the offer "strong" (if it is really good) or "interesting" (for all other cases). Suggest some improvements to the offer that would make it more compelling for you. Don't guarantee that you will accept the offer if these things are provided (unless it's your last day till offer expiry). Keep negotiating with everyone that is interesting and keep dropping the non-interesting ones. 
  
 Also, don't call the negotiation discussions a "negotiation" - that word sounds negative. Call it "discussing offer details" or something. 
  
 FYI: All of these tips are from the highly popular negotiation blog posts by Haseeb. They've worked well for me.

Equity Research

Context: 10.5 YOE, Marketing lead. I've been looking for a switch since September last year. I'd seen signs of maybe my role or the company itself folding very early and knew 'twas time to bolt. But it's not that easy. Back then - 1 year in a startup meant hey not bad, people still spoke to you and considered your profile. These days, they treat you like Ebola if you've not had your ass stuck in the same place for 3-5 years. 

Anyway, so the majority of my time searching for jobs was the shitty Easy Apply or IIMJOBS premium account route. Suprise suprise. It doesn't work. But hey I was still employed and not nearly as motivated as someone who's unemployed. 

Cut to layoffs: Got laid off with my whole team and a huge chunk of other leaders. My first layoff, felt hilariously like the last day of school. To the org's credit they gave us 3 month severance, leave encashments and extra months for those who'd been there for 2 years+. In hindsight hearing the horror stories of 2k severance from Byju's. I'm grateful for the nice golden parachute I got. I'll be honest, it contributed heavily to my mental stability. I had time, I had leverage, I didn't have to run for the first shitty opportunity that came my way. 

The How I did it (why you struggled through the above stream of consciousness) 

- Wrote to 159 founders with one pagers to 35 of them with ideas on how i'd lead their marketing function. 5 replies. 3 interviews. 2 offers - didn't take em cuz they were super early stage or diff cities. This is immediately in month 1 so I've already started feeling icky about not getting great brands to have in my set. 
- Easy Applied to 768 (I ran a Gmail search, this is a real number) jobs. 99% no responses or you've been rejected. 
-Kept changing one letter on my Naukri.com profile, got me 6 calls, 3 interviews and 1 conversion 

I think theres a word limit to posts 🥲 following up as comments below.

Finally got a job (here's the do's and dont's)

Part 3 
  
 - Add HRs and hiring managers on LinkedIn, send them free ideas and strategies. Its ok if they steal them it meant they were great. One of them will refer you, remember you or hire you. 
 - Have a CV and a summary (half a page) that gets people excited about wanting to read the CV. Only areas of expertise and bullet points for results  
 - Don't put the OpentoWork filter on your LinkedIn DP. Its radioactive. I know people actively avoid those profiles. But make sure to keep open to work beacon on for recruiters. It pushes you ahead  
 - Dont post low effort i need a job because im laid off, i dont have money, copy pasted by millions on Linkedin. If you're gonna publically ask for a job, make sure that post has enuff of your skillset screaming for a potential hirer to want to explore more. Else you'll get velle gadhe typing CFBR 
 - Dont be anal or choosy about interviewing, i literally gave 35-50 in 3 months that culminated in 4 offers. Each one taught me something, heck ive spoken to startups with 7 peeps in it  
 - The only one that can negotiate CTC is the one that can walk away. When the offer i wanted finally came, my fixed went down a tad, but variable increased. The role was worth it so i didnt bother negotiating. Places i wasnt excited about - oh i quoted 30% hikes and got it at one place :p

This is how you hire your best employees!

Discover More

Indian Startups on

by Kendall Lee

Stealth

A rant on startups

Office Gossip on

by Dezi Olive

Jio

New Startup Trying To Hire Humans

Indian Startups on

by Karilyn Hyrum

Stealth

Fuck the 8 Hour workdays?

Business Roles on

by Anise Carmden

Microsoft

Salary that needs to be negotiated

Office Gossip on

by Karilyn Hyrum

Swiggy

Very well summarised

Referrals on

by Jordon Lee

EY

Hiring?

Big 4 on

by Isaiah Carmden

EY

Hiring?

Software Engineers on

by Jordon Taye

Fintech Startup

Hiring Lead Fullstack Engineer

Product Managers on

by Kendall Carmden

On break

Being a basic PM

Referrals on

by Dezi Lee

Infosys

Earn Referral bonus

Indian Startups on

by Karilyn Carmden

Tredence

How do you attract and retain top talent in a startup environment?

Indian Startups on

by Kendall Olive

Fintech Startup

Who’s hiring?

Confessions on

by Kendall Lee

Stealth

Most hiring managers can't handle the start, close or even manage the middle of an interview - even if their life depended on it.

Misc on

by Kendall Gabriel

Stealth

Course seller (EM-GOOGLE)

Indian Startups on

by Coy Carmden

Stealth

Looking for a Talent Acquistion consulting work at eary stage startups.

Indian Startups on

by Kendall Everett

Others

Idiots hiring! Pocketfm edition

Designers on

by Kalan Taye

Student

I want best job for your company

Business Roles on

by Blair Vernon

Morgan Stanley

How does salary negotiation before offer work

Business Roles on

by Isaiah Carmden

Stealth

Finally got a job (here's the do's and dont's)