HR/Recruiters, tell us about your roles!

Hello all! I am working as HR Head in a growth stage startup in Bangalore. So many people here talk about compensation, culture, growth etc. Happy to answer questions related to HR/Culture/Startups.

So recently I interviewed in many companies including google, Microsoft, Amazon I have seen common pattern that HR not being transparent with candidates. They keep hanging candidates in between and not reply to text, email, messages, calls. Even if candidate is rejected why can’t they email or call to give feedback. Is this job really hard ? “If I will get a chance to snap out one profession from earth I will snap out all hrs, recruiters out there.” Ps:- Google ppl was very transparent throughout process one of best experiences for me .

Is it just me or roles for HR folks in the 0-3 years bracket have completely vanished? All openings I come across nowadays are 4+ YoE. And before one of you says “khud HR ho, khud ko hire karlo” 🫠 - wish it worked like that 🥲 P.S. If you know of any HR roles in your org, let me know, thanks!

Req -2+ YOE For Fintech startup based out of Bangalore.

Hey guys, does anyone know of early stage companies that are looking to hire non-tech recruiters? I come with 2 years of full cycle leadership recruitment experience and I've also overseen projects in TA itself while being an individual contributor. One of the projects I worked on was setting up a referral portal for all employees since we could not accommodate all our employees on our recruitment software. This is currently WIP for a v2 now.

Recruiter: Will call you asking basic details, without knowing anything about the job description and team involved. When you ask any questions, they are always coming back with information, sometimes they don't too Actual project team: more often than not, in need and if they like you they will communicate very clearly that we want you. When asked about benefits etc general response or always HR will connect. HR: comes during negotiation time, will not anything about the role, will come with sole purpose of saving some bucks on CTC. More often than not, they will be the reason a candidate withdraws from process, or negotiation doesn't work, even though the actual team might be okay with negotiation. This is my experience, HR is giving such a vague offer which looks good on paper but on hand it's nothing in terms of growth and pay increase. Same old CTC vs gross salary shenanigans. When negotiating the HR thinks I'm not worth it and asks for proofs of every deduction from current employer. This is such a stark difference from the Actual team who interviewed me and were very good and open.

Hi grapevine community. Need your inputs. My sister has done MBA in human resources and has been working as a recruiter. For last couple of months she is trying to switch but there are not enough opportunities out there or she is not getting calls for any of them. She has two years of experience. Folks from Human Resource background, what is the scope of career growth in the industry going forward. Does college background matters when applying for HR positions in reputed MNCs. What can one do to navigate through this. Other question I had was, is it worth exploring other domains out there. Are there vocational courses where one can learn new skill and use that to land a job

Been Recruiting for the last couple of years. Tier 1/ Tier 2 MBA passout (Depends on how a company looks at it). Open to any metro city. If you have any leads let me know how to connect :)

Amazon Microsoft, Google, etc. All layying off people. They just started sending emails today morning for US/Canada. India/EU would be sent next week so we dont know the exact numbers yet. Same information going on Blind, hundreds of Amazon employees laid off in the morning.

Wanted to learn about the engineering culture, WLB and your experiences there