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Hi everyone! I hope everyone is having a good Tuesday. I am currently in the team matching phase with Google for PgM and wanted to reach out on this awesome network to connect with folks who may know of teams hiring? My preference is remote, Austin, Seattle, Boulder or Atlanta. Trying to keep my hopes up through the process and trusting God! Thank you for reading! Google
Hello everyone! I’m the head of talent at Test Double (testdouble.com). We’re hiring for a 100% remote 🇨🇦- based Canada Hr and Payroll manager. This role will create and maintain our HR and payroll systems for our Canadian employees so that we can roll off of PEO Canada. We’re a small team of 90 employees, about 40 of them are based in Canada. 88-101k CAD, 100% health benefits covered for you, your spouse, and kids, 3% contribution to your RRSP, and much more! Feel free to email me at anya.iverova@testdouble.com or apply directly!
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Looking for a PM, 3 - 4 years exp. for a top-tier media agency on a new account in the spirits category. Ultimately based in NYC. PM is pretty nascent in the agency. You need to know media and have strong PM chops. Great opportunity if you're on your game and interested in paving the way. DM me or email me - fishbowl.pm11@gmail.com
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This happened to me and I left shortly after. I don’t believe in timesheets period. If the CEO wants to make change he should start by being an active observer and getting to know his staff, then making optimizations.
I really don’t know any other experience (at an agency, at least) beyond adding notes to our timesheets. Not everyone does it at my employer, but it is required on several accounts. Personally, I prefer having the notes so that when Mgmt asks why did so-and-so bill 12 hours to a project, I at least have my notes to know what I did each specific day (if I don’t also have the resource’s notes). We also rely on these notes to answer clients’ questions. We have so many different clients (and cost centers within the same client-account), it can be a lifesaver. It’s helpful when tracking down why & when a decision was made, if later it comes back to haunt us. Some of this is in people’s meeting notes or emails or wherever — but I find having my concise, brief timesheet notes are usually the quickest way to be able to answer when something happened, by who, and possibly even why.
Con.
extra step of adding to their timesheets specific details about what tasks they have completed with every hour they are billing. This is in spite of recent agency wide paycuts and a huge increase in night and weekend work.
Bluster, bluster. Of course a CEO would say that; they all do when they have the title but not actual leadership skills. Which is evident by the public undermining of colleagues. Maybe this person should articulate a workable plan to navigate this challenge instead of clocking time sabotaging the subordinates he or she will need to execute it.
It's natural that a lot of people might not know how to manage theirselves. CEOs, put managers in charge of reaching out to their teams and agreeing (or implementing) some healthy accountability. Be honest. Not everybody is great at working from home. Our team fills out a planned/completed/for tomorrow sheet that the whole team and manager can see and also fill out. Even if the manager isnt checking, its healthy accountability