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Hey y'all!
I'm hiring a creative strategist at the best ecom agency to work at in 2022.
For real, we get paid to stay healthy, pushed to take PTO, get free therapy and support in fulfilling our dream goals.
I'm the happiest I've ever been in my life working here.
Still hard work, but the culture and comp is the best out there for a small (~150ppl) agency.
DM me or apply through the link below if you're interested!
*We're fully remote btw!
https://boards.greenhouse.io/commonthreadco
Hi fishes, My wife has an offer from EPAM for 14.5L and an offer from EY for 13.5L. she has 5 years of experience and role is for UX designer. EPAM is providing a joining bonus of 1.5L and EY is not providing anything My queries are - I see a lot of hire and fire from EPAM In fishbowl but I have not heard about any layoffs in Can you guys pls recommend which is a better place to work in terms of Culture Work life balance Growth Appraisal Thank you EY EPAM Systems
Any insights on BBDO NY’s culture?
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We are a private lender located in Cleveland, Ohio, United States. We lend money to borrowers nationwide and a few other countries overseas who are looking to develop their businesses. We offer personal loans, business loans & real estate loans etc. and a 2% referral/broker fees. Let me know if you're interested. Tata Consultancy JPMorgan Chase Morgan Stanley Citi Wells Fargo Amazon
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Any info on pay at BX, BR or KKR for a 4th year?
How do you find in-house positions?
That seems like more of a cultural issue where management needs to change their perception of legal so that it is viewed as a business partner. You need to be at the table on the front end of issues. Does your General Counsel report directly to the CEO? He needs to be pushing this and the legal department needs to be inserting themselves into the picture when things are being contemplated, not when the bodies are already buried.
This requires that the lawyers understand the business at a level that most legal departments just don’t. One thing you can do is have monthly sessions where a business unit leader comes in and talks at length about a specific product or service that is a revenue generator. Lawyers need to understand how all the pieces of the puzzle fit together.
You need to frame this in dollars and cents. If you did (x) and we were brought in on the front we project you would save (y).
Focus on what the fires are and how to stop them. Could be anything from a template creation/change. Also starting with the younger associates will help implement the change you seek.
Getting from Reactive to proactive usually requires more resources and structure
One thing I have done is to “eat my own cooking.” Get my team in order, automate and streamline our processes, etc, to serve as a model. It’s a long road and I fear I’m still at the start of the journey with you. I think you’re on the right path though. If we’re all still practicing law the same way ten years from now as we are today, we’ll have failed our companies by not optimizing our practices.
Do you have the budget to add staff so you can take a more strategic role?
Start small. When you are constantly putting out fires, you can probably handle only one “extra” task. Focus on that one task, tracking data and using it to show improvement to get buy in. Change management is hard. You have to be constantly communicating. Also, perhaps start a recognition program to recognize where people are going above and beyond. This can be a special award or could even include a small monetary payment as well.