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Hello!
I finished my final round(s) for a TAM position at Google (GCP) last week and was told by my recruiter that my feedback was great and that I made a solid impression on the team and am "firmly in the running". I was supposed to hear back this week (according to the recruiter) but he just told me that it's still in the process and that I'll have to wait for another week or so.
Is this common at Google ? I have heard they are notorious for being really slow with their hiring process.
Looking for a Ad operate role.any leads please
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Rising Star
My post is for a lot of folks here who complain about managers not budging to negotiations and not offering package ,what you are expecting.I have one thing to say,there are lot of ibm employees who moved to kyndryl. Inspite of lot of contributions they are earning meagre salary.Now do you expect these people to hire you for more package most of time the package you are demanding is more than what these managers draw. So pls do not look at kyndryl as any other startup.Thanks.
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Communication. You have to have an open line with those high performers, know when you are piling too much on and they are not seeing the return on investment. It’s easy to take them for granted, but they will be the first to go and it wouldn’t have taken that much to retain them for the longer run.
Mentor
The fact is there is really very little you can do to support high performers if your company espouses a culture of mediocrity. If your company has bell curve ratings and pay banding, they espouse a culture of mediocrity. Most companies do, sadly. You can try the empty gestures of “giving visibility” or training opportunities, but smart high performers see through that. The best thing you can do for a high performer is steer them toward a company that will value their performance.
This is the real answer ☝️ Furthermore, a great leader will actually be HAPPY when the top performer finds a more challenging path vs. angry by the news.
It’s easy to lean on top performers without realizing the load they’re carrying. The best way to show you see their potential? Give them growth opportunities before they have to ask. That could mean stretch projects, visibility with leadership, or honest convos about what’s next. Recognition is cool, but investment is better.
People are complicated, some employees will do great work because they're just wired that way, and they don't need a lot of encouragement. But that doesn't mean they should be taken for granted. A few words of gratitude or encouragement can go a long way. I've known people who left jobs where things were going pretty well, and it was really because they thought they weren't appreciated.
Yes! It’s so easy to lean on the reliable ones and forget they still need growth, too. I started being more intentional about giving them visibility—bringing them into higher-level meetings or looping them in on strategy work they’d normally be left out of. It helps them stretch and feel seen.