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Have my interview with UBS pune for Java 9 years experienced.
What would be the interview process and anything specific I should prepare for?
HR has said first will be pen and paper coding round, so what kind of problems can I expect?UBS Business Solutions (India) Private LimitedUBS Business Solutions (India) Private Limited
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JPMorgan Chase Did a first round interview for a senior level position at JP Morgan.. hiring manager said I should receive a call back within a couple of weeks.. been over a month.. no intimation post that.. the HR in charge of hiring or scheduling haven’t replied to my emails on what comes next and haven’t scheduled anything. So should I consider this as a dead end ? Does this generally happen at JP? Feels weird that I have been ghosted after what I felt was a very good interview.. Was a good fit too.JPMorgan Chase
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I got the job. That is all.
Saturday night live is getting good again.
Alas, I don't qualify.
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Short answer: no
Long answer: meh not really. Kinda no point.
Epilogue: only thing it’s good for is giving people the match to burn a bridge that’s been drenched in diesel. Oh, and any benefits questions you have for HR.
It all seem pointless, until the my exit interview was the documentation that helped my colleague out.
Exit interviews don't change things but I would never disregard the potential.
Sorry for all the typos above.
Companies take a long time to do anything.
You might never see the changes and because you've left the company you'll never know why and how a change was implemented. HR doesn't call up a year later and say anything and most of your colleagues(unless they are upper management) will never know that something you said created a new change.
Exit interviews are often documented and filed away.
If something horrible happens later down the line to a colleague, those documents often become fodder for an attorney or a mediator to help someone.
They haven’t been giving real exit interviews here for the last few months, a few promises of a survey or canceled meetings with bosses, and the idea of not having one at all is way more frustrating to me than having one where nothing comes of it or nothing is said by my old coworkers. It’s the potential change that I crave.
If you only have things to say that would burn bridges, I wouldn’t say anything, but I really believe in the potential of change when multiple people have the same case for leaving. Like when one client bleeds people and no one in leadership asks why and assumes they’re leaving simply for more money, when really they’re incredibly overworked, disrespected to the point of tears on calls, or underpaid compared to direct peers. All of the agencies touting “we’re a family” should want to know why people are leaving. They should pump the brakes and call a leadership meeting, even if at a local level. E.g. “hey only young women have left this quarter, what is going on?” Or “that’s the 4th person to gently say they had no work life balance because of resourcing, what do we need to do to get more people?”
Or one that actually worked once, “hey every junior creative that has left has cited this bully of an ECD, he needs to go.”
Things stack up, even friendly comments meant to make life better for other people. I’m cynical about them for sure, but have been left more cynical now that our only exit interviews are exit meetings telling people how to mail back their computers.
Optics
Chief
No.
I filled out an exit interview link HR sent me and it was pretty cutting towards a passive aggressive ECD. I’m pretty sure it was just another nail in the coffin because that person was removed about 4 months later. So, yeah, do it or at least fill out the link they send you.