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Hello,
I have an accepted offer from Amazon with start date early next month. With the hiring freeze in place I am worried that layoffs will be next and new hires are more at risk when it comes to layoffs. This is making me wonder if it is good time to switch. Would really appreciate some input in this matter.
Hello everyone,
I am working as a Full-stack developer in TCS.
I am looking for a job change. Currently serving notice period (LWD: 17/06/2022). Current CTC: 7.5 LPA
exp: 1.25 yrs
Top achievements:
1.) Solved 200+ problems on various online coding sites
2.) Hackerrank: 6 stars user, global ranking under 32.5k
Skills: Java, NodeJS, Python, SQL, Machine learning, Spring
If you feel iI am suitable please do provide me a referral.
Contact mail: piyushjha65@gmail.com
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Chief
Rising Star
Rising Star
“We had complimenting genitalia.”
I got released from project and currently on bench in Capgemini. My manager is forcing me to join another project in same BU.
1)I am planning to resign from capgemini.what will happen when I resign from capgemini when I am in bench.
2) Can the Manager can force me to work for 3 months in another project which I do not like even though I resigned from capgemini???
3) Should I serve notice period during bench when resigned ????
Please help me with this info.Capgemini
Chief
That's the reason why we have more female HRs
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What firms pay market in Atlanta?
Mentor
Mentor
Credentialism seems real in biglaw hiring to me. I don’t see any difference in treatment once hired.
Mentor
As a woman of color in corporate law, I honestly find this question a bit offensive. There are plenty of “diverse” hires who went to T-14s or did well in their lower-ranked school.
Mentor
🙄
I should add that I help lead my company’s legal diversity efforts, which involves surveying firms and tracking progress across various diversity metrics. So, I am genuinely curious whether the mindset, in the bowl’s opinion, is evolving at all.
Mentor
Largely depends on the firm. The short answer is that some look past T-14, class rank, GPA, etc. and some don’t. A lot of great lawyers don’t have stellar law school records, and a lot of ass lawyers have great law school records. End of the day, though, it’s one of the few metrics firms have to ensure they’re getting a quality candidate, even if they miss out on good attorneys and hire bad ones. Some firms try to look past this, but you’ll generally need to have other “softs” and a good personality.
What space are you coming from and what kind of group are you looking to join?
Thank you. That provides some hope for someone like me who was an avg law student but possesses those “softs” you mention. And I say that because the leaders at my company who came from big law constantly expand my responsibilities and praise my work. The DGC views me as a “unicorn” in that my bkgd is nontraditional yet they view me as a rising star, if you will.
I currently focus on IP and marketing transactions. I negotiate and draft talent, production, and licensing agreements; and recently work on NFT/ Metaverse projects. I would be looking to join a related advertising, entertainment, IP, and/or media practice group.
Mentor
To an extent. However, there are still a lot of options for firms outside of T-14, and top 10%. So maybe top 15-20% and T50 schools but they are still going to turn away a lot of candidates.
Coach
I don't think most firms use those specific metrics as a barrier for entry. That being said, the answer to your question is no. Firms talk about diversity, but they haven't changed what they look at in potential hires. To look at it from their perspective, if someone hired has those metrics and doesn't work out it acts as plausible deniability, but if someone with lesser credentials gets hired and it doesn't work out then they won't really have anything to point to as rationale for making the mistake
Agree with most here. Firms primarily look to top law schools and top ranked students for the reasons stated above. I don’t think it’s fair to suggest that that practice is antithetical to the DEI initiatives. Firms participate in diversity interview programs that take place earlier than standard recruiting. Firms also emphasize diverse candidates within those top schools/ranks. Firms have a variety of DEI recruiting initiatives on top of the typical recruiting path but they aren’t necessarily lowering standards in most cases because there’s plenty of qualified candidates that meet the recruiting standards.
That said, I think most of that goes out the window if you are lateraling or coming from in house. That’s more about experience at that point.