Being a woman in tech, I only recently started advocating for myself at work about advancement opportunities. Because of this I wanted to ask this question to my male counterparts. When you have 1:1's with your direct reports and talk about career growth / aspirations what is your managers’ response typically? I’d like to gauge how my experience (negative) differs from others. For instance are you met with blockades, enthusiasm, dread, etc?

likesmarthelpfulupliftingfunny
Posting as :
works at
You are currently posting as works at
Highlighted IconHIGHLIGHTED

I’ve got things I need to improve, but then, comes performance review time, I got evaluated on different criteria altogether. I think my boss likes my team mate (a man) more than me, and he got offered ownership of the things I worked on without me being considered at all, because of “leadership”.

On thé 1:1, it’s all cheery and sunny, until performance review time, that is

likehelpful

Unfortunately that "all sunny until performance review time" happens more often than it should. As a male manager who at times has been "coached" by HR because I was overly blunt, direct, "harsh" in my coaching style, that wasn't generally an issue between myself and my direct reports. That said I did have some managers who typically avoided the "hard conversations" until performance review time. Their reasons ranged from trying to always foster a positive and supportive developmental environment to being cowards. No one likes having unpleasant conversations, I get that. I also get that in today's work environment, its harder than ever to get the balance right, heaven knows, at least two HR VPs would say, I rarely did. For my part, at this point in my career, I fully accept that I am far better interacting with demanding and difficult customers than difficult employees and thankfully, that's where I am able to direct the majority of my efforts. I only really have two things to add that may be of use on this topic. First, when you get those unpleasant surprises, inconsistent feedback during performance reviews how do you respond/challenge your manager? I know this can and often is an unpleasant, scary thing for an employee to do, but over the course of the prior review period what feedback were you expected to notice and understand to make corrections and adjustments that you did not? Do you ask the manager that directly? You can't fix/change what you don't know you are doing less than excellently if you don't know what it is; and if clairvoyance is an undocumented requirement of your position at this company, I recommend you leave both, especially in this era of historically low unemployment and high demand for skilled technical professionals. Second, if/when you feel you are getting cheered on, and "rah, rah'ed" challenge that as well and push your manager to provide more substantive feeedback at that time. If you're not getting some feedback on a more regular basis (monthly or at least quarterly) feedback from your manager on your projects and taskings, then proactively seek it out. In give your manager a more frequent chance to give you feedback, if he/she is a good manger they'll appreciate that; if they are a coward it will force their hand.

like

I agree with this. Joining the current company I work for after UC Berkeley grad school in CS, you should’ve seen the faces of the males on my team whenever they double asked me if I really finished such a prestigious school with such a high degree. Meanwhile, none of that “what really?” existed towards the male counterparts on my team when they would speak of their equally “wow” background. Moreover, many of the projects I was the main contributor of would get named after my male teammates who did only 10% of the code and documentation. And it annoyed me, and really hurt my feelings deep down every single time their name was called out in the meeting to speak of project progression, and not mine. Every time the service I created was called “theirs” just because they were more senior than me. It hurt my feelings I’m not going to lie. But hey, I am so super grateful for that. Why? Because:
1. It hardened me. I became much more tough, and less sensitive on these issues because to me, how I do my work is more important than the praise I get for it. After a while, the team started calling referring to me as the owner of my many services and not someone else. Because my effort did not decrease by their lack of appreciation. Actually, the opposite.
2. I started speaking up more, giving back as much of my opinion as I have during all different types of discussions. And when progress on the project I’m involved in is asked, I step in first and communicate clearly and strongly. And I noticed the shift that happened: my name is called out every time now when asked about the progress.

Conclusion? Sexism in tech is real. You will get put down because of your gender. But that’s all at first. If you put in enough effort and as much of you on the table as you possibly can, you will earn the respect you deserve. But most importantly, you will grow into an even stronger engineer and woman. And that’s to be applauded.

likesmartuplifting

I love this so much! I encounter this sexism more frequently than I'd like too. This is very encouraging and I hope to continue to be an evangelist of equity and diversity in data!

likesmarthelpful
Recent IconRecent

I second the OP as another woman in tech. We're often push aside or ignored or minimized. I'm a delivery engineer and I've gotten over 2 million in sales funneled into the AMs pipeline for my customer in the past 2 years and all I've gotten is a thanks, good job, and a couple of lunches. It took my director 4 years to realize I didn't have "the standard performance bonus plan" implemented, and I haven't had a performance review, pay raise, or IDP since I started almost 10 years ago.

Am I happy with that? No. Why do I stay there? I have kids in school and I'm the primary household income for a family of 5. Would I like to have a different situation? Yes. However I'm trapped until my youngest goes to college and I don't have to pay child support anymore. Do I want a career change, yes. I want to pivot my 25 years of telecomm, voice, and video with a masters in network architecture into devops and automation. Have I asked for the chance? Yes. Then I get told my skills aren't on par... I run a system supporting 150K users with 99.999 percent uptime BY MYSELF plus doing the role of trusted advisor, pre-sales, post sales implementation and support.

All this for a measly $115k a year in the DC area which is barely paying for my bills.

likefunny

In those 4 years did you speak up?

I was "trapped" for years because I didn't speak up and waited for people to recognise how unfairly I was being compensated.

I'd say it's only 10% of the time people actually bother to think about ME and how unfair they are being to "poor old me"!

That's the reality. Now what can I do about the reality?

1) Accept the reality of the situation. Stop dreaming for it to be something else.

2) Be PROACTIVE about my career progression. Check with manager about career path, increments, take the initiative to arrange meetings with them every 2-3 mths for performance review, feedback (both ways).

3) Don't be loyal. Keep looking out for good jobs every 1 to 1.5 years.

4) Don't be emotional - a business exists to make money - not to look after lil' ol' me! So I need to look after my interests! Keep looking out for good opportunities after a decent interval. 1-1.5y is a decent interval.

like

I think I have someone for you that would be really good to give you some insight. He runs an engineering team at Square and is constantly advocating for women...

I’ve worked with him for probably about 6 years before Square at a startup that I co-founded and I really think he might be able to give you some valuable insight.

Standby 🤞(he’s currently in a meeting at the moment..)

likeupliftinghelpfulfunny

Every manager should be *excited* to get their reports promoted. It should be a part of every 1:1 discussion: “Where are you in your career progression and what can I help you with?” Having more senior reports, and having a track record of growing reports in their careers, reflect well on the manager and should be rewarded by the company.

Your manager should be advocating for you up the chain and across the company. They should be using their knowledge and clout and connections to find opportunities for you to grow, improve your skills, and stand out. They should be working with you to find specific, actionable deltas between where you are and where you need to be to progress, and helping you achieve them. Once you *do* achieve them, the company should be quick to promote you - or expect to lose you!

If the above doesn’t match your experience, then you have a bad manager or a bad company, or both. It’s worth trying to work out which it is, because many good companies have dud managers, so don’t be *too* hasty to jump ship.

If your manager is failing at the above, but are well-intentioned and you have a good relationship, it might be possible to help them improve. Try bringing up what you’d like to see from them in your next 1:1, and gauge the response. But even then, it’s not a great situation because you have to wait for your manager to get their shit together before you can even *start* working on your shit. :)

FWIW I’ve been doing this a long time, and it took me a long time (and a lot of managers) to realize the above, so don’t feel bad if you hadn’t. Basically, I’ve been around the block, and I know what good and bad managers look like - the good ones really do exist, and everyone deserves a food manager. :)

likeuplifting

So when everyone is the CEO what happens then ?

My managers have worked with me to clarify what the evaluation criteria are for the next level and I make sure to position some ways I can achieve those criteria and get agreement from my manager. If there are areas of improvement I listen and work on them, if there is praise I keep doing what led to that praise.

As a manager myself the approach I have taken is quite similar. I am known for being blunt to a fault. I will highlight what is great and what needs work.

Also it is in my best interest to have all of my subordinates and peers and leaders to be performing optimally and succeeding in their careers. Their race, gender,political affiliation, insert other characteristic here, are irrelevant. It's not my money So I will do what I can to promote and build competence

I am 100% sure that there are people with bias who will hold back others based on any number of characteristics, not just your gender. The number of those people are not substantial. The number of people who fail to negotiate effectively or fail to even take a shot because of anxiety around failing to get what they want IS statistically significant.

likehelpful

It sounds like you have a great approach as a manager. It is better to have someone that shoots straight, the finess can be taught. I am the same way, was in HR Management for 18 years and preferred to work with managers such as yourself. The ones that shy away from confrontation are not always the best fit as managers are concerned. If they have a strong "second in command" that can fill in and handle the tough conversations, it can work. I had a manager that preferred I handle the employee relation issues even though I was the Generalist. We all have strong suits and areas that need improvement but there are some individuals that just shouldn't be managers. Unfortunately, there are skills that just can't be taught and individuals with mental health issues such as Narcissism that create bigger issues for the employees and ultimately the company.
Thank you for taking the approach that you do and may you have continued growth/success.

They usually take me seriously, and they may be dismissive of me (had at least one that definitely was) moving forward within the company, but then it's assumed that I would move on.

like

My last manager wasn’t receptive and more or less dismissed it. I took that opportunity to learn how she views me, build my network, and am waiting on an offer for role a level higher than my current one on a team that is more directly in line with our core business.

FWIW I’m a white male.

likehelpful

That's the right strategy, but just FYI, in my experience (mentoring many tech women) it is a lot harder for women to move laterally much less up the ladder by switching to another job. Even if they have stellar performance reviews, just tougher.

like

My team is mine to manage. I keep meticulous performance deltas so I can back up and justify any decisions I make. Tje respond sees I get are almost always favorable

like

Then you are working to be a good manager. Keep doing it and keep making sure you communicate clearly with your reporting people about it. If you decide to mentor someone, teach them the same. But also make sure you educate yourself on the mental differences between men and women too if you haven't done it already. Women are much more like to work collaboratively and not push how much they contribute to an overall task. So you have to really watch and make sure you are looking at the subtle things too. Keep it up. I wish I had someone like that when I was younger. Now would be nice too but I'm cynical now.

likesmart

Once you open the conversation, there's no standard. Like there are good and bad managers, at a finer granularity and with more variability there are different interactions. Idk where specifically gender ranks in all this, but there are enough hidden factors in play that you won't be able to predict your experience or attribute the outcome to any particular personal attribute that isn't explicitly pointed to. Best you can do is take the feedback you've been getting and make the most of it for crafting your pitch and responses.

Some managers will take you through the process and might even ask you to fill the HR justification forms out yourself. Some will outright lie to you about putting things in or about how the politics or budget stand. Some will be honest and explain why not. Some will say they were gonna do it anyway and give it to you. Some will brush your request off. Some will deflect and talk about performance. Some will prioritize your underperforming colleagues so it's easier to retain them, and of course not tell you. Point is, there are a lot of options...

likesmarthelpful

My first company out of college was awful about this. Aside from feeling out of place for gender I don't have a traditional background and did not understand how advocating for your own career progression etc was supposed to work at all. My manager was well intentioned but a brand new manager and got no training and didn't get what he was doing at all. The entire team suffered, but the people who were most like him he had an easier time talking to and inherently trusted more and they did better. I think in many tech companies this is what leads to women and other underrepresented groups having worse experiences, not malice as some people are suggesting.

Asana has been absolutely amazing in comparison. I find that what works best is being very direct with my manager and asking for input. "here is where I would like to be, what do you think I need to do to get there?" Then we make an action plan that basically is he says " okay here are the requirements of that role, here's what you're already amazing at, here's what you are competent at but could stand to practice, and here's where you need to grow. I think that is you seek out x and y opportunities and focus on z project, I'll have the evidence I need that you've grown in those ways@

like

In my experience, most managers/organizations don't want you to advance. If they like the work you're doing, what's in it for them to lose a valuable member of the team. They just have to go through the trouble of hiring a new employee, onboarding them, and training them to do the work you're already doing. Its a very limited perspective of what you might be able to do at the company. I moved into sales, decided it wasn't for me, and unless I was a top salesperson (I wasn't), they blocked my ability to leave. My choice was to either become a top-5 salesperson or quit the company.

At my current company, there's an active push to move you along towards your next role, so if you desire to move, there are places to go.

This doesn't address sexism though, just stating that what you might be seeing as sexism may just be overall reluctance to move anyone.

like

They’ve moved several males into various departments when there was interest of exploring other career paths. Absolutely no females have had this opportunity.

like

I can't say I have a bad experience talking about career goals with management and I am a man. It's always them trying to understand and distill down to what they can do to help and offer advice.

Can you expand upon how it was negative for you?

like

I think my manager is very supportive of my growth & development, and he doesn’t treat me differently in 1:1s or performance reviews (I think, don’t have much rapport w the guys to ask). However, he doesn’t actively seek to recruit more women even though I’m the only one in my area. So while he’s not like a diversity champion, he’s truly treating me as equal and I think that’s ok for me bc to be fair I don’t really bring it up even though it’s in the back of my mind (and I don’t expect him to be a mind reader)

likesmart

I am a woman in IT, management role. I can share with you what my experience was. I had to spell it out for my manager years ago that I want to move into next level, and ask him what it will take for me to get there. He was surprised and said he did not realize I was interested in advancement. I was taken aback by why he would think that....
What I learned from it: you need to be very specific and clear about what your goal is, and seek feedback on what you need to work on or what skills to develop to get there, then seek opportunities that will allow you to develop those skills. Yes, you need to be your own advocate and speak up for yourself, and sometimes stand up for yourself, sounds like you got that part right. Bottom line is, nobody is a mind reader so tell what you want/where you want to get, and work on the plan on HOW to get there. Best of luck!

like

Part of it is that many people in technical roles like their technical role and don’t want to move up into management roles. That’s maybe why they don’t make the assumption that anyone does want it.

In life in general, you can’t expect others to know what you want without you explicitly telling them.

like

Aging but unfortunately still applies today, When working for Hughes Aircraft Company, after completing my Master's program on a Full Study Fellowship from Hughes Aircraft and returning to work, 1) did not receive a promotion like my male counterparts, 2) for almost a year, I completed projects and presented plans to my Section head for a path to promotion to which he finally admitted, "I'm never going to promote you"! If I knew what I know now I would've marched right down to HR to file a grievance, instead I have my 2 weeks notice and never looked back. I've experienced similar encounters with the men I've worked with or sought lateral or promotional opportunities with ever since. Speak up for yourself but also be familiar with are grounds for discrimination grievances and never shy away from a battle that could help you or the women behind you.

like

Every manager should be happy.Great
<a href="https://pochehli.com/za-kuhnyata/na-masata/servizi-za-hranene">Shop now</a>

like

My experience may not be typical but that's because my manager formerly worked in my capacity... when I asked what it would take to move up to Sr.CE , he was earnest; "Budget+Opportunity+Timing" was the abstract he gave me, and then provided some targeted guidance on being intentional in all actions aligned with Company strategy, e.g. driving Azure consumption, Subscription elevation, et. al. Even with that, there needed to be an alignment of conditions tying back to "Budget+Opportunity+Timing" for it to happen within my current domain. So he respects me with honesty in saying that even with making all the right moves, there are no cause/effect guarantees.
Again, I may just be blessed with a conscientious servant leader for a manager, relative to others...

likesmart

As a woman in tech I think it’s dangerous to assume that you aren’t getting career coaching because you’re a woman. There are so many other possibiiites and you are less likely to be discriminated against now more than ever. Most companies will fire a white guy /throw him under a bus in order to hire a woman to take his place. If you want to move up, go get it.
Maybe your manager just sucks at his job? (I think most managers really suck at career growth discussions) Maybe you’re not doing a good job w self promotion and not making it clear what you want to do?

Long story short: Be direct with you manager and show him your chops. ;)

likesmart

I hear you. I work in tech but my job is not technical. I am the only female on my manager's team. I have no growth opportunities in my current position. I shared honestly this frustration with my manager as I was told by him he is known for promotion internally (within his team). I also shared with him about how I have been treated unfairly and was passed over for promotions multiple times as one in the AAPI community. Sadly this information was used against me in my review. He wrote "She is not happy in her current role and is looking for bigger opportunities. She has gone through multiple transitions and is not happy. It comes across as her focus is on finding her next role vs the current role." This is not true. And not one of the many projects (with great results) I had done for him was mentioned. In the meantime, he wrote this for another who joined his team at the same time as me - "He is still new to the role. If there's an opportunity for a larger impact, he would be open to it." Similar situation - completely assessment for a male vs female direct report.

like

It's impressive how girls thumble into problems and immediately assume it's because of their gender. You girls live life on easy mode, the first wall you need to actually climb you go to linkedin, twitter and instagram scream for equality. And just in case you ask why you live on easy mode, I bet $1000 you got your place over 50 better qualified men because of diversity and #womenintech, I've lost count of how many co-workers asked to hire girls instead of guys, doesn't matter that she might not be the better candidate, we want diversity. Just to be clear I'm not saying girls can't code, but you people sure do like complaining about how hard it is to be a woman, you wouldn't last a day as a man, if we want something we take it or shut up, that's what you should be doing.

funnylikeuplifting

It must be really hard to be a man. I'm so sorry for your struggle.

like

Related Posts

Is there any way to make pretax contributions to a retirement account outside my employer plan if:

1. My employer offers a 401k plan

2.) Im over the income limit

Here’s my situation; I left a higher paying consulting position for a lower paying position (better WLB). When I left consulting, I got paid out for my PTO, and I received a signing bonus with my new company. I expect my income will be significantly higher this year than it will be for a while. I know I could … (see comments)

like

AWS is hiring for Cloud support engineer, Exp : 3+ year
Must be strong in Networking and OS.

like

Hi Fishes,

It would be very helpful if someone has any suggestions/opening or refer me to their respective organisation or projects.

Skill : Linux / Azure

Thnks for your help!

like

I can’t stand most women in manager roles and I’m a woman myself. I’d much rather work for a man. There’s no petty bs. Everything is direct and no one gets hurt feelings.

like

Anyone with leads / opportunities at your respective companies in Digital Marketing? 8+ years experience here across various aspects of digital (content, seo, ppc, automation: salesforce pardot, marketo, etc) Currently a manager at an Agency in BC, Canada. Looking for a consulting / agency kind of role!! Appreciate any help! Much thanks!!

like

When you are the one interviewing for a recruiter or recruiting program management position, how do you like to prep? Do you find questions that seem to be consistent across interviews?

like

10 open Leadership Supervisor positions.
Almost 30 applicants.

I said that "People come to me about process issues, and I worked with others to better that process for them and the team."
Interviewer feedback denying me the role was that because I did not say "People trust me and came to me about process issues. Which led me to collaborate with others that I have networked with in the past to find solutions." I did not get the job.

Was this Code-Switching nitpick?

like

#Urgent and Active Openings

L&T Infotech is hiring Pan India for below roles: Interested people can drop their email id's and Names with respective Job Id's .

Post Photo
like

What would be better move to continue getting good technical exp but also move up over 3-4 years before going to steady industry role towards security architecture? Currently new M in big4 cyber trying to figure out next step. Go to another big4? MBB? Cyber focused company? FAANG?

like

Hello I’m looking for SDR/BDR roles and am based in Toronto, would anyone be willing to give me a referral or some tips on how to land a job for SaaS companies?

like
like

Need help with referral at @optum

like

Wanting to join Cloud consulting. I’m fresh of the lot you could say. 1 YOE in Dev Ops, cloud prat certified, and masters in information systems. What are my chances? Can anyone connect with me? Referral maybe?

Any one ready for a referral to Accenture. 14 YOE overall, 10 YOE in salesforce… Solution Architect or SM Delivery position.. hear ACN is hiring SFDC resources !! DM if you can help..Accenture

like

Hi all, I’m looking for someone at Microsoft to take a quick look at my resume and provide a referral if there’s a fit

Please read before posting.
> Please avoid sensitive information
> Please avoid race/gender/ethnicity based offensive/inflammatory content.
> Please message a member directly when appropriate.
> No abusive/offensive language in this group

Hi Fishes.. what is a consultant role in Infosys... During hr discussion i was told the position is going to be level 5B but in the offer letter they didn't mention Level 5B and they straight away mentioned it as consultant role.. is this the one for a 10years over all experience guy.. or should I ask for next level.. your inputs will be helpful.. TIA

More Posts

Any insight on Deloitte SAP Manager/Project Manager salaries? 6 ish YOE

like

Is it good to leave the company in 2 months?

like

Where are some of the best places to recruit research analysts for a hedge fund? Dont want to give out alot of info here -- but what web pages and other sources do people use?

like

I have joined CGI 5 months back and my project is going to end on 31st. So what will happen after that? As there are layoffs going on in the market will it affect? I am from mainframes technology and have only 2yrs of exp. Can anyone explain pls? CGI

Is it really bad if you renege an offer after you've received some of the relocation reimbursement, if you just don't pay them back, are you technically reliable? The offer is at will right.

like

Can someone give me a referral? I have the job ID

likesmartfunny

Hello Everyone.
I'm new to this app and still trying to figure how it works.
I'm a Customer/Supplier Quality specialist with 5 years of experience.
Currently I'm trying to relocate to Netherlands with a job.
If someone can help me or point me to the right direction, that would be really great.

Do you think having planning/strategy comms experience helps with ad creative/concepting role later down the track? 🤔

like

Thoughts on CAIA? Difficulty, hours studied, study tips, overall experiences, etc.? I’ll be sitting for Level 1 in September. Currently work in the fund of funds space - moving over to my firm’s hedge fund research team soon so CAIA seemed like a perfect way to get knowledge in the area beforehand. I’m almost one year out of undergrad (econ background) so a lot of the CAIA content is new to me

like

BCG 🐠 who screen resumes - what do you guys usually look for in a resume for an experienced hire applying for an associate position

like

It blows my mind that every state in the US speaks the same language. 🤯

funnylike

Hey fishes,

Capgemini looking for below positions.
If interested please let me know.

Post Photo
like

Hi Everyone, I need guidance for one of my friend. He has done mba in finance but struggling to get a job as graduation marks are 49.5,Any leads which companies might accept his profile. Kindly help.

MGNI - anyone buying puts after opex tomorrow? Or calls?

like

ECD salaries? I have literally no context. At 275 plus 15% bonus. Up in Canadia.

like

Is Deloitte Canada bowl still working? Transferred phones and don't seem to be able to find it anymore.

like
like

For those who left PwC, do you have to pay additional $20 due to a contract? I am with Verizon and they told me I have to pay additional $20 per month until my contract ends. I just upgraded to a new phone couple months ago.

like

What kind of testing projects are there in TCS?Are most of them manual ?

like

Can Jeff Beverly and his wife just go away already?

Post Photo
funny

Additional Posts in Tech

How long does the interview process take at Proserve?

Does Proserve have the same culture as AWS (PIP)?

like

Hi Everyone,

I just received an offer to work as an software sales representative (SDR) for
IBMs Z systems. I'm coming as a sales engineer in the cloud security space. Can anyone advise me on whether Z systems are something worth going into? Also what do the growth opportunities look like at IBM? Is there opportunity for lateral movement onto other teams? Not too sure how I feel about working on mainframes (Z systems) but they keep pitching hybrid cloud to me. IBM

like

Hi Fishies! (Is that what we are? I’m going with it)

I just came across a
Google Research and Insights role that got me SUPER excited and I was about to apply when I had the idea of seeing if anyone would be willing to give me a referral. I understand (and respect) that most of you Googlers on here feel that a referral is only useful if you know the person but I would be happy to jump on the phone to give you some info about me. It would mean so much! 4 YOE at a major audio steaming service

like

Has anyone heard back from the Google APM internship? I finished the final rounds about three weeks ago and I haven't heard back.

like

Anyone working at Fresenius medical care in software technology side? How is the experience?

like

How do companies now view candidates from Meta?

like

Options/opinions on breaking into tech as a UX researcher?

like

I've now heard of Mastadon twice in two days. I guess it's an open source Twitter. Anyone using the product, how is it?

like

Is anyone here a member of Product Gym? Worth it or nah?

like

Where does Senior Manager fall in terms of hierarchy at Booking-com (Amsterdam)? What is the expected total compensation for SM role at Booking (Amsterdam)?

like

Has anybody changed locations from SF or NY to a Lower COL city like Chicago during COVID (specifically in tech) and had their salary adjusted down? If so, how much was the decrease?

like

Need help from Amazon 🐠 Anyone interviewed for Amazon L5 BIE in GSF supply chain team? The JD said basic qualifications include data modeling, ETL, data warehousing and optimization. Any idea or experience how they will test these topics? Asking about related experience? Or show some data and ask how you will deal with that? Or like a case study, given a senario and ask how you think in order to tackle problem? Need advice/idea/experience urgently. Thanks in advance.Amazon @BIE

like

When it comes to your job search:

1) How often/much do you get feedback from recruiters or whoever you just spoke with? Feels like we're always in the dark. One way feedback street.

2) Who do you like to work with? Headhunters vs internalrecruiters? Is the experience different?

3) Have you had to align your interviews so that the offers would come in close/same day? What's your strategy?

4) What's your process in weighing [multiple] offers? If that ever happens? Where do you keep your notes?

like

Hey everyone, I was told I’ll be receiving an offer from my recruiter at Apple for Retail Solution Engineering position based in Sacramento,Ca , what compensation package should I expect? Apple

like

Does Google pay the same for L5 as Amazon does for L6? I know they are equivalent levels...

like

Anyone jump from GCP to AWS? What’s been your experience?

like

AWS Cloud and Security+ certified,
6+ years of tech experience ranging from hardware networking to Security and compliance.
Looking to get into cloud security, analyst, TAM, consulting... I'm open and hungry for something new.

like

I need a career mentor for the tech industry!!!

like

Facebook has extended its remote work policy through July 2021, but I'm told I'd still have to relocate by the end of the year if I accept an offer. I have an infant so this is risky. Can I request an exception or will they look for someone else then?

like

New to Fishbowl?

Download the Fishbowl app to
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
  • Discover what it’s like to work at companies from real professionals
  • Get candid advice from people in your field in a safe space
  • Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.

Already a user?
Login here

Share

Embed this post

Copy and paste embed code on your site

Preview

Download the
Fishbowl app

See what’s happening in your industry
from the palm of your hand.

A phone with Fishbowl app

Send download link to your phone

OR

Scan your QR code to download
Fishbowl app on your mobile

By continuing you agree to Terms of Use and Privacy Policy.

Messaging rates may apply

Download app

Sign up for free to view this conversation on Fishbowl

By continuing you agree to Terms of Use and Privacy Policy

Already have an account? Log in

Sign up for free to continue using Fishbowl

By continuing you agree to Terms of Use(New) and Privacy Policy(New)
Messaging rates may apply

Already have an account? Log in

For account settings, visit Fishbowl on Desktop Browser or

General

Legal