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Which work-paper is "your baby"
I got an offer from UST global for 32.5 lpa (31 fixed +1.5 lpa VP) + 2 lac JB for technical lead 1 position.
Is the offer good for tech lead 1 ?
i am also holding an offer from CBRE for 28fixed +2lac JB
Could someone please suggest about work culture, annual hikes and job security for UST ??UST Global CBRE
Techstack: Java backend, microservice
YOE : 7 years
Hiring alert — Guys any developer who has some background/ experience in conducting SAST or Static Code security analysis and has strong understanding of OWASP Top10… Here is the JD Check out this job at Principal Global Services: Static Code Analyst… pls DM me for the job. Working options are Pune/Remote/Hybrid
https://www.linkedin.com/jobs/view/3228619794
Accenture hiring for following SAP AND JAVA skills experience range 2.years to 12 years. Folks who are genuinely interested in working with Accenture and looking for referral, please share your resume at helpacenreferral@gmail.com along with DOB and location preferences and I shall refer.
Job location: All Accenture delivery centers , India.
Thanks.
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ABNB @ $144. Invest or not?
29 M - Any one in Montreal for a relationship?
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You are putting too many layers of complexity into this —-you have an underperforming resource, start there. If they are a contingent worker, don’t you have a SOW to use as leverage that outlines the scope of their responsibilities? It sounds like they are performing the old job as a reflex and probably needs some time and coaching to adjust to the new role and understand both yours and the new organizations expectations. Change is never easy for organizations and there is always an adjustment period. If I were your DR, I would ask you what steps you are taking to resolve this situation, so make sure you are doing what you can to remedy the situation first (and gather evidence so you can show that there is a larger issue that is impacting business) before you escalate — especially if all parties are chummy.
This is quite a situation. I think setting expectations with the new boss as clear as possible in terms of responsibility and accountability is foremost. Then flowing those down to the DR and holding him accountable. What I just mentioned is probably no brainer and you may have already thought about it. But seriously, I can’t think of anything. Staying transparent in communication is min you can do but also document with clear timestamps and expectations that was said and what was achieved if it comes down to escalation to HR about this best friend thingy. That way you will have evidence to support. I know it’s extra work and not something you will be paid for but think of it as workplace challenge that you aimed to address
Because of the M&A, this persons best friend will now be my new boss (my DR has a best friend in my boss). How do I broach this with my new boss as this pattern will affect the business in a negative way. At the same time, I don’t want to have friction with my new DR or boss.