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Interviewing with Apple next week for the roles of Global Supply Manager (GSM) and Worldwide Procurement Analyst in Austin. Does anyone have any tips or advice for the interview? What kind of questions do they ask?
Also, what’s the compensation like in Austin specifically? I would think the compensation would be different than Cupertino. Anyone have any offers or salaries for these positions in Austin?
I have been reading a few articles talking about how FAANG isn’t as lavish as it used to be. My first question is if that is true? If it is true, my second question is what companies out there have the pay, benefits, and perks like FAANG? My last question is if it is as difficult to get into those companies? Facebook (Meta) Amazon Apple Netflix Google
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Facebook (Meta) Product Management (IC5) or Google Cloud Marketing S&O/ Annual Planning (L6) role if I want to eventually be working on Product Strategy for consumer tech?
Heard it hard to pivot from Google S&O to Product Strategy even with 20% projects internally…
Facebook (Meta) | Google
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Any one working in Emirates NBD in tech roles?
Thoughts? What could be going on here?
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What is first year partner compensation?
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This is a 1+2 4 week engagement, I’ll send you pricing
Mentor
- Mutual Development Agreement written with direct manager before every case, committing to develop 3-5 strengths and areas for development in speechify ways
- Informal biweekly feedback with direct manager on strengths, weaknesses, specific development opportunities
- Post-case (or every 3-4 months) formal feedback from direct manager with MDP approval of draft and Talent calibration. Overall 1-5 score, sub scores and in depth qualitative feedback on 7 key areas, 30-40 sub-sub score dimensions, 4-point “Staff again” question
- 2x/yr Career Development Committee where you’re placed on performance/potential matrix relative to standards for your tenure (eg 12-18 month C2). Includes pre-CDC meeting with Career Development Advisor who solicits downward and upward feedback beyond what’s in reviews.
- Output from CDC includes comprehensive summary and development plan delivered by CDA and debrief/discussion. It also includes a very clear statement on promotion timing, even if you’re 18 months before the window.
- Promotions (A to C, C to PL) are recommended by CDC and ratified by MDPs. They are are more or less rolling (you can be re-evaluated every 3 months between CDCs). There is some flexibility but also a strong median/model tenure eg PL to P at 18 or 21 months is “early” but common for high performers, “on time” at 24 months, and late at 27 (or very rarely 30).
- Base fixed by level/tenure and automatically adjusts on promo and/or anniversary date.
- Bonus range is well known internally, with target and max increasingly with promos and tenure. Placement within the range is closely linked to matrix placement.
That’s a lot!
Interesting. Pretty similar to McK except that we don’t have a formal end-of-study feedback and our ratings determine base for next year and bonus. We only get ratings at EOY, so the mid-year review doesn’t technically count.
Yes - that’s true. It’s not a committee. Your “staffer” decides on your designation, alongside your “evaluator”. You don’t have to do 2x EM to get designated. There’s no formula - it’s when the “staffer” believes you are ready and attractive to studies as an EM (e.g., teams are willing to pay Manager per diem for you).
Interesting. Don’t have much time so I’ll just speak to the review process for now - we get reviews after each case, then an agggregate “PD review” (basically a cover letter about overall performance, with all of your case reviews attached as supporting info) every 6 month review cycle. For cases that are longer, you’ll have a review triggered every ~3 or so months so there are enough data points for your file.
Each case review has a rating attached (you get the review from your case manager, but you can’t see the rating, while your PD advisor can), and each six month PD review has a rating attached (which you can see; your PD advisor decides that using the input from individual case reviews).
You get to pick your “PD Advisor”, who’s the one responsible for that “cover letter” every six months and acts as your advocate and mentor outside of the formal staffing manager.
Feedback you receive on an ongoing basis from your case manager - generally every 2 weeks, though some like to do weekly feedback.
Base is the same for everyone of a certain tenure. Bonus is contingent on the rating for your six-month review.
Oh wow that’s a whole different world out there 😦 No wonder people say BCG is the most socialist MBB, the promotion process is VERY structured, every 2 years. Personally like it because there is no real point to competing against peers (I’m busy enough competing against the minimum performance bar), but I can see how it must be frustrating for extremely ambitious high performers
Agreed. I also think the competition is overstated at McK. My path is independent of those in my office. It’s not me against them.