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Although Amazon has instituted a hiring freeze and layoffs are probably on their way, I went through the loop for a security engineer position at AWS. Before I attended the final interviews, Amazon placed the hiring freeze and called me to ask if I wanted to go ahead or cancel my application. I decided do go ahead Right now I'm waiting for their response and the position I applied to changed from "under consideration" to "no longer under consideration". Thoughts?
So I've had 2 hiring managers and several recruiters from Amazon reach out to me about applying for some open positions with the company (android). I completed the coding assessment and now they want me to go through a round of 5 hour interviews next week. Is there a good chance I'll be hired if engineering managers are reaching out to me? I'm really not sure how badly I want to work for them and I don't want to be laid off months after being hired on. Anyone know what Amazon hiring is like?
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Let's at least get the facts straight. Layoffs are occurring for two reasons- 1. We haven't seen the attrition that is typical for the industry / what was in the plan for this year so we are overstaffed. 2. The market is softer than our growth targets, again: making us overstaffed. Political uncertainly (particularly for highly regulated clients) isn't helping anything because some clients are opting to wait on major decisions until after November. This said, 1 and 2 performers are safe- there is no reason as to why the firm would separate its best people. New hires are also safe and offers aren't going to be rescinded. 3-Performers are where it gets tricky based on where you fall in the distribution. Top of three, safe. Bottom of three...that's anyone's guess until the market picks up again or until we get down to a sustainable number of practitioners. As for getting "pushed"...each consensus is a new ball game. While each of us may have been highly ranked in the past doesn't mean we're guaranteed equally high ratings the next year. It all comes down to your impact as compared to your peers, so even if your metrics (utilization, PEs, internal initiatives) were at the same level as the year prior, your peers may have outperformed you.
@D13- not a ppd but took advantage of a senior partner with a national role being in the office last Friday to ask some very pointed questions. I trust what he said and verified it with a few other PPDs. The only people I know of that were separated pre-consensus were 3 performers, the most recent round (per Friday's conversation) were 3s. Had it been a different economic climate, they would still be here, but unfortunately, that isn't the case. Curious about the 1s & 2s you mention- can you verify that they were actually 1s & 2s (especially since Greenlight hasn't happened yet) or is that speculation? One thing that may drive the 1&2 separation perception may be if they were GSAPers. From personal experience with HR, I can verify that GSAPers are being asked to leave if they aren't staffed. GSAPers aren't being separated though- it's moreso that their end date has to occur within 2 weeks of hitting the beach. I was nearly in that boat so I found myself another project to get me to my desired end date :)
What's most concerning is the total lack of transparency around layoffs. Do leaders think if they don't talk about it, no one else will?
Notice correlation between deploying encryption software to disable external hard drives and rounds of layoffs. Well timed so that no intellectual property can move on. Smart.
I'm actually angry that my counselee who got a four with solid rankings from project and good chargeability. Process this year is totally fucked.
D4 I agree/ they are creating a bad taste in the mouths of people who eventually end up as client side buyers.
Total irony considering the all of the damn "reinventing performance management" calls put on our calendars for like next week...
God bless those here on work visas. They will have a whole other host of stress that citizens don't have to. This sucks.
I honestly can't believe after the year we had last year Deloitte is pulling this, I heard layoffs were coming from my counselor starting in March. But had no idea it would be almost every border line 3/4 and below. I know I was pushed from a 2 to a 3 this year which I was pissed about but now im happy if I survive this. I'm afraid to check email these days.
TSA pushed down also. I was on S&O calls
So... Deloitte let 5% go in Feb/March. At YE a strict curve was enforced and bottom 10% were 4s. I just can't imagine they are letting go anyone but current year 4s and non-promotes. I know it's a difficult climate but letting go more than 15% of your workforce in 3 months is just ridiculous.
This is truly one of he worst days of my life. Getting laid off sucks.
This is why I'm quitting lol
The problem about talking about it is that you tell your staff that there is a problem. This way they create some noise but don't admit to anything. Also a bunch of people out of FB probably don't even know that it's happening. In any case, the issue is that there are a bunch of people that haven't been leaving the firm (i.e. The up or out hasn't been enforced) due to normal attrition, and the people who have left are the good ones. So basically we are a bunch of underperformers. #purge
D11 you know your rating? I thought counsellors haven't received green light yet?
Jesus. Sorry guys. I hope it gets better for you. Having been in the same position recently, it's stressful as shit and seems pretty arbitrary. Didn't get laid off, but my utilization wasn't as high as i would have liked, and felt like I was on eggshells all of 2016. Best wishes. Stay strong Deloitte friends
@D15, I had all 2 PEs this year with super stretch roles and got pushed from a 1/2 to a 3 because of "firm initiatives" according to my counselor (got a 1 last year so a 1 or 2 should have been pretty doable). When I told my current SM that I was likely getting a 3, she started calling people from my local office to see wtf happened. Looks like they are reaaaallly cracking down on the ratings
For those just joining us, welcome to the reality of consulting that you've been insulated from by a good stretch of high performance. For those people not being laid off, would you rather dilute the bonus pool with a bunch of people on the bench that aren't contributing?
Totally agree with D4/PWC1
They are scheduling in-person announcements at offices to discuss this. Of course it's the Friday before holiday weekend....