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Disney Streaming Services I completed my interview process with DSS early last week, and was reached out by recruiter that all rounds were strong hires, and they are extending an offer. We set a time to talk on Friday about the offer. However, the announcement of targeted hiring freeze happened on Friday. I was ghosted with no call. What should I expect now? Would I still have chance to be offered?
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I had final techno manager round which was completed on 30 Mar, and after ugadi holiday, on 6th I have received the positive feedback and confirmation mail and asked to share the payslips and relevant documents. Still waiting for the offer letter. Called HR on 20th April for the updates, she told she is working on my offer and it will release soon. Any ideas on this fishes?Cerner Corporation
I have an offer from Deutsche Bank, KPMG & Deloitte.
Keeping the package aside, which company is better in terms of growth, hikes, work-life balance?
Please share your inputs, its my first switch so I'm anxious about making the right choice. 😅
Deutsche Bank KPMG KPMG India Deloitte Deloitte USI Deloitte India KGS
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Chief
I guess it’s a proxy for seniority level inside of a role. If you are looking at a job I would say more important is yoe, and your actual skills rather than a niche title specific to one company.
I agree with this comment. As long as your experience is commensurate, your YOE will weigh more than your title.
Internal titles are usually linked to salary brackets in the system your company uses. My title in Workday populated that way because it’s the title related to my pay grade and how that was first entered.
But no one refers to my role by that title and I don’t use it on my resume.
Yes, they're important in telling you what someone's paygrade is. They're not just meaningless titles mind you
Chief
Can you give me an example?
Title on resume: Design Lead
Internal title: 2nd Vice President
Title on resume: Experience Designer
Internal title: UX Designer IV
Or like facebook/amazon's L3, L4, L6 etc
Chief
On my LinkedIn and resume, I always pick the title that will bring more recruiters and position me for a higher paying job.
Chief
Hasn’t so far. But I’m not blatantly lying or anything
Internal work titles are meaningless. Look how many "VP"s can be at a given company. How many people who are at many different positions have the title "Analyst"? I rarely use internal titles on my resume and use a title that more suits what I do. I tell others to do the same.
It matters when it comes to your pay. As for what should go on your resume, go with what highlights your skills and experience the most. That's what it all boils down to anyway.
I've had this concern for a while and found the answers in this thread. Would it also work if you choose a title nearest to the role you perform then market the specifics as "skills" and "experiences"?
for anyone else wondering/interested in this, i found an article that kinda helps:
"Larger corporations often utilize this approach to provide balance and fairness with pay bands."
"The company’s HRIS (Human Resource Information System) outlines job titles into a neat and tidy structure. The title is used to clarify responsibility, rank and assign the appropriate pay band. It’s used internally much like the company’s jargon and might even be defined in the company handbook. Those on the inside of the company know what it means. However, it’s here that the understanding ends. Once the employee walks out the company door for a business meeting, the title means nothing. Your external job title is a marketing play."
https://www.payscale.com/compensation-trends/a-case-for-having-two-job-titles/
I think the L2,3 etc., do make a difference in tech although not too many other industries use them.