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Friends - I am looking for the perfect fit for a Manager role on my team! The right candidate has experience with measurement of owned social channels, influencer and earned. Bonus points if you have social listening experience or you love to stroll the isles a certain retailer when you’re feeling sad.
https://jobs.lever.co/djeholdings/280d515c-3e04-4c01-b639-0967b815fe84
Anyone else getting screwed by the FB/IG API???
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We work a job to get paid. Most people don’t get paid based on loyalty.
If a company wants my skills and they come knocking, do you expect people to just sit there and not take a higher paying job?
I wouldn’t have 2-3X my earnings if I cared about my company’s loyalty. I come to get the job done and what is asked for it. They entice me to stay longer with signing bonuses and vesting periods.
I'd evaluate it but yeah usually I don't find myself impressed by the people attached to those resumes.
That said I'm also one of those resumes and I'm borderline-diagnosable impressed with myself.
Yes. It’s a red flag. That doesn’t mean there may not be good reasoning—ask, assess and make a decision. 5 in 6 years seems like a lot, but put it into context, and also weigh if their value and positive impact is worth it if they also leave in a year.
This is a good take. The candidate is obviously oriented toward moving on, so just ask yourself if 9-18 months will be considered good value received. If it is internal facing, it may not be an issue, but if it is a client facing position you may be faced with the “too much turnover” discussion.
If you speculate without discussing it, you are projecting a judgement on a situation you don’t know about. All that tells you is that you’ve got something to ask about. Take it head on
Yes, I'd take it as a red flag. A resume like this could indicate a few scenarios I can think of:
1) The candidate is a weak performer
2) The candidate is a strong performer in high-demand, but will likely leave in a similar timeframe
3) The candidate is bad at picking companies/roles that fit what they're looking for
If I needed someone to work on a 6-12 month project but didn't see needing their skills long term, I'd consider them. If I had no other candidates in the pipeline, I'd consider them. But if I had other strong candidates, I would heavily consider their work history as a red flag.
I mean, who wouldn't favor candidates who've proven they can make it a few years all other things being equal?
I guess the big question here is what are the levels of these roles?
If it's a promotion each time, that might indicate they're looking for the next thing, talented and know their value but may not stay long.
If it's the same level, it might indicate there's a larger problem beyond cultural fit (aka ability).
Either way, each likely carries its own red flags and is worth discussing more in depth
I guess it depends on the reason but if I was interviewing someone I'd probably try to see why they made those jumps. I know someone who now works at Snapchat and has made that many jumps in such a short span. I guess all's well that ends well
If the 5 jobs in 6 years were independent contractor roles for major change management type projects or programs, then ideally the candidate should have just listed them all under “Freelance Consultant” or under a single member LLC name (if he/she actually incorporated one to receive freelancer/1099 income) to emphasize that he or she was helping firms get to the positive next level within the last 6 years.
That in itself may not be taken negatively, and the candidate can emphasize that he/she is now looking for a long-term team home for his/her presumably wide & deep range of skills, experiences, and relationships from all those hopefully positive engagements.
However, if these 5 jobs really were W2 full-time roles w/ benefits (which means past employers sincerely wanted to invest in the person’s long-term growth w/ them) yet the candidate leaves yearly for a new role, it does merit some further digging.
Were the moves about rapidly assuming higher pay, responsibility, & title each time?
Or were these moves just to lateral or even lower roles?
Strictly speaking, most professionals who are not entrepreneurially self-employed tend to do their best to remain loyal to team cultures that best suit them, to rise up the ranks & earn well-deserved equity & benefits as they stay longer to grow the business well.
If this candidate is a strong performer w/ lots of positive word of mouth about his/her work, by now he/she should be independently wise enough to incorporate his or her single member LLC to be his/her own contractor or boss commanding well-deserved higher rates that can afford health insurance, 401K build up, etc. without heavily relying on being a W2 anymore.
However, it sounds like this candidate wants to be a full-time W2 employee w/ benefits and may not be all the entrepreneurial.
Thus, if an employer does not want to have to worry about training someone else 12 months from now to do this person’s job, then the employer should insightfully ask the candidate what really drove all these job changes, and the References should be checked out.
I know a lot of HR are instructed to just merely confirm employment start & end neutrally. The candidate ideally thus should present other References who can honestly attest to the his/her character & professionalism.
If the candidate has no legitimate References to offer, that in itself is another red flag. It strongly hints that the candidate being in the habit of not really forging constructive relationships and may just be a mere “basic survival paycheck” or “always the next big pay bump up” employee in an industry that may not be his/her best-fitting niche to begin with.
Like what others have said, such a candidate may not be the best fit for firms that need people to stick around beyond just 6-12 months.
Obviously the candidate needs to eat & pay bills - but that has to be balanced w/ whether or not an employer can afford to give a slot to someone who tends to resign or get fired constantly.
Remember, searching for a job while fully employed can be very time-consuming enough to decrease the employee’s focus & productivity in his/her current job too.
So if this candidate likes to jump ship or tends to get fired, an employer who still chooses to hire this person better be prepared to hire & train someone else 6-12 months from now too.