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Wanted to highlight Prudential Financial’s hiring practices. They rescinded my offer once I attempted to negotiate the salary. The official reason given was that I didn’t “sound excited enough”.
They then admittedly gave the offer to someone who was less qualified. There were other red flags throughout the job offer process that the HR team should overall be ashamed of.
Meta technical solutions consultant interview prep - can someone let me know if they have gone through the technical rounds for Technical Solutions Consultant role? Can you share what to prepare for since it’s not a data science type of role so most likely not hard level MySQL questions. Any specific types of queries that I should learn? Thanks!
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I was once in an interview and realized fairly early that I was probably wasting my time. But I stayed professional and friendly throughout. I figured I was there, I might as well hear them out. Plus, it would have felt awkward and strange to get up and leave, even though that might have made logical sense.
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That’s a fair point. Once you are already in the conversation, hearing them out can sometimes give more context about the role, future growth, or total compensation. I’ve also seen cases where the base looked low but the full package closed a 20 to 30 percent gap through bonuses or equity. Still, it can feel like a sunk cost when you sense early that the numbers are far off your target.
In your experience, have you ever stayed through the full interview and later discovered the total compensation was actually closer to your expectation than the initial signals suggested?
I've gotten that sense before myself. I've always just politely heard the interviewer out and asked for clarification on the range for the role before the end of the interview. There's no point in me wasting any more of either of our time if it's a number I'm not willing to accept.
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I agree that asking directly about the range before the interview ends can save time for both sides. In my case, the signal I picked up suggested the gap might be significant, something like targeting 150k while the internal band might be closer to 100k to 110k. At that point the challenge becomes balancing professionalism with being practical about everyone’s time. Do you think recruiters should always confirm the compensation band in the first screening call to avoid situations where candidates only discover a 30 to 40 percent gap several rounds later?
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I've had a job interview where 5 minutes into it, i know I don't want the job or where you know you're doing so badly you wouldn't stand a chance of being offered it. I always finish the interview and put it down to experience