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Ok be honest, candidates. I really love this set of questions, I’ve been considering shifting my current interview style to these questions - I think they really give you an idea of who this person would be within the work setting. But the questions almost feel too deep for a recruiter to ask. What would you think if a recruiter took a different path and asked these questions instead of the usual ones?
https://blog.shrm.org/blog/9-interesting-interview-questions-that-actually-reveal-a-lot-about-candidat
Mentor
The longer you stay, the more you’ll make in industry. I did get a pay increase in industry and have great WLB, but if I had stayed until EM or AP, I’d be better off.
It’s literally the “will you put up with X for $$$Y” problem from elementary school yard discourse, but with higher stakes.
Thanks, appreciate the reply.
I would say be patient. You have a long career and things oscillate frequently. Don’t be discouraged by first year (which could be hardest). Also don’t assume your first year at new role would be easier than second in your current role.
This makes sense to me. However, one of my concerns is that even if the second year is easier (and therefore maybe I work 50-55 instead of 60-70 hours per week), they just provide more responsibility or a more demanding module. There’s always more work. I’ve seen this all the way from managers to partners talking about “16-18 hours of meetings everyday this week”
Maybe this is just me realizing it’s not for me long-term but appreciate both replies so far and think patience could be the best play for long term benefit/opps at least. I will probably still pursue some reach roles because why not.
Truth is lots of our senior people are work martyrs who work themselves into the ground for no good reason. You can definitely do this job at 50-55 hours a week consistently if you’re good - just need to figure out ways to set boundaries and avoid the work martyrs.