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Hi Fishes,
I Will be Joining PWC AC B as SA2 on Sept 2,2022. Just want to know about Appraisal cycle. Is it Mid Year or Annual appraisal process. Also, will I be eligible for next appraisal cycle ? Tried asking the same Question to HR, but didn't get a proper response. She just mentioned as per company policy.
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What are you guys buying Prime day 2021?
Tata Consultancy I am a manager in Capgemini... have an offer frm TCS. the designation being offered is Assistant Consultant.. 9.8 years experience( 5 yrs with Cap) Even though I am getting a package of 25Lakhs.. it seems like a demotion in designation.. Cg has offered to match upto 23.5 lakhs.. Is it worth moving to TCS on this grade? My primary reason for moving out of Cg is i m bored of beauocracy and WLB at current project. Is it a good idea to still switch with the counter offer from Cg Capgemini Tata Consu
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I think the best way is to ask about the things that you know can contribute to a place feeling like a sweatshop. Like - “what are the clients like that I’d be working on?” Or “how many people are being hired for the team right now?” Or “do you have enough sewing machines for everyone, or do we work through the night to make sure we meet our tshirt output goals?”
A few weeks ago another FBer wrote that when the interviewer asks about their weaknesses, they always respond “my brain really shuts off at 6pm.” I thought that was pretty good.
Ask them to talk a little about their creative development and brief process. If they struggle to define it or it’s loose, this is a sign of danger. It would be an indicator that they don’t have control/visibility over the most expensive asset.
I recently interviewed someone who handled this well. I asked what they were looking for in their next workplace and they talked about the lack of work-life balance in their current role, and how they wanted to fix that but of course realized there will still be situations that require long hours.
I respect that honesty and feel the same way. If I worked for an employer where long hours and late nights were the norm, I wouldn’t hire a candidate who expressed looking for balance.
I’ve generally found that there are two types of clients: big National/global accounts where your work is seen and everyone recognizes your brands and you try new things and there is very little work/life balance… and the other kind: smaller clients with smaller budgets who tend to have positive relationships with their agencies and your work is more limited in scale and you get to go to that 6pm spin class.
Ask them how “nimble” you’re going to have to be
Wait until you get a job offer in hand, then follow up with your interviewers
Fascinating 🤔
Chief
If they email late at night
I made it a point to ask about the number of accounts people usually work on.
Most of the interviewers kind of understood where this was going and would instantly breakdown the distribution of work.
Some would then ask if I am okay juggling more than a couple of accounts depending on the workload. This was always be a red sign for me. Because they're already expecting nimbleness and there's obviously a lack of structure.
I would rather they told me a ballpark number.
My current CD had told me "Hmm we mostly see you working on this one account. But there will be a second one divided between you and someone else once you get comfortable"
And that is exactly what happened.
Glassdoor is pretty good. But be cautious of places that have a lot of reviews from new hires/interns. Sometimes agencies “encourage” them to write reviews that are not balanced at best and disingenuous at, well you get the idea.
Rising Star
Talk to the people who do the daily work, not just the people doing the hiring. They’ll tell you.
Ask how many clients/accounts you will work on at any given time.
If you’re talking to a recruiter from a sweatshop they are going to know how to sell it to candidates and make it not appear to be a sweatshop.
Do the people who interview you seem really stressed out? Does it seem like a burden to fit in another meeting to interview you? Are their questions generic and it’s seems like they need a body vs your talents? Are they in crisis mode and have to hire immediately?
All signs of an agency run like a sweatshop.
An agency not run like a sweatshop hires proactively for the right talent to build the team, anticipates a big workload and plans for it. They know less stressed, happy people make better work.