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I applied with EY for a Senior Manager role I had my first stage interview with a senior manager, which I thought went well as I got the partner interview 2 weeks later, and said I'll be contact within 10 day HR. This did not happen so I chased up. Today I received feedback from HR stating that the senior manager, who would have been my peer, said I didn't have enough experience. But the partner who I would have been working under did like me.
Is this normal with EY recruitment
I gave interview in Amazon and cleared all the rounds , then went on hold and still on hold due to hiring freeze in that departement. HR does respond and update me when reached out.
Interesting thing which happened here is iam cracking each every product based interviews now after my tough preparation for Amazon and getting higher packages than what Amazon would give. So whatever happens , happens for good. Cheers Amazon
Don't be sad that you couldn't get through a FAANG 🤙
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I am following professor Aswath Damodaran's blog since long. Professor Damodaran teach Corporate Finance and Valuation and is well known valuation guru. Here's the link to his blog -
Musings on Markets (aswathdamodaran.blogspot.com)
His writing and videos have been great source of knowledge for me and hence sharing with this group.
I have 5 years of experience in 3D design & operations. I accepted the offer of 10L from Accenture to come on notice period (90 days). Now John Deere is offering 11.5L based upon Accenture office. Having global economic slowdown in consideration shall I take this offer? Accenture John Deere
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Hey guy, I have this book out. Wondering if you could help me spread the word. It teaches you how to write KPI’s for an IDB perspective. I am in the market to switch career back to my original so I am open to assist especially non-profits address their data issues. Anyway guys if interested send me a DM. https://www.amazon.com/Key-Performance-Indicator-Development-Guide/dp/B0B5K9W5JC

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Call it fall festival w an optional costume contest/ potluck/ candy exchange. Same w Holiday Festivities w options to gather for dinner, gift exchange etc.
We have a big family Halloween party at the firm and everyone dresses up, passes out candy to the kids, we do pumpkin carving in the boardroom, and serve up a themed family style meal in the kitchen with great desserts. Huge hit every year. Had 150 people attend last Thursday.
Some people need to chill.
Can you give us an idea of the kind of decorations you plan to use?
I like the fall fest idea a lot. And, Halloween can be a very good opportunity to teach about the differences between it and Dia de Los muertos. They are not at all the same and many folks I know are bothered by how conflated they are. So, take the time to put up an offrenda AFTER Halloween and use it as a cultural lesson.
The issue with many inclusion policies is that they are inclusive. Unfortunately this means that ALL perspectives have to be considered, not just the ones we like. This is often what people mean when they refer to “slippery slope”. What some see as fun, others seem as offensive. In more instances than we realize.
In today's climate, we often have to err on the side of caution and be preventative as much as possible. I can definitely see your new coordinators point and I agree with him to some extent because you don't want to run the risk of offending someone and having it escalate. See if you can meet in the middle with maybe a toned-down version of decorations etc. Talk with the coordinator to make sure it is cleared though.
Could someone explain how Halloween is offensive?
Thanks for this. I really value everyone’s views on this. I see inclusion as an additive practice of broadening everyone’s understanding of each other’s cultures, meaning that we acknowledge everyone’s holidays (not just “western traditional” Christmas and Easter) and meaningful days. Avoiding Halloween because some people don’t like it or choose not to celebrate is subtractive and seems like the opposite of inclusion. For example, Jehovah’s Witnesses also do not celebrate birthdays. Does that mean that, by the Halloween logic, we should also stop celebrating birthdays in the office? If there is a JW child in a school, should the school stop acknowledging all birthdays? I don’t personally celebrate Kwanzaa, Eid, or Easter. Does that mean colleagues can’t acknowledge those days at work and celebrate in my presence?
Looking to food as another example of additive inclusion, isn’t it better for an office canteen to offer kosher and halal options for anyone to enjoy, alongside other options, versus telling everyone that they can’t bring or eat food at work that isn’t kosher and halal because some people eat that way?
I’m really trying to learn and engage in dialogue here. I’m a DEI lead in my org and willing to change my mind when I encounter new facts and perspectives. Not trying to be an annoying devils advocate or to put labor on others to educate me.