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Dear Amdocs Hiring Team, Thanks for the worst experience. You guys took almost 2 months for hiring process, asked for all the documents, even shared the CTC breakup over email and at last after multiple follow ups over calls and emails, you replied by stating that "Unfortunately , we are not moving ahead with your candidature at moment." When I asked the reason, you are clueless till now what to say? You guys even don't have enough courage to respond my calls. #Amdocs #Hiring
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Company: Smarter Shows, a Tarsus company
Location: Brighton, UK
We're looking for a Marketing Manager with experience in B2B/trade show events marketing for a senior role, overseeing the Ceramics Portfolio of events.
If interested or you know someone who would be, please email CVs to ibeches@tarsus.global
Looking for some advice on the following - I want to make a pivot back to client services, specifically advisory/consulting/transaction services. I have 4 years public accounting experience, and 3.5 years manager experience within the corporate controllership function, both technical and SEC reporting related (more technical than SEC). What roles would I be a fit for? Public experience includes tax and audit. EY PwC KPMG Deloitte
1. What are the hierarchy leveles in ZS Associates (software development). ZS folks , kindly help me on the same. I am having 4 years of experience, what hierarchy band can i expect?
2. How much percentage is variable component in ZS? I come from ACN which has 21% vp component.
Is vp paid fully?
3. Also, how is wlb in zs, Haven't heard quite good abt zs wlb.. ZS Associates
I have had firm recruiters pass on candidates I submitted and then the candidate gets intro’ed by attorneys in the group and the firm has to pay me a fee. There’s nothing we can do except pitch the partners directly (which makes recruiters furious).
If there isn’t a posted need that exactly matches the candidate’s background, they won’t go out of their way to inquire with the group, even if the partner would create an opening (which I’ve had happen as well). Internal recruiters also rarely search for previously submitted candidates for new openings. In a decade, I’ve never had a firm contact me on a new opening for previously submitted candidate that is a match. You have to tell them to reconsider the candidate.
I've actually had a few recruiters follow up about previous candidates when there's a new opening, but it isn't common
You’re presuming your candidate is placeable at their firm TBH. I respond very quickly to correct fit candidates. I have some external legal recruiters that have sent me some really bad candidates that have soured their own reputations (we’re talking candidates that weren’t barred, or had lied on their resumes that fell apart in the callback).
Not saying that’s you as it’s highly unlikely that’s the case, but I’d look at the candidates you’re sending if the internal counterpart isn’t responding. May not be what they’re looking for, or you just don’t have the right read.
I agree internal recruiters receive lots of "spam." To be clear, I am referring to when you know there is interest, but you go weeks without hearing anything and when you follow up they magically are ready for next steps. What incentivizes them to keep the momentum going and not risk missing out on the candidate?
This feels much more like a hiring manager/partner question than an internal recruiter question. I feel like the internal recruiters in big law generally are very responsive but they can only get the candidates in front of the hiring partner they can’t push them to interview or to make a decision.
Partners are busy, so a good internal recruiter keeps everything moving along