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Hey, I am looking for Operation/ Audit role for USA company. Can any one help me here. Currently working with MNC whos base is managing client books of accounts, esp for USA clients. Also, have a good grasp on SALT(State and Local Taxes) for these (Sales Tax, local tax, business tax). Please DM me. Happy to work remotely or need be immigrate but would required visa support. Accenture Deloitte KPMG Google EY PwC CohnReznick Tata Consultancy Infosys Wipro Cognizant Microsoft Adobe Walmart Cisco
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Hi Fishes,
I recently got an offer for Cyber security advisory at PwC India . They gave a 20% hike on the current amount. Thing is that l, the technical interview told me that it is not a software/coding type of position and asked me multiple times if I was interested to do that. Is that a red flag?
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You threatened someone’s job and made this about you? 🤣🤣🤣🤣🤣
If you know they just need a break like you did, why not meet them half way, and try support them?
This would be funny if wasn’t so on point.
Before a PIP is ever introduced, the question should be: did this person receive the support they needed to succeed? That includes clear expectations, proper training, and consistent coaching. Without that foundation, a PIP risks setting someone up for failure rather than improvement.
At its best, a PIP should be a structured opportunity for growth, not a signal of exit. It should create clarity, rebuild alignment, and give the individual a fair path to improve.
Using a PIP as an exit strategy without genuine effort undermines trust and reflects more on leadership than the individual. We are all human, and strong organizations lead with accountability, but also with fairness and intention.
A PIP is always a tool for structured dismissal. You can’t dress it up as anything else.
Good
Giving a PIP is no bad thing , I use them when I see someone with talent but no drive ! Set it out in 3 stages and what you want to see achieved in each stage.. then support them to get there .after 3months you either have a staff member where they need to be and all is well or a staff member that does not deserve to be there ! It is all down to them , don’t be scared of it just remember to have the meeting between stages
You need to go through the NEAT process. 1. Notify them that something is wrong. 2. Explain what is wrong. 3. Assist them in correcting the problem. 4. Give them the time to fix it.
As a people-first IT & Infrastructure leader, I approach every Performance Improvement Plan (PIP) through a servant-leadership lens. Rather than a punitive tool, a PIP becomes a supportive partnership: an opportunity to listen deeply, remove obstacles, and equip the individual with the clarity, coaching, resources, and training they need to succeed.
I co-create measurable 30/60/90-day goals together, schedule weekly check-ins focused on progress and roadblocks, and maintain psychological safety throughout. My role is to serve—clearing barriers so they can thrive. This approach turns potential setbacks into genuine growth, strengthens trust, and consistently delivers higher retention and stronger, more engaged teams.
Wow... That sounds like a bunch of crap.
>does it ever get easier?
Yes, just hold you soul under water until it stops making noises.
PIP's should never be "paths to exit", they should always be the path to stay. If the individual cannot maintain the conditions of the PIP, then they do not deserve to be there anyway.
PIPs are survivable.
They should managers and executives on PIPs. But that will never happen.
PIP?
I promise they are more stressed than you are. You had to do your job and cover yourself so no shade on you. I don’t work there but if you are posting this I doubt you are conniving vindictive manager. Keep it business let the cards fall where they may.