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Resume keeps getting rejected at Atlassian
I recently applied at multiple positions at Atlassian but my application keeps getting rejected. Before switching to my current org , i had given Atlassian interview for frontend in April and i using the exact same resume just with the update of current org. I Had cleared all rounds back then but was rejected without any feedback i am confident i will clear it this time can someone help me with the resume review?
Atlassian
Can anyone at Amex share my resume in their team to directly start the rounds of interview? I have tried for referrals through linkedIn and did not recieve any call from the HR.
29th Apr is my last working day in my current organization.
Tech stack: SQL, Tableau, Python, Excel, Powerpoint with more than 4 years of experience. Currently have an offer of 23 LPA fixed. Fixed anything above this or equal to would work. American Express American Express India Campus American Express Global Business Travel
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Hi sharks your help needed,
Is there any opening for Kolkata Location for Deloitte ?
YOE 2+ ExTcs, currently in Axtria working as Data Analyst, Ready to work on new tech stack
Skills known - Sql, jira ,jenkins, java, Excel, FTL, Html, css, bootstrap , python & angular( beginner lvl) , Agile methodology, SIT testing
Please help me out.
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That's been the normal for the last decade or so. When companies decided to start treating everyone as disposable and slash benefits and stall pay and promotions, people decided to stop providing one-way loyalty.
It means something to me. I’m not interested in spending 6 months of time training someone on a complex system/processes just to have them leave in a few months. Then do it all over again with the next. 3-5 years at prior jobs is the ideal number.
I think it’s a testament to the current job climate- poor pay, poor culture, employers not standing by their promises made during the interviews and the employee losing patience (rightfully so). I think it’s an opportunity to have intentional conversations with the candidates to see why they’ve jumped so often
TAMRTA1 one was a maternity leave cover contract that got extended. She quit all of them
It depends why, if it's clear progression (in role or size of company) or there's been a relocation, I think it makes sense. If they've just been bouncing around in effectively the same role then it could be a red flag.
There's a trend of managers over promising at interviews (especially training and career progression) and under delivering, so staff get frustrated and leave.
Personally if they gave the right skill set and good attitude, getting 2 years out of a quality employee is better than 10 from a crap one.
That last line is really all that matters. 2 years from a good employee is awesome. I’ve gone above and beyond constantly in my role in the last 2 years. I am blowing employees that have been here 6+ years out of the water in all areas. They don’t care to refine, learn, or grow. That is one of my biggest drivers. I’m interviewing now for a next step up and keep being told to wait. People that wait don’t get the skills, certifications, and experience I do.
So many people leave to get raises. The loyal ones aren’t always rewarded with the same level of pay.
My clients are not fans either. Job changes can be common for consultants, and in some major metros like D.C. where funding changes based on government/politics.
The challenge is it doesn’t always mean someone is unqualified or there could be a very good reason for it. Otherwise it’s a red flag to start.
Yes. Yes they do. I’m not rushing to hire them, and if I do, I’m focusing on developing others.
You’re truly missing out. They are a “flight risk” for a reason. If you want people that stay compliant and comfortable than you have people that don’t hone skills, embrace experience, or grow. Sure your team saves money on those loyal employees that aren’t being paid appropriately, but now you have employees that do the bare minimum, take their time accomplishing tasks, and don’t see the value in learning beyond the requirements. That’s how you get a stagnant team and I’m sad that you’re a vice president cause it shows a systemic problem.
I have lost opportunities due to this fact, but I've also had my skills and exposure add up - which still makes me a valuable candidate. It's a balancing act for sure - but it's not without risks (the jumping)
Also in line with other people's comments , what is the reward for staying loyal these days? Especially if you're not growing up, you likely have stalled your career growth and companies have no loyalty. I think if there was some long term end game and true value the company brought to your life, it's worth staying, but you shouldn't just stay for the sake of staying. Also important not to get complacent, because I'm sure there are 100 people that would now love your job. It goes both ways
No, this is the new norm, especially in consulting and tech. If employers continue to churn employees and invest nothing into their development or into keeping them there, I see no reason why employees wouldn’t be doing this. It’s an easy way to build a larger portfolio of experience and skills and has allowed me and other friends to make salary jumps and contributions to companies not accessible otherwise.
From the hiring side, I want to bring in employees who have had exposure to different industries and teams. There are some skills you can only build through experience. I’d rather hire a consultant that has seen 4 progressive projects in different fields in 2 years than someone who’s been with the same company for 5-10 years. Shows complacency at worst and lack of too many challenges or growth in skills in general.
I know the first candidate is a hard worker and a learner and someone I can throw into different projects or work, and they’ll pick it up. I tend to incentivize these types of employees to stay with no hard feelings if they find something that advances their career further. Talent is still in short supply and a valued commodity at the end of the day.
You would think so, but apparently it’s acceptable now. I’ve interviewed with people who show 6 jobs in 5 years. It seems like a tedious flag to me, but I guess to each their own.
Yes I would not put those people at the top of the resume pile.
I’ve had 3 jobs, 6 years each and is not getting me hired so that must not be a factor
👏👏
Have been switching companies every 3 to 6 years, it was still very time consuming to land a good role with decent benefits.
For me it’s only an issue when they have the short history and gaps in between, that tells me there are issues. If they leave one job to start another, I’m fine with that.
Not at all. For many positions, 2 years is a good run. My sales positions are different because we spend about 4 months training them. I typically work at smaller companies and the owners have a different idea of turnover. Unless the employee sucks, they think people should never leave and many take it personally and get offended when they do. They don’t understand the benefits of attrition. Personally I have found it immensely helpful in my career to have worked at so many companies because I have learned a ton at each and I take and use that knowledge and experience at the next company.
See I’m a millennial and I am proud that I came from 10.75 to 29.50 in 3 years. I had the skills, the knowledge, and the courage to jump when a new opportunity comes along. All of those saying “I wouldn’t look at those people”, you’re missing out. They have mastered skills that you can never dream of. They know their worth and they know what they can bring to the table.
It's hard to leave and start over! It's definitely its own type of skill
What niche do you support?
That's the new norm! I've had older relatives warn me about seeming like a flight risk, but I think that's a thing of the past