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PwC 🐠, I interviewed with the firm about 6 months ago for a Senior Associate position on the forensics team. I wasn’t extended an offer because the position was given to an internal transfer, at least what I was told. I tried reaching out to the recruiter I worked with last time but the email bounced back and wouldn’t be delivered. I was hoping to see / reapply if the group still was looking for seniors.
In your opinion, would it be best to reapply as a cold application?
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Not disclosing is not the same as being dishonest, and as nice is it would be to use that as a filter for your workplace, not everyone has a ton of new opportunities. I am thinking keeping it quiet won't hurt her chances, but disclosing it could. A good employer who passes the "filter" should understand the world and challenges pregnant working women face and would understand not discussing something that *technically* shouldn't be a factor for hiring.
I consider a pregnancy to be something you keep to yourself (in a multitude of situations, not just professional) until you’re at the 12 week mark. Anything can happen until then; my vote is for keeping quiet: if you get the job it’s because you were the best candidate… so they should be happy to support you. Congratulations btw!
Ps At 7 weeks many people would wait to tell family given high miscarriage rates at this stage so again no reason to share.
You don't have to disclose, but I wish my candidate had as a courtesy.
She told me on her first day that she was due in a month. The challenge was an existing writer on my team was already going on pat leave at the same time. He, too, was a new hire. The difference is he disclosed in his interview, which allowed me to get advance approval to hire a freelancer to cover his time off. Because she didn't tell me, we ended up having to scramble.
Totally understand her trepidation about disclosing, but it wouldn't have affected our decision. What it would have done is allow us to have more time to plan and ensure other team mates aren't burdened by the additional workload.
Whatever you decide, best of luck!
Getting coverage for employees who are suddenly out is a normal part of business though. If somebody on your team was in a car accident and had to be hospitalized for weeks, you'd be in the same position.
Best to always be prepared for coverage when you need it - keeping your freelancer list fresh and building your network, and training people to cover for each other - so you're always ready and don't end up unintentionally discriminating against somebody who needs the time off for legit reasons like pregnancy or disability.