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Cisco interviewed me for 3 months for a couple of roles and then offered me comp that is considerably less than my current comp for a product manager role!! They also said its cisco policy to not offer rsu for mcol cities. Rsu is apparently only meant for candidates in hcol cities.
Need to punch a bag every day for several days to get over this bs.
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Bowl Leader
Hi fishes,
I have joining in ibm on 29th of July. Today I got a call for project interview, seems it’s a support project and I am not ok with it.If I mention like anything like not interested for this project will it affect my joining? Please let me know. They have scheduled interview on Friday. IBM
Hi Fishes
I would like to know about the client interviews (especially in data science or machine learning roles).
Are these interviews tough?
Are these interviews meant to assess technical knowledge? For example, what is binomial distribution, what are different data structures in python, ml algorithms etc.
I would request each of the nagarrians to share their thoughts irrespective of the technologies you are working.
I am thankful to you for taking time and helping me out.
Nagarro
I'm looking to find a job like the Forward Deployed Engineer role Palantir Technologies in the UK.
I have become hooked on finding a job that involves solving the kinds of problems they presented during their interviews. Although I got to the final round my performance anxiety got the better of me (I think I wanted the job a bit too much...). I will reapply after working in a similar company.
Is it "deep tech" / "data science" or "smart enterprise" that they're doing? Any advice welcome.
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Why this group is so silent?
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I have had the best luck when interviewing law students from low ranked schools. More of them seem to have the grit needed to practice law than lateral hires or law students at more prestigious schools.
Not even low rank... But top 50 ish state schools can get you kids with solid academics and good work ethic. We get better candidates out of Ohio State than we do from UVA or Washington & Lee because you get more blue collar kids. Just be sure to get a writing sample
Good associates are built. They do not come fully formed. Find a smart person who you like and teach them.
I agree with this. Esp if you find good law clerks with work ethic. Then you mentor and teach how to succeed in your firm. GL
OP, I sympathize. Sometimes when you find the smart, savvy person with passion they view your firm as a temporary gig on their way to something else. The main thing I have learned over many years is not to put up with poor performers. We can tell very quickly when there are issues and we address them right away. Some are able to turn it around and that’s the goal. But the ones who can’t are gone in a year. (We aren’t heartless, we always give people an opportunity to find something else while technically employed.) Then it’s back to the lottery to see if the next one is better.
We have been struggling with this exact problem through 3 associates over the last several years. It would appear that the fields are close to barren.
We have found that summer interns are a great investment. We hire many and offer only the best positions and they have proven excellent. I am 60 but I don’t agree that today’s young lawyers lack passion. You can find them and if young lawyers are challenged and rewarded and not just relegated to research they can shine!
Start interviewing military veterans. Not former JAGs, people who served and then went to law school.
I'm not military but we have success with ex military, former college athletes, and people who worked tough jobs between college and law school.
I think there is too much ‘noise’ especially on social media about being a leader, a boss, having a side hustle, etc. and also ‘having it all.’ All the new associates seem to immediately want ‘leadership’ without knowing what it truly entails, and without practicing law. They want to go to courses, conferences, have speaking gigs, and networking but don’t realize that in order to have something true to say about your skills, you have to put your head down and practice law. I always emphasize the ‘practice’ part because I know I really didn’t know what I was doing for years and it was only by trying, shadowing other attorneys and really putting in the work that I learned what to do. They just don’t seem interested in that part.
P10, that’s hilarious!
I like to ask people what they did before law school. Someone who is K-JD and really hasn’t worked may not know what it takes. I like to see someone that always had something going on in their life whether it was part time during school or otherwise. I like these to be legit jobs, not something where they interned for a parent or something like that so I try to dig in a bit.
I’m having no problem find those type of associates. Are you trying to find them with a particular pedigree such as: school, rank in class, law review?
Find a person from the public sector ready to retire. That’s what I did and I could not be happier
That may be a way to get an employee, but it doesn't give the firm a future. We can't really find young attorneys who are willing to own tasks and build a practice.
Seems you are interviewing the wrong people. Broaden your pool, they’re out there.
And maybe pay more?
Good ones are still out there. Getting rarer.
You will have better luck finding a purple unicorn....