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Disney Streaming Services I completed my interview process with DSS early last week, and was reached out by recruiter that all rounds were strong hires, and they are extending an offer. We set a time to talk on Friday about the offer. However, the announcement of targeted hiring freeze happened on Friday. I was ghosted with no call. What should I expect now? Would I still have chance to be offered?
Wanted to highlight Prudential Financial’s hiring practices. They rescinded my offer once I attempted to negotiate the salary. The official reason given was that I didn’t “sound excited enough”.
They then admittedly gave the offer to someone who was less qualified. There were other red flags throughout the job offer process that the HR team should overall be ashamed of.
Looking for a role as junior software engineer.
Hello Everyone,
- I am looking for a part-time/full-time role as a software engineer. I have Bachelor in computer science.
Pros: Self learner.
Cons: Take too much Tea.
Comfortable:
- Typescript/Nodejs
- Reactjs, tailwindCSS
- GraphQL
Intro and done some work in following technologies also:
- WebRTC
- Django
- Android, Flutter
- Solidity, Truffle
Regards Muhammad Ahsan.
Email: ahsanjsdev@gmail.com
Salary expectations: 15$/h
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I hope this explanation helps most of you better understand how promotions work within most companies, what the expectations are, and why decisions from upper management are not arbitrary. In many cases, the frustration people feel around promotions doesn’t come from unfairness, but from a mismatch between expectations and how the process actually works.
To be candid, situations like this often arise when there is a gap between what an employee expects and how they interpret what management is communicating. When expectations aren’t aligned with company guidelines, it can lead to disappointment—and sometimes that disappointment gets directed toward management, even when the process has been followed correctly.
Here’s the reality: companies operate with defined rules and policies for nearly everything, especially promotions. For example, to be promoted to an R&D Manager role with software developers reporting to you, the company may require 4–6 years of experience as a Senior Developer, along with other qualifications. While this is just an example, the principle applies broadly.
If you are hired as a Senior Developer, your timeline for promotion effectively starts from your date of hire. Your prior experience—say, 8 years at other companies—was already factored into the decision to hire you at that level. It validates that you are qualified for the current role, but it typically does not count toward the internal experience requirements for your next promotion.
From that point forward, you are evaluated under the same framework as everyone else. The company expects all employees to meet the defined criteria and timelines for advancement. If a role requires 4–6 years of experience at your current level, expecting a promotion after only 2 years is generally unrealistic—unless you are clearly performing at an exceptional, “standout” level compared to your peers.
Management can and does make exceptions, but those are reserved for truly exceptional performers who consistently exceed expectations in a significant and visible way. For most employees—even high-performing ones—the process remains structured and consistent to ensure fairness.
It’s also important to recognize that others may be ahead of you in the promotion pipeline. Colleagues who have been in the role longer and have met the requirements will naturally be considered first. Understanding this isn’t discouraging—it’s empowering. It gives you clarity on where you stand.
Once you accept how the system works, you can shift your focus to what you can control. Work with your manager to build a clear, actionable development plan. Understand the prerequisites, identify any gaps, and align on what you need to demonstrate to be ready when your time comes.
The sooner you align your expectations with how the process actually works, the less frustration you’ll feel—and the more effectively you can position yourself for success.
Yeah, except you gaslight employees by telling them promotions are performance driven in all your communications, but as you've just said here - there are quatas, it's all finance and accounting driven (your reference to individuals "being in the pipeline" ahead of a person). You shared a lot of elegant and "fair sounding" HR speak, but ppl are getting tired of the b.s. and understand companies say one thing to them and do another, policy wise. And everyone is expected to just smile and play the game while the C suite makes 300% of the average employee salary.
YOE is one of the most annoying criteria’s to deal with. I’ve dealt with it many times at more than one company. I’ve had managers, directors, even VPs tell me they greatly appreciate my work, but when it comes down to promotions/raises, time with the company and YOE always holds me back. They best you can really do is make sure your manager is on your side and helps the higher ups see your true value, not just the number on a piece of paper.
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Thanks for sharing!
It's all so dumb and arbitrary. HR and management care more about the appearances of promotions and how the average/mean employee will react to something like this and say "so and so got a promotion after X years, so should I". As if that is any kind of issue for the individual in question who is being held back for the arbitrary metric. If HR and management were more inclined to just do their jobs and not be such cowards, this dumbasserey wouldn't exist. But it does, and it sucks.
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Thanks for sharing!
Found the actual human "colleague" https://www.glassdoor.co.uk/Community/bowl-B633f4081cb7db7004cb99388/post-P6a248d5e8fb0c471a0583811.htm
These engagement bots and AI posts are making bowls feel deserted
Start working on your own business stop trying to figure out why you don’t get a promotion. It makes you look desperate. Why don’t you look into opening your own business. Owning your own business is better compared to being a manager or director or VP. Read rich dad poor dad. I am not saying quit your job or become sad because promotion is not coming or your peers are getting promoted and you are not. Read rich dad poor dad book.