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Hey,
Is it a good idea to join Paypal for Software Engineer III from Walmart Software Engineer III, for the base salary of 35LPA and 9L RSUs per year for Chennai location ? I am currently withdrawing 24LPA as base and 4.2 as Variable and 3.5L RSUs vested for 4 years.
I have been told that I'll be part of Risk team under Paypal Transactions domain. Any Idea how is the work culture and tech stack here in this team?
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Can we all just pass on inventory counts this year
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That Ram Ad??? 🙄
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💪💪💪💪💪 this why companies complain about experiencing a "talent gap." They've made it so hard to get even the most basic positions if you're not bro'ed up with people on the inside. No other industry, even ones making way more money than us, operates this way.
Seems this practice is a vestige of the industry much the same way chauvinism is. It's how things have always been done, so it will continue to be done this way. It's the great paradox of the industry: we create and imagine new ways to inspire, yet the way we go about building our businesses remains stagnant. The holding company model reinforces this; there is a monolithic culture that pervades its subsidiaries that discourages the inclusion of anyone or idea that does not fit into the company's culture. This is an area where I think employees can make a real difference by demanding companies hold more transparent recruiting processes that encourage people to apply from the outside.
As a current job seeker I say A-FREAKING-MEN. Why should my ability to have friends in your agency determine if I'm a good candidate? It's an absurd way of hiring.
Was just thinking this the other day. I could see if some of the higher up positions were like this, but even the internships and entry level positions are this way.
Says the person from the agency that doesn't post open jobs?
Getting into strategy/planning with no connects.. 😑🔫 but the difficulty forced me to learn how to network well. Now I am within 1-2 degrees at almost every agency
Bless you my 🐟y friend.
On the one hand, I can see companies want to protect their multi-million dollar accounts and they think the old boy's club will help do that. On the other hand I've seen really crap creatives rise through the ranks thanks to the old boy's club.
Both of these hands smell like 💩
There's a world of difference between SEO hiring and Creative hiring. You guys are probably doing it right.
It's a tricky Catch-22. With budgets and timing what they are there is zero room for error and bad fits. Lousy people can interview well or have BS portfolios. It's very hard to get hires approved. To mitigate risk I either add people I have been in the foxhole with, or, hopefully, new people who can be vouched for by trustworthy people I have worked with. Is it incestuous? Sure. Is it a boys club? Eh, not so much. Cliquish maybe and too white, for sure. If I was managing a 10mm portfolio instead of 500k projects, I'd mix it up more because I'd have a larger team with juniors. For many, the risk taken on unknowns is too much.
The bigger issue is if you don't have the exact vertical industry experience they want (with the exception of low level jobs), they won't even see you.
I agree it is a dark time. There are also a metric fuckton of mediocre creatives out there talking a big talk.
I wish there was a way to force this change. Everyone would benefit. It's a probably in agencies big and small. It's hard to just pin it on recruiters... it's just as much the fault of managers and CDs who just want to staff up with as little thought as quickly as possible.
👆 sorry, I was trying (and clearly failing) make a joke about the outcomes of the current hiring practices.
CD1 is spot on. If I have two equally good books in front of me and one of them is vouched for by someone I trust, guess who wins? That's in almost any industry by the way, not just advertising, which is why networking is valuable. So have a good book and don't be an obnoxious asshole.
And on that note, I've also seen the word "demand" several times in here over the past couple of days. If you get too used to "demanding" things rather than making a compelling argument for consideration, you may find someone respectfully requesting you to gather your things and exit the building.
Need not apply to FCB if you are a candidate that might fall in the diversity category. No diversity there.
Hmm I would love to know what floor you work on, because when I walk the floors from 5-7 all I see is white people.
Ya I think this squarely holds back my agency from getting truly skilled technical and analytical people as they look for a culture fit or someone who can look decent client facing.
Many of the big shops have incentivized recommending friends by offering a cash reward if the friend gets hired and stays for 6 months. Some have stopped dealing with headhunters all together since so many people recommend others they know, and even the reward they hand out is way less than the HH fee. So yes. It's become somewhat of a steady stream of "who-do-you-know?" hiring.
I've never had an application get me a job. Usually, I'm told to apply after I've already spoken to someone.