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Hey, I am looking for Operation/ Audit role for USA company. Can any one help me here. Currently working with MNC whos base is managing client books of accounts, esp for USA clients. Also, have a good grasp on SALT(State and Local Taxes) for these (Sales Tax, local tax, business tax). Please DM me. Happy to work remotely or need be immigrate but would required visa support. Accenture Deloitte KPMG Google EY PwC CohnReznick Tata Consultancy Infosys Wipro Cognizant Microsoft Adobe Walmart Cisco
Hello!
I finished my final round(s) for a TAM position at Google (GCP) last week and was told by my recruiter that my feedback was great and that I made a solid impression on the team and am "firmly in the running". I was supposed to hear back this week (according to the recruiter) but he just told me that it's still in the process and that I'll have to wait for another week or so.
Is this common at Google ? I have heard they are notorious for being really slow with their hiring process.
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Icarus so deserved that Oscar.
We're hiring a number of mid and jr creatives.
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For external hires, it is hard to look for potential - UNLESS there was an internal referral from someone who they used to work with. Can't be a profile on Linked In etc.
For internal hires, potential has more of a space.
The reason for this is: if I want to hire for potential, I will look for drive and passion. It is not unusual to find this internally... someone who wants more money and a change in their day-to-day. I would rather give it to them vs hiring externally. This also happens when the process already exists - all that potential hire needs to do is follow the said steps.
For external hires, I look outside for a reason - and more often than not, this is because I do not have that skillset. I cannot have a half-baked skillset under the guise of "potential". This person needs to KNOW and TRAIN us how to do it. External hires are usually also more expensive because of this ; it is a skillset my entire organization doesn't have... and if we do, no one is good enough. An external hire is always competing against all the internal candidates.
For entry level, it is different :) not unless you're a firm where every graduate wants to join, the expectations for entry level isn't much.
For analytics, the expectations could be how to use excel.
As you progress, be kind. Past a certain level, people won't be at that level if they can't do "basic" things, like I said in my earlier post. There will be some things you have to know at a given level - there is no compromise.
At that stage, the only differentiator you have is how was it like to work with you, what people say about you, how you lead, how you live.
In everything, be kind.
Well, it depends what you're talking about exactly. If you have 1 year of work experience, and we are looking for someone with 7-10 years experience, you might not be a fit. But if you have, say, 3 years of experience, and we are looking for, say, around 5 years of experience, and you have the right sort of skills and personality, then we would consider you.
I'll jump in here.
How do young people make it to leadership.
Imo: Connections. Either a powerful alumni from a good school or you just build commandarie really quickly with someone important in the business... in agency world, this is usually the client.
If you have above average intelligence (no rocket science needed here), and amazing social skills, you have a shot.
Deliver: Build, ship. Don't be all fluff because you will soon be found out. Then you will be called.
It is very rare to find yourself applying for a real leadership position. More often than not, you will be called. They will come for you because someone said "call this person"... without you knowing it. Recruiters talk and keep tabs on people they know in the industry, people know what you're good at, what is your niche that no one else does as well as you.
Higher on potential a lot. But you have to show your potential. With a portfolio full of great ideas that we’re not produced. Other creative endeavors. Show your attitude and commitment to what we do.
Do you hire a lot of books with typos and grammatical errors too?