Reading about companies that run “secret tests” during interviews—like watching how fast a candidate drinks their water, or if they finish it all—and honestly, it just sounds outrageous. Apparently, some leaders claim it reveals things like confidence or anxiety, but to me it feels like grasping at straws. I try to be intentional in interviews, but I’m not clocking hydration habits. Do you do anything like this when you hire? Do you think there’s actually value in these micro-behavior tests, or is it just corporate nonsense disguised as insight?

Anyone else that has become a day trader now that we have the liberty of working from home? Im personally loving it as I can more than double my income!

Currently having a package of 2.8 Laks/p.a so how many compensation should I expect from the new company with a total of 1 Yr experience in manual testing with a basic knowledge of cypress (Automation tool for testing)?

Anyone else waiting on BEC results?

I’m a new contracts lawyer and am trying to learn how to harmonize indemnification with LOL. Any tips or resources? I know this is a broad question, but would appreciate any direction on what questions to ask when reviewing a K to do this.

Are Accenture UK looking for any SAP Fiori Developers?

Does Akerman have a good reputation? Interested in any info about the firm.

I don’t get paid to write advertising. I get paid to sit through meetings like these. Kill me.

Anyone think there's any value to the CCXP certification? If not, are there any CX certifications that are worthwhile?

Hello all! Has anyone completed the Professional Certificate in Product Management program with Kellogg Northwestern?

I’m currently a technical project manager looking to pivot into Product Management. I’m wondering - is this investment worth it? Interested to hear your thoughts.

For context, I graduated in December 2021 with a business degree and have 1-1/2 professional experience in tech/marketing/project management.

Thanks in advance!

4th year at a mid size PI firm. Got pulled from litigating MVAs to help this solo we hired start a med Mal/nursing home practice. 1 year in and it looks like I’m two steps backwards in terms of getting paid because we’re a year or more out from a lot of the fees hitting. I respect the solo a lot, he’s a mentor, but I’ve got kids and I gotta get paid. Trying not to burn bridges, but I can’t wait years to get cut in. Advice?

BONUS. What’s amount bonus do you get, and how often? Including bonus structure (ex for meeting billable hours), firm/boss randomly bonuses you, Christmas bonus, etc)

For all of the negativity out there I thought it would be nice to see some of the amazing things happening around us: (I’m in the US so that’s where my examples are from.)

Looking for a remote HR/ER or Training and Development role 9 collective YOE! Open to any referrals within the US!

Hello Fishes,
I have an offer from Deloitte USI for Assistant Manager role.
In the interviews they precisely mentioned the role is for "SAP Solutions Architect" and not a normal SAP development role.
Can you please help me with what generally Assistant Manager tasks in Deloitte USI are?
Any details or inputs are helpful.
Note : I have 7 yoe, currently Application Development Specialist at Accenture.

Anyone recently joined Optum in India? Did you receive welcome gift?

Hi!! If anyone here works for Axis, how do your titles work? I’m used to trainee (0-2 YOE), underwriter (2-4), senior underwriter (4+), then avp/executive underwriter.

I have issues “delegating” or simply assigning tasks, which as a Manager is a whole thing. Like I feel “bad” asking my people to do things that i know i can do but shouldn’t because it’s not up to me. When I assign a task i try to be super clear with instructions, give examples, help them get started…but I still feel bad. Idk. Anyone goes through this?

For the past 25+ years, I've been a devops engineer, cloud architect and team lead on many projects. I would like to make a career move into IT Management (i.e. DevOps Manager, Director of Cloud Ops, etc.). When it comes to skills needed, what should my focus be on and how would that translate onto a resume? I would love to still be hands-on to utilize my tech knowledge.

Does anyone else just not even want to be a people manager anymore?! The amount of work this is taking, I’m just so over it. In addition to them piling on my work (which is a full time job) the people management stuff is just as much a full time job that no one in management seems to take into account. I have tried countless times to explain this but I end up burnt out, everyone suffers including me. I just left one role bc of it and now this new role, same thing. I’m over it.

Anyone have suggestions on a team building exercise or consultant/coaching to build/improve energy. I feel 2020 was such a big drain on everyone’s energy and spirit just looking for ways to start the year out on a more positive note. TIA

What was your salary as a first time manager (and where were you based)?

Looking for info about the engineering culture at Netflix from the perspective of someone who identifies as a woman or non-binary person and is also a person of color. Do you feel safe and included? Would also love some input from someone in a leadership position, do you feel supported as a leader?

Looking to apply for a manager role in my CS team. Any tips for the interview?

4 years of CS experience, no management experience

Whats your biggest challenge as a manager?

What do you enjoy most?

How do you manage your friends/people who used to be in your team?

Any interview tips appreciated! Last time failed the interview cause did not show a proper action plan. Find it tough as I do not know what challenges my manager has

Any books suggestions?

It feels very telling that there are so few people in this group. Any thoughts on that? It feels like the vast majority of people managers only want the title and don’t want to worry about their people.

What is your toughest challenge hiring someone in their early 20’s?
For lots of different reasons I get the impression that younger people aren’t equipped for the employer, employee relationship.

One of my top talents just put in his two weeks notice and I had nothing to offer him to stay. I told upper management this was going to happen! I’ve spent months asking for a promotion for him, trying to push his career forward and got no traction. I know i did my best. He knows i tried. I still believe i work at a good place but i feel like we’re losing focus. I feel my boss is leaving soon. It’s a mess.

I got into Management a year ago and now I miss developing. How do software engineers turned managers feel about their switch over to people management?

A report opened to me that they are having money problems and wants a raise. We are remote and they moved to a high CoL city. We gave an increase to help with retention 6mths ago. In my response, I helped mentor with best practices on how to ask for a raise professionally since I need to make a case to my Head on finances. But their performance has been avg and not seemingly worthy of another large raise within a short period of time. But how do I respond when they talk about personal finances?

We interviewed a great candidate, extended a verbal offer and she accepted. We sent the written offer a few days ago but she hasn’t opened it or accepted (it’s expiring tomorrow). Have you ever had to follow up? How did you handle it? My company is small with no HR, so I have to handle the hiring myself.

Hi! Any career coaches who offer a full support throughout job search?

-Experience: 8 years of project/program management and/or communication
-Companies of interest: Google, Microsoft, Facebook
-Location: Washington DC or VA

I’m a manager and one of my direct reports makes more than me. It really bothers me. Anyone else been in this situation before? What’s the best way to handle it?

I have a direct report who is smart, passionate about her job and can be really innovative. However she carries this enormous weight of responsibility, for needing to do everything, do it right, make sure it's perfect, not trusting colleagues to help. It creates dread and panic and overwhelming workload and a terrible attitude for her and I am speaking with her this week to start to shift her mindset. Any tips in navigating how to let go of this heavy idea of "responsibility"?

Newer manager here (18 moths). Recent org announcements and hiring holds have put major stress on my team. Some are hyper focused on all the bad, how do I get buy-in that this is temporary and we still have a job to do? I feel it’s more important than ever to show value vs being task takers.