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I was in the final stages of an interview with Microsoft two weeks ago, in partner marketing. Then the recruiter told me they were putting the hiring process on hold to assess the need for the role. Well, then we heard about Microsoft layoffs last week. Seems like most were in Xbox and Project Alpha but there’s not a lot of information out there. Should I hold out any hope that I’m going to get this job? Any insights on how much these layoffs have impacted the marketing org and/or new hiring?
Any idea about google project in HCL ?
Hi Fishies, I was hired for wealth and asset management project EY . It is capital market domain. Any body have any idea about this project going on in EY and the tools used for it.
Please advise if anyone have idea about it.
Just want to know any global tool they use for wealth and asset management, so it's a plus for me to join.
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Oh god no.. 🫣

There are lot of mixed reviews about Nagarro.. some folks are saying Nagarro do not fire even in covid the only did the pay cuts and did not fire anyone... where as some folks are saying Nagarro is hiring rigorously more than their projects strength so firing will happen for sure and if you are on bench for more than 1 month you are in red zone as the same happened in past... what is the mystery.. can anyone from Nagarro an honest review about this organization.
Nagarro Nagarro ES HCL Technologies Tata Consultancy
TCS 6.8 yoe

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I create a project charter and resource plan and have my sponsor sign off on it. Let’s call it an internal SOW. I also set up/propose a governance structure including roles and responsibilities, raci, and a comms plan. If this mess of a project doesn’t have that, it’s a good place to start.
Thank you!
This is tricky stepping into something that is already a mess. Speak up about it to upper management and take note of what and where the issues are and then get caught up to update timelines to see what is off the rails and what is required to get it back on track . Use your voice and knowledge to poke through what is not looking right and try to find resources of people to help you understand what happens and then get creative with finding resolutions along the way . This adds value that your manager will appreciate. If you say nothing and ur keeps going incorrectly it will get worse and worse and people will want to point fingers at someone and the new person will be to blame sooner or later . Set up important calls with key stakeholders to get history on what transpired so you have all the details and are prepared to move forward in making adjustments - most likely in many areas such as resources- timelines - man hours/updates budgets and so on