Related Posts
I had interviewed for an internship position at EY for technology consultant program for summer 2022 and got a call where they extended an offer. I wanted to know if I can defer the internship offer to fall 2022 or a later start date after summer.
I apologize as I cannot reply to a comment or DM on this platform to anyone, but thanks for your answers in advance.
More Posts
Oh god no.. 🫣

Anyone still play Pokémon Go?
Hello folks,
Looking for some honest advice. Considering an offer with SocGen B’lore for Specialist Software Engineer position with 5.5 years exp and into Tech service management. Could you please tell me a bit about following points?
- 25% of the compensation(5Lakhs) is Variable. Does company even pay 60% of it at the end of the year if you perform say 4/5 rating?
- What is an average annual hike that the firm gives?
- How is the work culture and LGBTQ inclusionpolicy? Société Générale
Additional Posts in Business Development Reps (BDRs and SDRs)
Seems plausible 👀

Anyone working for splunk? As BDR ?
What made you get into sales? Comment below 👇
New to Fishbowl?
unlock all discussions on Fishbowl.




If they’re specific on what they want, I get it. I’ve personally made sure to be at 500+ connections on LinkedIn because networking is huge in tech. #4 tends to be a red flag for a majority of companies
Small bone to pick. It feels like a lot to ask a candidate in this climate to submit a video along with (I’m assuming) the usual resume, all without any touch or comment back from HR. If someone was really passionate about the role, I guess I see them doing it. It feels more like that step should come after a recruiter confirms receiving the resume and shows interest.
I noticed he says “six figures” for the job. Six figures doesn’t go as far as it used to, and it’s not as uncommon as it used to be. Especially depending on the expectations in the role and location.
Summing up: I get the frustration with candidates, but if the market is telling you your expectations are overblown via your applicant pool, think about tweaking your approach. That doesn’t always mean tweak expectations.
I think the ranting on LinkedIn is a little much when he could have made that a “how-to” message instead. To add, i landed my first sales job as an account manager without a LinkedIn at all. I see where he’s coming from, & I’m not a recruiter so I can’t exactly speak on behalf of them— but everyone and every company is different/hires different, so… overall — that’s his POV 🤷♀️ just might not sit well with everyone!
I agree and disagree with some… but all of the above is too much
I have no problems with this. If I remember the original job post, he was pretty specific.
Personally - 2 and 4 CAN be valid reasons for DQing a candidate. But, 4 is the only one I would use as a rule.
LinkedIn sponsored this post
Bowl Leader
Agree with everyone - some of his requirements seem a bit superficial. #4 makes sense but his comment about the number of connections and if a candidate is social on LinkedIn is misguided. BDRs a deserve a leader that will coach and develop talent since many are new in career. It doesn’t seem like he cares much for that which would be a red flag for me
Can you link to the post?
What’s li? Most the things he has listed are things I try when I really want the job.