Related Posts
More Posts
I managed to secure an interview for JP Morgan Chase. This is for Asset & Wealth Management Global Private Bank Analyst program 2023. I ask my recruiter and he revealed me some info. This is a single interview session of 2 hours before getting any offer. I will face 5 interviewers. This will be all behavioral. For people who got into JP Morgan Chase, do you have any tip for me to pass this interview for this entry level role? JPMorgan Chase
Additional Posts in Tech
Does anybody have any advice when applying to postings with many applicants and getting noticed? The company I am interested in is Figma, and though I reached out to a few technical recruiters after applying through LinkedIn, I am wondering if there might be something more I could do that maybe I’m not thinking about. Also along those lines, if anybody here works for figma I would love the chance to connect
Is Dell considered big tech?
New to Fishbowl?
unlock all discussions on Fishbowl.
Yeap, when I started an interim cto position recently, I met with everyone to generally understand what each one does, how their general sentiment is working there, and to get both positive and negative feedback on the current situation.
This helped me give a general understanding of what is happening in the non mgmt part of the company and also to understand if there is a big gap between the general staff vs the management staff on the current situation.
Thanks, that’s very helpful!
I think it also depends on your company. Are there many changes happening right now? Is the team going through a transition. More delicate times sometimes require more attention.
One piece of advice - sometimes Director or VP level leaders say they have an open door policy or set open office hours for anyone to come and chat with them. This is cool but sometimes employees want to get in front of you but may not still feel comfortable jumping ranks to ask certain questions or don’t know how to start the conversation. You might also list some ice breaker topics that could be discussed in a quick touch base to help get the conversation started for any employee.
Thanks so much this is very helpful!
My leader (when they started) met with each individual direct report and then met the extended staff in teams.
Thanks1
Our VP does small “coffee chats” with about 6-10 people at a time. More intimate setting and has an open door policy for skip level meetings.
I like that! Thanks.
I am not a leader, but we have a monthly team meeting where we introduce ourselves to new team members and briefly say what each of us work upon, what type of projects are ongoing, and what areas still require more work.. etc etc.. You can suggest this solution if you feel that is relevant to get to know more about the team members.
Great advice, thanks!
Pro
Our VP does office hours- he blocks off 2 hours a week for informal drop in (you need to sign up for a certain slot)
Hmm I like this a lot! What a great idea.
We’re 23 but since we were recruiting people remotely we had to make something to meet everyone during the covid situation. We set up a « coffee bot » in Mattermost (Slack alternative) and every week we randomly and virtually met someone.
That worked well, but now that everyone met, we stopped it.
Yes Teams will do this as well. Great idea!
I have a similar sized team. I’ve met with all directs and skip level leaders. And also met with other high performers and key employees when requested by managers. Otherwise I am naturally meeting and engaging with the team through normal course of business.
Thank you for your insight!
Yes . I try to make an effort to do so. A group social setting when it’s possible is a good opportunity . If the colleague is remote , then yes I schedule about 15-20 min as appropriate
I agree. Thanks for your insight
It’s a good idea, if possible, to have a quarter to half hour with each of your skips in the first quarter to half year, so you know each other as people instead of org chart boxes and get to know what motivates them.
I will do this. Thank you for the advice!
I’m going to say take the time and make the effort. Take the long way to your always say hi to people. Address them by name. While this may not seem like much it is. You will get to know personalities and where there is a breakdown. How a manager can go x amount of time and promote no one on their team. People who you NEVER see working but taking credit for a project but you know who spent the last two weeks grinding on. How the office jerk is killing it and is only a jerk because of where their workspace is. It also makes corporate events less cliquish and people actually socialize.
Great points! Thanks for the advice.
Meet with your directs. Then do POD meetings with a mix of teams as an ice breaker.
Great idea. Will do!
I just started at my company and I notice I'm set to meet the CEO after 30 days, 60 days, and 90 days. I think the employee count is like 55 or something.
Our CEO is very hands on too!
My manager has 1-1 with his team (13) monthly. All 13 of us are his Direct Reports
Yes I think a manageable cadence of 1:1s is very beneficial. Thanks!
1. Any failure I have had can be traced back to Poor connections with My manager.
2. All successes I have had have been traced back to almost daily check in-s with my manager and the BELIEF that they understood my value and challenges.
So——
Why not automate a weekly email.
Ask: what value and so was this week, what issues did you face and what issues are still reoccurring.
Then you just need to review and briefly respond… and the communication barrier has been replied to.
Take the time to create an email folder for each employee. And then you can identify your high, medium and low risk-vulnerability employees.
Just need to step up to deserving the job of MANAGING THE HUMAN RESOURCE that you have placed in the care of.
You can also send out a monthly or bi-mostly newsletter ( and walkways with pictures) and share some personal things in return.