Related Posts
I need help with my interviewing skills
More Posts
Bowl Leader
Visual Storyteller
Pro
HELP PLEASE! !
Hello i got an offer from Brillio (joining in 2023) but as an intern i have experience of using go-lang as backend developer. So my question is should i join Brillo or look for some other companies. I don't know what type of clients Brillio have and tech they use.
Please help.
Additional Posts in Finance
Is retail quant trading on a massive rise?
Describe your current deal in 10 words or less.
Are you an elevator or stairs kinda person?
Happy 2017 everyone!! How's everyone feeling?
Is fishbowl only available on the US App Store?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I usually ask the following and kind of get a baseline average:
“what’s you’re average day look like?”
“What’s the hardest part of your day?”
“What’s the one thing you think most employees would change here?”
“Where do you think your work day could be improved?”
“What does the team do after work?”
This! Also, what percentage of your work is ad hoc versus recurring. How many people do you report to / interact with?
Instead of “average day”, I ask about average period or month. Also, if there any times during the period or quarter that are higher demand (so you know you can’t take PTO).
You need to talk to the lower level employees. I go on LinkedIn, search by company and past employee filters and just dm some profiles asking to pick their brain about their exp there
Emphasis on past as the current ones would not speak freely
Difference of opinion but I ask directly about WLB. I am very clear I won’t be working insane hours. I have a family and worked crazy hours at the beginning of my career and it’s not for me anymore. Have withdrawn from opportunities because of this and people were totally understanding about it.
I like to ask how the company prioritizes its big initiatives and goals. Then also ask what metrics the company is focused on improving currently and how teams decide to execute on top-level strategy. I find that bad WLB a lot of times comes with execs who “want everything yesterday” but 1. Lack a clear strategy that clearly defines guardrails for the “how” 2. Can’t sift through the noise to identify the 20% that achieves 80% of the outcome 3. Need to green-light every decision before teams can move
Rising Star
1)Ask each person what their typical day is like
2) ask what they do outside work
3) ask about their knowledge of employee network groups / community /volunteering and their level of involvement
4) ask about challenges in managing client expectations
5) ask how long they've been with the firm and how it compares to their last job. What do they like most about this one.
6) ask about the makeup of the team, how long has everyone been there, etc. If turnover, what was the reason...how often does it occur
Ask to talk with the peers. I find that talking to the seniors doesn’t help since them having good WLB doesn’t mean you would. When talking to the peers I’d just directly ask about WLB. If it’s something that can’t even be brought up or discussed then it tells you it’s bad or nonexistent. If good they’d be happy to “brag”.
I wouldn’t ask WLB questions during a (formal) interview. I usually try to schedule informal 1:1s by cold messaging people on LinkedIn either before or after I interview to get a good sense of these things.
I always get informal coffee chats with current and former junior people in the target team.
A few questions I love to ask:
- what does success look like
- how will I and my manager be evaluated
- what resources I have to do my job
- who makes the decisions
Bad wlb places usually have both poor procedures/support and unrealistic expectations
Some thoughts:
- What do you think differentiates xyz firm’s culture from other firms on the Street?
- Understanding the day to day can be fairly different, what does a “typical” day or week in the life look like? —> How does that change when things don’t go according to plan?
- I know the [industry / role] can be fast-paced and exciting, but it can also be demanding. How do you maintain balance between your personal / professional life?
- Do you feel supported in your role by senior members of your group? Supported by the firm? How / in what ways?
With some judgement based on who you’re speaking to:
- Do you feel like health & wellness is a priority in the group and at the firm?
- If there’s one aspect of the group or firm’s culture that you think could be improved, what would it be?
I would also ask why the position is vacant / why the last person left the role - it may shed some light on key drivers / decisions to leave. Also - in IB interviews we ask candidates how they feel about the demands of the role which should be a flag if you are looking for true WLB; in some fields it’s just degrees of balance vs consistency
1) I’d ask a question with regards to the seasonality of known busy times. 2) I’d also ask a question that gets them to share their process (as a team) after the completion of an intense project. How do they celebrate, etc.? How often do they do this? 3) Has anyone on the team experienced burnout? What are things that they actively do to ensure team members are as effective and efficient as possible? Backups to roles? 4) How important is family to the company? 5) What are things that they do to wind down from a long work week? What do others at the company do (if known)?