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Hello All,
There are multiple openings at Meesho . Please refer the image/link and let me know if anyone needs a referral. Will go through your profile and refer accordingly.
https://docs.google.com/spreadsheets/d/1c8DR90IxxPD1lYuSAumpr94lKMs4RhZk/edit?usp=sharing&ouid=108963385155716057620&rtpof=true&sd=true
For detailed job description, refer to the official meesho careers page
https://meesho.io/jobs
Also please do proper research before commenting about layoffs.
How do you all role out your ERG
How’s Apple’s Genius Admin role?
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Hello, can someone with amazon provide guidance on how to properly follow up after submitting my application for a non-tech role. I submitted 5 apps so far and will appreciate any guidance or referrals if possible. Positions are related to fraud, investigations, anti-money laundering. Also, if you are a recruiter for related positions, please get in touch with me. JPMorgan Chase Amazon Stripe Chime Google Microsoft Discord Netflix Facebook (Meta)
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I just got an offer ... they desperate af
@D1 how long did you Prep for?
Depends on what you mean by “lowering the bar.” Increasing recruitment outside M7 schools, so a higher than before percent of the incoming class are from “tier 2 or 3” schools and not traditional brand names? I don’t see that as lowering the bar - merely a business recognizing importance in diversity in education and work experience. People are evaluated at the same level in interviews and on studies.
Definitely lower bar. Using top down and simple logic…
It’s simple supply and demand as well as mathematical. MBB (in general) are growing like 10 percent a year (average across three firms, across last few years)
Assume that the overall rate is partially contributed by increased in fees and rates (let’s assume 3 percent, same as inflation), which can be achieved by the same workforce then the remaining percent is due to increased workforce (FTEs) - using PxQ logic
At the same time, I don’t think the number of (top) college graduates are increasing at the same 7 percent rate. One could argue that new skills (like digital and analytics) and new sources (for example, expanding recruiting into non HYP/M7 type schools - like Villanova, Indiana etc.) may help increase the pool of qualified and available applicants. That said, any 1-2 grads that we may potentially get there per year will still not sufficiently make up for the 7 percent.
How else would you do it? Lowering the bar!
M4 - you're not accounting for promotions. People move up quickly and more promotions = higher charge out rate.
Your comment only holds if all talent is currently being filtered through MBB recruitment. With more marketing they can definitely encourage additional people to apply
Coach
This has been discussed at length in this thread, search for prior posts. The consensus seems to be wider top of funnel but same quality needed to get the offer. I think the business realities probably supersede that more than me or my colleagues would like to admit.. but where’s the tipping point (I.e., we need to hire more people and at a certain point probably shouldn’t say no to everyone... but does that mean 8.9/10 now get in or 6/10 get in.. hard to say). My hypothesis would be minimal erosion in quality and perhaps some hard to value upside in getting more people with industry experience as opposed to another 4.0 HYP kid who can’t hold a conversation with a client to save their life.
*****I have no hard data or involvement to back up any of what I just said. Pure speculation and heresy ******
Lower bar, everyone is moving to tech
There are still millions of qualified people not working at MBB. The bar doesn't have to be lowered to hire more people.
If anything, it's the brand that is diluted, not the quality. There are now many more MBB consultants then in the past competing for opps. It's not as rare of a brand as it once was.
Yes
As a data point, for 1st round interviews I was involved in, 1 out of 8 people made it to the final round
Yes.