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Rising Star
Hi all,
I joined KPMG around 3 months ago but I am not getting work here. Although, I qualified some project's interview, yet due to some internal reason, they considered someone else, and I again came on bench.
I am unable to figure out what can be done now.
Should I start searching work outside.
(I hardly see any job openings these days)
(sap domain)
How's the resource management here?
(do they lagOff?)
Any inputs will be helpful.
Thanks!
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Hi there. Ex Deloitte Sr Mgr here, currently in tech pre sales (SaaS / MarTech). Recently spoke to both Salesforce and Adobe recruiters for roles that I thought were lateral moves (Sr SA / Sr SC), therefore I did not proceed with the selection process. The recruiters from both companies told me they typically hire at that level, and people are considered for promotion to Principal in 1 to 2 years. I found that odd. Is that right? What’s the typical TC for SAs and SCs there? (15+ yrs exp).
I have two years of automotive/aerospace manufacturing experience and am looking for new opportunities. I recently applied to a Solution Engineer - Commercial Manufacturing, Automotive, Energy (MAE) role at Salesforce, and it sounds like a great fit. Is anyone willing to offer me a referral or advice on how to move forward in the hiring process? Salesforce
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My first thought is that there's way too much content on this page. I would reduce to 4-5 bullet points max for each job, and then also make sure you stay in a single column (the stuff on the right hand side won't be analyzed by the ATS scanner, as far as I understand). Less is more with resumes I think!
It is very detailed. Too detailed. First, the format draws attention to the fact that you are in your third job -- seeking a fourth job -- since graduating college four years ago. Down South we might say "He changes jobs more often than he does his underwear." The sidebar is also distracting by its placement. The left block of text runs into the right block. The right margin items should be included in separate sections and the three job experience sections need to be reduced to highlights and general overview of your job responsibilities at each company. Be prepared to explain why you changed so often -- were they temporary assignments that ran their course? Did you bite off more than you could chew? Were you recruited and enticed to a higher-paying position? Don't put those answers in the interview, but be ready to answer them if asked. If they aren't asked, that probably means they don't care enough to want an answer. When I took journalism design classes in college the rule was "White space sells." It is easier on the eye, easier to read. It is similar to the adage "If you want someone to listen to you, whisper -- don't yell." You have some good info in the resume, but you aren't writing an autobiography. Grain of salt: I haven't had to dust off and update my resume in many years, so I do not know what other managers look for. To be honest, if I was presented this single-spaced block of gray text on one page, I would look at the first two lines of each section, scan the sidebar, and make a decision -- probably a bad one -- based on that.
One reason I have so many bullet points is because I pretty much copied from the job descriptions I’m applying to.
I was under the impression this would help my score for ATS screenings since what I have is so closely aligned to the job posting.
Too many bullet points on job responsibilities and tasks but not enough detail on results and outcomes. Okay, so you did this job at XYZ Company...so what? What did you accomplish during this time? Did you make PClub? How much revenue did you contribute? How many customers and of what size/market/segment did you work with? What skills did you learn?
Take out generic skills like "project management" and replace them with a summary of more specific technical experience and relevant skills (ie: take out Microsoft Office for example).
Think like a hiring manager. Would you hire someone with a resume like this? It contains a lot of data but not a lot of actual information.
Nothing about battling The Joker and Mr Freeze?
Mentoring Robin?
Extreme personalization with the bat signal, Batmobile, batarang?
Participation in youth programs such as Teen Titans Go!
Bowl Leader
Busy. Too busy.
What do you have left to talk about during an interview that is not on the resume? No one wants regurgitated stories shared.
What is a Presales lead? Is that half of a title? Makes no sense