#careergrowth

What is the salary for a CL28 employee—both individual contributor and manager—assuming a 45‑year‑old with a PhD in EMTECH?”

Why do we keep hiring from the outside instead of promoting people who've been here for years and earned it many times over?

Just heard that they made term opt tech in redding permanent. How is this possible? I get it we all gotta make a living,but why are terms becoming permanent? What does that say to the permanent guys that are trying to move up. Permanent employees are not allowed to take term jobs.

Hey all - wondering what the promotion process is like in GT, is it possible for our managers to put us up for a promotion if deserving?

Anyone with more than 15 years of experience at Ford successfully Get their salary reevaluated? So many new hires with no automotive experience making more than the seasoned and experienced employees. How do you get your salary reevaluated based on expertise and time in service?

He didn't use those exact words, of course, but that was the gist of it. How do you even respond to something like that other than quitting? (Which I now fully intend to do as soon as I can find something else - and I wasn't planning on leaving any time soon.)

I resigned from Cisco over a month ago and I can say life is much better. That's all.

Story by James Stephens

The following are among the most common lies hiring managers tell, helping you spot red flags and ask the right questions during your job search. By recognizing these patterns, you can navigate the hiring process with confidence and avoid falling for empty promises. Let’s dive in and expose the truth behind these common hiring myths!

"There’s plenty of room for growth."
This phrase sounds promising, but it’s often as vague as a fortune cookie. “Growth” might mean taking on more responsibilities without a promotion or pay raise. Companies love to dangle this carrot, but without specifics, it’s hard to know if you’ll actually climb the ladder—or just stay on the first rung.

Ask for examples of employees who’ve advanced within the company. If they can’t name anyone, the only thing growing might be your workload. A clear career path beats vague promises, so dig deeper to find out if “growth” means opportunity or just a clever sales pitch.

"We’ll get back to you soon."
This line is the professional equivalent of “I’ll text you later.” It sounds polite, but it often leads to ghosting or weeks of radio silence. Companies use this phrase to buy time or avoid giving immediate feedback, leaving candidates in limbo.

If you don’t hear back, follow up with a polite email. But don’t wait forever—treat this as a red flag. If they’re this unresponsive during the hiring process, imagine how they’ll handle communication once you’re on the team. Sometimes, “soon” really means “never,” so keep your options open.

"We have a great company culture."
“Great company culture” often translates to free snacks and a ping-pong table, while ignoring toxic managers or high turnover. It’s a buzzword companies use to sound appealing, but it rarely tells the full story.

Ask about team dynamics, conflict resolution, or how they support employees during tough times. If they dodge the question or only mention surface-level perks, the “great culture” might be more of a marketing ploy. Remember, a truly great culture goes beyond happy hours and beanbag chairs—it’s about how employees are treated every day.

"Your resume will be kept on file."
This phrase is the hiring world’s version of “It’s not you, it’s me.” It sounds hopeful, but in reality, your resume will likely gather digital dust in a forgotten folder. Companies rarely revisit old resumes unless a role perfectly matches your profile.

If you’re genuinely interested in future opportunities, don’t rely on this promise. Stay proactive by setting up job alerts, following the company on LinkedIn, and reapplying when relevant roles open up. “Kept on file” might sound nice, but it’s no substitute for staying visible and engaged.

"The role’s responsibilities are flexible."
“Flexible” often means “we’ll expect you to do everything.” This phrase can mislead candidates into thinking they’ll have autonomy, but the reality might involve rigid expectations and a never-ending to-do list.

Ask for specific examples of how flexibility applies to the role. If they can’t provide clear answers, prepare for a job that stretches you in all the wrong ways. Flexibility should empower you, not overwhelm you, so make sure the role aligns with your skills and career goals before signing on.

"We offer competitive salaries."
“Competitive” with what? Minimum wage? Without specifics, this phrase often means salaries are average—or even below market rates. Companies use it to sound appealing while avoiding actual numbers.

Research industry benchmarks and ask for a salary range during the interview. If they hesitate or dodge the question, it’s a sign they might not be offering what you’re worth. Remember, a truly competitive salary doesn’t need vague marketing—it speaks for itself. Don’t settle for less than you deserve.

"We prioritize work-life balance."
This phrase often hides a reality of long hours and constant availability. Companies love to claim they support work-life balance, but the truth might involve late-night emails and weekend deadlines.

Ask about specific policies, like flexible hours or remote work options. If they can’t provide concrete examples, their version of “balance” might just mean you’re balancing work on your back. Look for signs that they respect personal time, like clear boundaries and a culture that values rest as much as productivity.

"We’re financially stable."
When companies emphasize financial stability, it can sometimes mean they’re trying to distract you from layoffs or budget cuts. This phrase sounds reassuring, but it’s worth digging deeper to confirm.

Research the company’s financial health through public records, news articles, or employee reviews. If they’re truly stable, they’ll have no problem being transparent about their finances. On the other hand, if they’re vague or defensive, it might be time to reconsider. Stability should be a given, not a sales pitch.

"You’ll have access to professional development."
“Access” doesn’t always mean “opportunity.” Companies often promise training and growth, but the reality may involve little more than a dusty bookshelf of outdated manuals.

Ask for examples of past training programs or budgets allocated for professional development. If they can’t provide specifics, their commitment to your growth might be more talk than action. True professional development requires investment, so make sure the company is willing to back up their promises with real resources.

"We’re like a family here."
“We’re like a family” often translates to blurred boundaries and overwork. While it sounds warm and inviting, it can mean you’re expected to prioritize work over your personal life.

Look for signs of healthy boundaries, like clear work hours and respect for time off. A “family” culture can sometimes lead to burnout if not managed properly. Remember, you’re looking for a job, not an adoption. A professional environment with mutual respect beats a dysfunctional “family” any day.

"We value employee feedback."
Companies love to say they value feedback, but in practice, it often goes straight into the void. This phrase can serve as a way to appear open-minded without actually implementing changes.

Ask for examples of how employee feedback has led to improvements. If they can’t name any, their commitment to listening might be more about appearances than action. Feedback should lead to growth, not just a checkbox on a survey.

"The hiring budget is flexible."
“Flexible” often means “we’ll lowball you and hope you don’t notice.” Companies use this phrase to sound accommodating, but it’s often a tactic to keep salaries as low as possible.

Come prepared with market data and your salary expectations. If they push back or hesitate to meet your worth, their “flexibility” might only work in their favor. Don’t be afraid to negotiate for what you deserve.

"We’re open to remote work."
“Open to remote work” can quickly turn into “we need you in the office.” Some companies use this line to attract candidates, only to later push for in-person attendance.

Clarify their remote work policy and ask about long-term expectations. If they start talking about “team synergy” or “office culture,” prepare for a commute. Transparency upfront saves you from future frustration.

"We discourage talking to current employees."
This phrase screams red flag. If a company discourages you from speaking with staff, they’re likely hiding something—like unhappy employees or a toxic work environment.

Push back politely and ask why they discourage these conversations. A company confident in its culture should welcome transparency, not avoid it. If they’re cagey, it’s worth reconsidering the opportunity.

"We’re committed to diversity and inclusion."
“Committed” doesn’t always mean “active.” Many companies talk about diversity and inclusion but fail to back it up with meaningful action.

Ask about specific initiatives, employee resource groups, or metrics that track progress. If their answers feel rehearsed or vague, their “commitment” might be more about appearances than real change. True diversity requires effort, not just a tagline.

Everyone keeps telling me LinkedIn is the way to go but I have gotten absolutely nowhere with it. The idea of messaging random strangers just to network makes me want to give up entirely. Has anyone actually landed something decent from that site?

How much have things changed in that time? Any tips?

I applied for an internal position which I believe is not ear marked for a promotion. It seems a legitimate position. It was originally posted for 2 weeks and then it was reposted again for 2 more weeks. What does that mean?

What kind of company makes you interview for a promotion.. Why should I have to interview for a company I already work for, for a promotion I deserve.. If the managers and higher ups can’t appreciate dedicated employees then why do we go above and beyond.. going forward they will get the bare minimum

Do you get promoted for doing your job well, or for being in the right place at the right time? The second one seems to be the right one from what I've noticed, which, to be honest su-ks.

Or is it just a holding pattern?

Two more days and I have not had the best luck scoring interviews. What are some suggestions other than LinkedIn to search for jobs?

AT&T’s future headquarters is being built in Plano, and the message is obvious because companies do not move leadership, investment, talent, and major decision making into one place just to preserve the importance of everyone who chooses to remain somewhere else.

Plano is becoming the place where ambitious people go, where relationships with leadership are built, where important conversations happen, and where the next generation of influence inside AT&T takes shape.

People who choose not to move can keep telling themselves that location does not matter, but eventually they may find themselves hearing about decisions after they were made, watching opportunities go to people closer to the action, and wondering why their old office no longer carries the weight it once did.

Companies move forward with the people willing to move forward with them, and I have no interest in protecting yesterday’s comfort while someone else is positioning themselves for tomorrow’s opportunities.

I am excited for Plano HQ because that is where AT&T is building its future, and I intend to be there while everyone who chooses to stay behind finds out exactly what being left behind feels like. You either find yourself in Plano or on the chopping block.

Finally pulling the trigger on leaving this place. I had hoped for a long career here, but the writing is on the wall. Our leadership is clueless. This reorg is a let’s-bo-b-Iran level absolute disaster, with no way out. Upward mobility is totally gone (see the new internal hiring process yet? Yeeesh). ENGINE has already failed, yet no one has the spine to say it out loud.

I have no idea why anyone would stick around here, outside of execs with cush pretend gigs, unless you have no other options or are in abject denial. Good luck to you all. I promise it’s going to get worse.

being cut from paypal was like being freed from a dumpster fire. managed to find something way better and never looked back.

I was given my first ever below meets at midyear (completely undeserved) and am wondering how much this messes up my chance at getting another position in the company. Hiring managers: are you able to view the mid-year reviews for all job candidates during the interview process?

When we’re on a PIP, is it necessary to put in the effort to meet the goals, or is it not worth it? Should we just do the bare minimum and leave it at that?

I endured 3 years on the core line with many promises of a role switch after my "2 year commitment" in the end it was all just a lie. Oh well.

Get your licenses, learn the ropes and get out while you can asap.

Fidelity may have shunned you. You were perceived as a threat to your boss or peers. You were seen as the competition by your boss. You were intentionally siloed to compensate for your boss’s incompetence and inexperience. You may have been treated in ways no person ever deserved.

At employers outside Fidelity, your deep domain knowledge, experience, business acumen, executive presence… everything you bring is valued and encouraged. Everything you bring to your new job is a valuable asset. You are worth significantly more than you realize.

It’s crazy how leaving Fidelity and becoming reestablished at a new company is so rejuvenating. You realize how overqualified and overtrained you are. Assignments that once seemed challenging are effortless, while senior leaders, managers, and peers quickly realize they’re working with a different breed.

Fidelity’s trash is another company’s goldmine.

Your new employer respects you. Values you. You’re doing meaningful work with purpose. Your contributions have a significant impact. You actually want to go to work again and look forward to it. This is what awaits you. I guarantee it.

You only have one life to live. Stop wasting your time at a company that doesn’t want you or respect you.

Have full confidence in every aspect of all your abilities, and you’ll be surprised with just how much you know, and how much value you bring in every sense of the word.

A fresh start and a clean slate is exactly what you need and deserve. Break free from the belief that Fidelity defines who you are and what you’re capable of.

I’ve been asked to interview for a role in Europe, anybody have insight?

I recently finished a second round interview, but I'm also aware of the ongoing layoffs and such. Thoughts?

I get it, they will not be promoted. We don’t want them over us. But that doesn't mean they have to leave. Just take the paycheck, be quiet, and don’t ask for a career. That’s not too much to ask. Like promotes like, we only promote what looks like us, sorry…

I get it, they will not be promoted. We don’t want them over us. But that doesn't mean they have to leave. Just take the paycheck, be quiet, and don’t ask for a career. That’s not too much to ask. Like promotes like, we only promote what looks like us, sorry…

https://www.reddit.com/r/IBM_Employees/s/LypsgKSMZg

I know this restructuring is really difficult, and I understand how stressful and uncertain things must feel right now. But at the end of the day, a company is still a company. Its priority is the business and the money, not necessarily the people. Whether STCB is performing well or not, or whether the Computational Team is doing a great job or struggling, it ultimately doesn’t change the fact that you need to think about your own future first. So, instead of worrying too much about what the company is going to do, start updating your résumé, interviewing with other companies, and preparing yourself to leave if the right opportunity comes along. There are many better companies out there. If you feel like you’re missing some skills, you can work on developing them before making a move, or you can move to another company first and continue building your skills there. Either way, the important thing is to create opportunities for yourself rather than waiting for the company to decide your future.

As others here I'm on PIP. First time on this strange improvement plan program...

And I couldn't be more grateful. That place is a disaster, and getting out was the push I needed to find something better. Being let go feels like a punishment when it happens, but with time you realize it's a gift. Go find something that doesn't drain you. You'll thank yourself later.

Key Signs to Leave
Chronic Burnout: You feel totally exhausted even after a full weekend or a vacation.
Constant Dread: You experience deep anxiety or the "Sunday Scaries" on a regular basis.
Toxic Culture: The workplace involves bullying, gossip, or a complete lack of psychological safety.
Bad Leadership: Your boss micromanages, demeans you, or blocks your basic needs.
No Growth: There are zero chances for promotions, new skills, or lateral moves.
Unfair Pay: Your salary is far below market value and requests for raises go ignored.
Value Mismatch: The company's core mission or actions conflict with your personal ethics.
Health Impacts: Work causes physical symptoms like headaches, stomach aches, or sleep loss.
Mental Check-Out: You no longer care about the quality of your work and just do the bare minimum.
Better Options Exist: You are qualified for and see realistic, healthier roles elsewhere.

Why can’t I7’s become I9 without first being an I8? These levels are so antiquated and old school. If an I7 is doing an I9 role, just promote them or at least pay them accordingly! Dell is very far behind in the times. Almost functions like the Fed govt. The longer you’re here, the higher you get based upon longevity, not talent or skill.

Widespread corporate layoffs are prompting many individuals to consider significant career changes. These job reductions, driven by factors like AI advancements and restructuring, are pushing workers to evaluate their transferable skills and identify new opportunities. A successful transition involves researching job market demand, acquiring necessary new skills, and making a strategic move for long-term stability. While some may need immediate income, developing a thoughtful long-term career plan is crucial. Many professionals can leverage existing experience in new fields rather than starting over at an entry-level position.

https://www.wftv.com/contributor/rising-corporate/EC7T2E6WFUYB5MUMKFCSEQHAVY/

Is it worth applying for other roles? Ive been here just a tad over a year and my supervisor said theyre not hiring for the rest of this year, but she didn’t answer when i asked about applying to other roles internally

Instead, I got no training, no mentoring, and assignments outside my skill set. So much for my expectations.

For years, Pure Storage was an also ran compared to XtremIO. Occasionally some disgruntled EMC/Dell employee would wind up there.
Now, I’m retired now, but I see a lot of former Dell employees announcing on Linked in that they are now with EverPure. Congrats and best of luck on a long career.

I've seen too many coworkers get laid off and panic because they'd been out of the hiring game for years. Start looking even if you're staying. Apply, interview, and keep your resume fresh. The worst that happens is you see what's out there. The best is you get an offer you can't refuse. You've got nothing to lose.

Hard work and skill won't get you ahead. Flatter your boss and trash-talk the competition. That's the winning combination.

Finally took the leap and got an offer that blew me away. I won't say the grass is guaranteed to always be greener, but I can tell you this: good things happen when you leave your comfort zone.