#internalmove

I was part of the July layoffs in CX. When TJ was reading from the hostage video script she made it clear that “it had nothing to do with your performance” and it was based on needs of the business

Fast forward two more months and I have applied on multiple roles I am more than qualified for. I come to learn there is a flag in the system that shows if you are part of an impacted universe. In other words “we are laying this person off, do not hire them”

I am assuming this type of discrimination is not legal?

For namesake there seem to be plenty of requirements posted and many say multiple openings.

1. Not even a call on many. You just get a rejection letter.
2. Some requirements are so fine tuned as if they are not interested in selecting anyone rather trying to reject outright.
3. Some you get call from HR. Interview goes really well, but hmmm no response for further steps.
4. Some requirements there are folks on the call who seem to be he-l bent on proving how hard the role is and how they seem stuck on one technical question that they are familiar with.
5. Covid might have pushed a lot of undeserving candidates up the chain and they act as if they run the company :-) . No common sense, no professional attitude. Just folks who were lucky to be in that position...thats all.

If these were labor filings, why waste others time?

If these were internal rotations why waste others time?

If they dont need candidates why do they keep raising hopes only to disappoint?

During our department meeting, we were told to update our resumes and start looking for other opportunities within the bank. There were about 1,100 employees on the call.

If you change positions internally, does this affect your bonus?

Say if you move in October, is the bonus reduced or anything like that????

I applied last week and received an email saying that my manager was going to be notified within 24 hours for 'transparency'. I havent even spoken to the recruiter yet. Is this a new thing now? I had applied before and never received this email before.

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?

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?

a well planned mind fu-k? Several groups have been subjected to last minute (or are they) changes to their status. Some with RIF dates are then given different assignments within days of their change dates, some inside the company, some not. Now, the only update is that these offers are now given, allegedly, with the option to take severance or accept the extension keeping their severance offer intact. Be sure to get that in writing.

Who else is seeing 50-100% turnover on certain teams? Expected to continue? Not to mention executives turning over like crazy or hopping to new roles internally.

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

I applied for an internal position in Feb, got some pay bump but I RIFed told last Thursday. My previous team has no opening for me and I was told I can apply for roles internally the next few weeks. WTF. Why would they hire someone internally knowing that the position is funded and rif the role in less than 5 months. The only reason given was "funding" but Sr. Dir making a lot more and who does nothing is still there. This is really messed up

I been applying for several internal positions, and today I finally got an interview. E13 to E14. How do I know they are not interviewing me just to show HR that they interviewed enough people before promoting their team member. This job posting looked legit. Posted for 15 days. Hiring manager has 5 direct reports and all of them are already E14

With all the talk about RIFs lately, I'm thinking strategically about my next move here.

I'm not necessarily looking to grow, lead, innovate, take on stretch assignments, contribute, or “make an impact.” At this point, I'd really just like to find a role that is unlikely to be eliminated or increase in responsibilities, and that I can comfortably occupy for the next 20 years until retirement.

Ideally I'm looking for something where:

• The work is important enough that they can't eliminate the position, but not so important that people can easily identify what I do
• Answers within the parameters of a maximum of 4 possibilities, no judgment or thinking required
• Clearly defined responsibilities so I can confidently say “that's outside my scope.”
• There is little expectation to volunteer for additional work.
  -“That's how we've always done it” is considered a perfectly acceptable process improvement strategy.
• My eventual career goal of “retiring from here” is viewed as a strength rather than a lack of ambition.

For those of you who have successfully moved internally to survive multiple rounds of RIFs: what types of roles should I be looking for?

I'm trying to find my forever home here, not my next career challenge. Ideally, I'd like to get into a role where I can learn a minimum, and then hand everything else off to someone who is still interested in career development.

Any internal career survival experts have advice on which jobs we have internally that suit these goals?

I’m getting nowhere, looking outside of Ford.

Curious if any other Discover legacy people received an Above Average rating during the mid year calibration

With another year or so of integration still ahead of us, I’m also wondering how much value these elevated ratings actually carry if Capital One ultimately eliminates your team or role? Are they taken into consideration when applying for internal positions or being considered by other teams?

Is it standard practice at truist to blind copy management when you apply for roles internally? I don't mass apply however I watch the job boards and occasionally apply for things I think would be a good fit. Each time my manager reaches out and has this passive aggressive conversation with me about each application.... like what do you want me to say? I can't tell her to her face that I'm weary of the department management, direction, or the consistent RIFs. No other bank or company I've ever worked at does this. I would understand a conversation if I was in the final interview running but for every application it feel like a guilt trip.

Any one want to share about internally moving to a lateral position or higher? How is the process to tell the current manager that you want to move elsewhere ?

For those who moved up internally, how many jobs did you apply to, to get a new role internally? In the US.

Hi, I saw a previous post mentioning that Cognizant's FDE role is intended to automate production delivery tasks.

At FIS, there are now internal FDE openings, and some employees are being "encouraged" to apply. You might wonder why I'm asking this here, but I'm interested in how others view the situation.
If the responsibilities of the FDE role are changing significantly and you decide not to apply for the FDE position, choosing instead to stay in your current role, do you think that could make you more vulnerable (immediate target candidate) during future layoffs? Or would you simply stay put and accept that risk?
I'm looking for opinions.

Has anyone else noticed that they are posting certain jobs as external only? Not allowing internal candidates to apply? I’ve also noticed that some of these external only jobs are remote, whereas all the jobs posted internally are hybrid at best. Anyone know what’s going on? What does this mean for career progression?

End of July for Halo people no places to go internally

I'm just not seeing much evidence of it in practice. Most internal openings seem to follow a predictable path. Everyone goes through the application process, interviews happen, and then somehow the outcome is exactly what people predicted on day one. After seeing it happen enough times, most people stop bothering.

Why bring in an external hire to replace a C suite executive? Is there no one internal qualified? What’s the rationale?

is it a good move to apply to other positions within fiserv and move , my current work is a he-l in BH

No promotions for people who are already here. No balance between work and life. No chance to move into a different role internally. What we do have is plenty of favoritism toward friends and family.

Was offered an internal position slightly below advertised salary on internal site & on LinkedIn. When I pushed back was told the pay range was "actually lower than advertised" - hm indicated the advertised rate was for midline to highest and I was told I can't qualify for midrange b/c the new grade was much higher than my current rank.

USB would NOT pay me for the role and job that I would be doing. They wanted to pay me off of my current salary & a certain % of the advertised midline - was firmly told no wiggle room that's how offers are made now.

Promptly declined and the manager seemed surprised. So I'm qualified enough for the job but don't deserve the pay? No thanks I'm not desperate. My next move will be to a better employer.

I am on job reassignment as I got burnt out taking calls all day. I am looking for internal positions but noticed they removed many jobs. How long will this job freeze last?

for those that have reorg announced today , do you know what is causing it?

seems like people are getting moved to different teams across IT

Anyone else notice the internal job posting site is down on the day of layoffs?

One of my coworkers on my direct team has applied to a new position within dell, which is a grade level above his current level. So it'd be a step up. i7 to i8.

We both do the same job and same exact work but he's just a grade above me. Now, they would be leaving my team on corporate to go into the Federal department, which would open up the i7 position. I am an i6 and nobody else on my team is an i6 so...

Simple reasoning would be that I step into that i7 role... with a promotion of course, right?? RIGHT?!

When applying for an internal mobility role, is the current manager typically informed during the interview process? I’m trying to understand how confidential the process is, as I want to avoid any impact on my current role if I’m not selected.

Is moving from Tech to ICM possible at Citi?

Looking at applying for an internal role as a current TIAA employee, I see a few Nuveen roles. Curious if there’s any changes if being a Nuveen employee or if it’s virtually the same.

From a meeting today

• if you are WFM you won't be able to move internally. All new roles are in office.

The unsaid part is also if you are WFM expect to be treated differently from now on. Less or No promotions, more scrutinized, first on the downsizing list. I think its safe to say Quiet Layoffs are in full effect. The playbook is done at every company that has done return to office.

I want to take the severance and go to another company and double dip on income

Can hiring managers see your current salary? I apply for jobs here and there. I can't even get an interview.

They eliminated my position and moved me into something completely different with zero training or support. No one ever explained what success looked like, no one checked in to see if I was managing. It feels less like a reassignment and more like they were setting me up to fail from day one. Six months later, I'm exhausted just trying to keep my head above water.

anyone has any knowledge about this!

Has anyone been affected by this while making an external or internal move. I spoke with a coworker of mine who was supposed to leave to another department but they are still here months after they were scheduled to leave. They said thier offer is frozen with no end date insight...is that normal?