#opportunity

White space, commercial, white space, underpenetrated (eww), white space,…

Yes sir. After trying other opportunities and nothing clicking, I have decided to move for the company. I hope it will be a good one for the family, as we will get a lot of social life, good housing and better opportunities than where I stay. I still got 20 years to retire. So let’s see how it goes. Wish me luck!

Today Oracle has released me to meet my future head on with no impediments for this former remote OCI gal. I love a good rollercoaster ride, so here's to looking for, and finding, all the silver linings and rainbows. They shouldn't be too hard to find if I keep my rose colored glasses within reach.

Look at it as an opportunity to leave this place for good with a safety net. Let's be realistic, how many other companies are as bad as Optum? I'm comfortable saying very few. So wherever you go from here should be an upgrade, even if it takes a while to find it.

“Back to school” no longer describes a single type of learner or a single path. Learning can happen in a classroom, on the job, or while preparing for what comes next.

This broader view reflects a changing learning landscape – one where education doesn’t have a single beginning or end. Being ready to learn in 2026 means having the foundation to keep learning, adapting, and growing wherever the next opportunity leads.

REVOLUTIONARY REVELATIONS WOW

https://www.cengagegroup.com/news/perspectives/2026/back-to-school-in-2026-how-learning-looks-different-this-year/

1. Your manager can matter more than your business unit

If you have a bad manager but like the business unit, try to move to another manager or business unit ASAP.

A bad manager can keep you stuck at the same level for years.

1. Don't be intimidated by job titles
   If you're on the phones, don't assume the analysts, squad leads, directors, etc are smarter than you.

Many of them are incredibly d-mb and incompetent while of the smartest people at Fidelity work the phones.

1. Visibility Beats Invisible Excellence

Good work that nobody importabt sees can be worthless for your career.

I witnessed people get promoted for being highly visible while doing bad work -- they just dressed it up to look good.

Also for many managers, the theater of work matters more than the work itself: being online all day, being on Teams constantly, staying late, showing up at the right times, and looking busy.

1. Fidelity is hard to get fired from and this distorts the internal job market

Fidelity seldom fires people for incompetence which means incompetent people can remain in their roles for years, sometimes with strong influence over key projects.

I was told by a highly respected Fidelity leader, someone with much more experience than I had with hiring across business units, that business units sometimes try to get rid of incompetent people by getting another business unit to hire them, since its hard to just terminate them.

You don't tell the other business unit, "This person is terrible."

You say:
"Actually, they're pretty great."

And the problem becomes somebody else's problem.

( On the flip side, some machivellian business unit leaders will bad mouth a good candidate when informally asked simply to keep that person at the same role rather than roll the dice)

1. Ambitious and incompetent people are dangerous

A competent person can threaten their ego simply by existing. They may not even understand that this is what they're doing.

Don't make unnecessary enemies with people like this. If you identify one, keep your distance.

1. Fidelity's 401(k) benefit is great

Fidelity's salary offers are often greedy and disappointing and they rarely negotiate. The retirement benefits so make up for that somewhat.

1. A business unit's culture can change very quickly.

A good Fidelity business unit can become toxic when leadership changes.

Watch who leaves.

If several strong people leave around the same time, pay attention. Something may have changed before anyone officially admits it.

Start planning your exit before the situation becomes obvious.

1. Be extremely skeptical of Fidelity's rotational programs

Never Bet Your Career on a Fidelity Promise!!

Most of them are terrible.

I knew of a Fidelity rotational program where existing employees were told that rotating through different parts of Fidelity would lead to permanent positions with higher prestige.

Then the cohort was told that the positions did not actually exist -- after they had joined the program, left their old roles and were close to graduating the program.

If they couldn't find another position through their own internal networking, they would be laid off.

These were existing Fidelity employees who had good performance in the original roles, recommendations, and had gone through a competitive selection process. My colleague who was part of it had a mortgage and kids in college.

1. Don't expect Fidelity to train you.

Fidelity will put you through HR training.
That is not the same thing as developing you.

If you want serious technical or professional development, stay away.

1. FIDELITY ERGS SU-K AND ARE A WASTE OF TIME

2. Fidelity is not innovative

But Fidelity likes the appearance of innovation which often means chasing and dropping gimmicky ideas like agile.

Innovation produces something better. A gimmick produces a new presentation, initiative, acronym, or reorganization.

(Although I understsnd this was different when Abby's father was CEO)

1. Fidelity is very conventional

It tends to hire conventional people with conventional backgrounds for conventional roles.

If you want an environment full of unusual thinkers, don't assume Fidelity will provide it.

1. Many SVPs are incompetent and actively try to manipulate other senior leaders

I knew of an SVP - non-technical- who contracted out ( for a life-changing sum) work to develop an I.T application.

The contract went to someone they seemed to have an emotional connection to.

That person then hired Indian contractors to build the app, and then oversaw them while having no technical background themselves.

Disaster ensued but the SVP was crying before having to stop the contract -- because apparently firing an incompetent fool was too much to bear.

-

Later, when I started seeing people going to Abby to give presentations, I noticed there was coaching done at all levels to prevent anyone from mentioning to the SLT anything that may undermine certain pet projects.

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1. Don't assume Fidelity's technology organization is good

My experience was that Fidelity Technology had serious problems.

I also saw what looked to me like heavy dependence on H-1B labor, including technology work that did not appear unusually difficult or specialized.

Many of the engineers also felt there was little in the way of good projects to work on, while others distrusted the technology enough not to even keep their own money at Fidelity.

1. Don't Overestimate Fidelity's Brand

Fidelity is not disrespected.

But don't assume having Fidelity on your résumé will make another employer say, "Wow."
Usually it won't.

1. Apply for jobs you don't think you qualify for.

A lot of id--ts apply for and get great roles at Fidelity.

1. Keep an external option

Spend some time every month applying elsewhere.

Fidelity often pays much less than the market for comparable work.

You probably should exit when a good opportunity presents.

Takis seems to be the leader who’s technical enough to understand the Fiserv mess and has the chance the right the ship.

FB and ML were just bankers and opportunists.

Within a month I got an offer with a 20% raise. I really didn't plan on leaving but I'm not wasting this opportunity. This is just to say that there are jobs out there, in case you were not applying thinking the job market had nothing to offer.

Who’s excited about the new Upstream Opportunity Teams???

Had an great internal transfer lined up and then this "non-financial non-budgeting" induced hiring freeze. If they couldn't figure out the RTO space needs and lift the hiring freeze sooner, will seriously consider external opportunities, as where I currently am is a sick place.

So, HRs in the know, when will the hiring freeze end?

Clark County School District is providing transportation grants to students attending schools outside their zoned areas. This initiative aims to ease the burden for families seeking better academic opportunities. The district also reported near-full staffing for the upcoming school year. Teacher vacancies have significantly decreased compared to previous years. No budget-related layoffs are planned for educators.

Las Vegas, Nevada

https://thenevadaindependent.com/article/clark-county-superintendent-touts-transportation-grants-no-layoffs-ahead-of-school-year

!!!Attention!!! all great minds from every terminal ??? Can your mind move freight,can you think how others can do what you dont want to do.
If so a wonderful opportunity awaits you, your friends and family.
Unlimited time off with pay and benefits because your family is more important than your co-workers friends and family.
Plus we pay you directly in cash at the end of the day for everyone you bring in and mold into your likeness.
Scan the code for this wonderful opportunity and sign up today!

Is it just me, or is everyone seeing the same trend?
Almost every early-career, mid-career, hyper-growth, high-visibility role is being given to BTC folks.
Examples include opportunity advisors, planners, commercial roles, LNG commercial roles, and project manager roles.
If true, this is a betrayal. The sad part is that we’re sitting ducks.

This board could use a little balance, so here goes.

Yes, restructuring is hard — and if you were impacted, you're talented and any company would be lucky to have you. But for the rest of us: take a breath and zoom out.

We work at a company that's been trusted with the world's most important data for over four decades. The biggest banks, airlines, retailers, and telcos on the planet run on what we build. That doesn't happen by accident.

And credit where it's due — the ELT isn't hiding from hard decisions. They're making the tough calls to keep Teradata lean, focused, and built for the long haul. That's what real leadership looks like, even when it isn't popular.

The sky isn't falling. The mission is intact, the customers are still here, and so is the team. Choose to see the opportunity.

Proud to be here. 🧡

If a layoff’s coming, why wait? Find better opportunities and move on. Just how things are trending lat

Current management does not care about employees. Layoffs happen at a time company finance is healthier than ever. No warning, no cause, just because... Those unfortunate's today could be your tomorrow. Your above and beyond means nothing. Retire in place, do bare minimum, go to a different company if they offer better opportunity... then you won't regret sacrificing your own time for management's bonus stocks.

Innovation is lacking. Billions lost on useless 5G. Han's and the engineers could not figure out where we are headed. What is the future for telecom?

Opportunity is there but who has the vision and leadership to succeed? Not ATT or VZ.

Satellite and new technology is evolving daily and these legacy companies are so behind it's embarrassing. Dinosaur 70's leadership. It will change eventually and the landscape will be massively different.

It's a race to the bottom currently and Big Red is leading the charge.

Sorry Dan, but AI cannot fix VZ. Not with you in charge.

But think about it for a moment. Are you really happy at Optum? Has this been a good place to work anytime recently? And be honest with yourself. Being laid off might be the best thing that could happen. It's an opportunity to get out. A clean break from a bad situation.

I’m finally admitting it. I should have moved.

Funny how the people pushing the most disruptive AI initiatives never seem to apply them to themselves. If we're serious about efficiency, the first AI agent we should build is one that replaces the Corporate GTF function. It would likely have a lower operating cost, generate fewer slide decks, require fewer alignment meetings, and produce a higher ROI than the "AI transformation" efforts it's replacing.

As an added benefit, it would stop forcing BU’s to absorb initiatives they never asked for in the first place. The BU’s already know their customers, markets, and operational realities, they don't need another round of centrally mandated AI programs designed far from the front lines. If the goal is truly to create shareholder value, replacing the function imposing these initiatives may be the most impactful AI deployment available.

If you get notified , do they give you a chance to find another role within Fidelity?

I am considering a role in private wealth in Minnesota. Reading through these posts, there seems to be a lot of employee frustration. It seems much of it is around RTO and it appears much of that may be in other business lines. Can someone in private wealth share the good and the bad?
Specific questions:
1) I am being promised a sizable book of business due to departures last year. Historically, will these clients be loyal or are they likely shopping as they haven’t had an advisor?
2) I am being told many referrals and new business opportunities are available via internal bank channels such as the commercial bank. Is this accurate and how many referrals should I expect each year?
3) I’m receiving mixed messages around what has caused the recent employee turnover and how much there has actually been. Can anyone share what is accurate? I’ve heard anything from 3 people left in 2025 up to 25, so that’s quite the gap.
4) I’ve often heard US Bank technology is behind, but I have been told that is no longer the case. Specifically mentioned was salesforce and the integration of daily work. Do you feel the technology allows you to be successful?
5) Leadership - this site has many negative posts about senior leaders, but the local leaders I have met seem to engaged and ready to support me. Is that accurate?

Thanks for your willingness to share to good or bad. I’m excited about the opportunity, but nervous I may be missing something.

I resigned two months ago for a new opportunity and I was really nervous about how it would feel to leave Target. Losing “opportunity”, the chance to work on things at Target scale, the benefits of Target’s brand on my resume.

Honestly, all of those concerns faded a few days in to my new position. Not because my new job is just like Target, but because I didn’t realize how poor the leadership truly is at Target until I worked with people who get along with one another and understand the goal of their work.

People have been welcoming and collaborative. I haven’t been stonewalled in a turf war. Communication is simple and clear. I get what we’re doing and so does everyone else.

The compensation is also par and so is my opportunity.

If you feel like target isn’t firing on all cylinders for you, leave. There are jobs out there.

https://ktla.com/news/the-michael-jordan-of-dolphins-photo-captures-wild-dolphin-catching-huge-air/

Curious what everyone thinks about the upcoming LP. I feel like it is too good to be true about uncapping the profits (I think they said this?). Meaning we can go about the fixed return. I might be wrong but it all seems too good to be true. Anyone have any insight as to what is actually happening or what this offer might be?

Can anyone confirm with certainty?

For those of you who landed your next best opportunity and are out of this purgatory....any tips?

Leaders are clueless. Everything is a priority as everyone needs to save themselves. No support from your supervisor. Only burnout remains with us. Layoff or rebadging dates are mystery.

Save yourself and find an opportunity outside. Otherwise you will also be thrown out as Shankar's photo from cafeteria. Don't get used in place where is absolute no clarity. Invest only on yourself

Need to move on from my current role.

So sorry for everyone impacted so far. Wishing you all the best, and I hope this leads to better opportunities ahead.

Check out Centene REQ: 1631114

Position Purpose:
Establishes and fosters a healthy working relationship between large physician practices, IPAs and Centene. Educates providers and supports provider practice sites regarding the National Committee for Quality Assurance (NCQA) HEDIS measures and risk adjustment. Provides education for HEDIS measures, appropriate medical record documentation and appropriate coding. Assists in resolving deficiencies impacting plan compliance to meet State and Federal standards for HEDIS and documentation standards. Acts as a resource for the health plan peers on HEDIS measures, appropriate medical record documentation and appropriate coding. Supports the development and implementation of quality improvement interventions and audits in relation to plan providers.

Delivers, advises and educates provider practices and IPAs in appropriate HEDIS measures, medical record documentation guidelines and HEDIS ICD-9/10 CPT coding in accordance with state, federal, and NCQA requirements.
Collects, summarizes, trends, and delivers provider quality and risk adjustment performance data to identify and strategize/coach on opportunities for provider improvement and gap closure.
Collaborates with Provider Relations and other provider facing teams to improve provider performance in areas of Quality, Risk Adjustment and Operations (claims and encounters).
Identifies specific practice needs where Centene can provide support.
Develops, enhances and maintains provider clinical relationship across product lines.
Maintains Quality KPI and maintains good standing with HEDIS Abstraction accuracy rates as per corporate standards.
Ability to travel up to 75% of time to provider offices.
Performs other duties as assigned.
Complies with all policies and standards.
Education/Experience: Bachelor's Degree or equivalent required. 3+ years in HEDIS record collection and risk adjustment (coding) required.

Stock together are gone completely.. Total compensation opportunity has reduced by $10k for me.
Dan wants people to do more work with less money.. good luck hiring and retaining talent

Given an option, where would you rather go for T? Cu----g, GA or Plano, TX for future greener pastures too

From under $12.8 upto $13.4 today just under 5% in a day. You won't get that in a bank account.

Under $13 is good.

Unless you land a big position at a big firm, how will they find out? An opportunity can come before the 60 days, and you would be forced to pass to hold out for the severance.

I have been searching for a new opportunity outside Verizon and it took a while to land a new Job because of the market conditions.

Good luck guy's hope you landed the job that's make you happy soon

The Equal Employment Opportunity Commission (EEOC) is seeking a court order for investigating systemic race discrimination allegations against white workers by footwear and apparel corporation Nike Inc., according to a Feb. 4 statement from the agency.

You get to work remote PLUS level up a job grade!

Im considering a job in the business development roll.