Please add if I missed something.
Also, if he was in a hurry, he wouldn't have gotten back over a month later.
@7eti+1qbntPha
That is what I did and I never received a response even though the alternate times were in the next days. Maybe you wouldn't be struggling to fill positions all the time if you weren't chasing people out constantly.
Rampant favoritism & lack of new blood. Use the same people over & over even if they fail big time. Intentions to innovate are there, but the same people that can’t make required tough decisions are put in charge of those innovation projects. Underfunding of projects w/ unrealistic deadlines means half baked tools. Tech people don’t have what it takes to build competitive functions and UI’s. Top execs say one thing & do another. Challenge it & you get iced out. It’s a dictatorship of old dudes that are out of touch with how to succeed long term, always chasing short term cash flow & not managing resources for the long term. Top execs wrote the book on gaslighting. No one stands up for the right things & will turn their backs on whoever does to save their own skins. It’s no longer driven by mission & purpose of putting the client first. It’s driven by whoever panders after the CEO & parrots back what he wants to hear. RTO should be the least of your worries. Best advice: know who the clan of favorites are so you don’t get sideways with them. If you’re good at what you do but you outshine an heir apparent, your days are numbered.
I didn’t say that a last minute scheduling of an interview wasn’t impolite, (by the way, what’s the definition of “last minute”?), I simply questioned why that translates into the manager being toxic. Being a former PL Director at Schwab who was laid off, I can tell u that hiring managers have to move quick to fill positions as they are at risk of being eliminated all the time (removing an open req is preferred over laying a human off), so the hiring manager is in a difficult place. Why not afford everyone a little understanding and at least not classify them as toxic. U can always respond with suggested alternate times u r available instead.
Hiring managers who don't understand that when you are scheduling an interview, it's not about the hiring manager and his/her f'n schedule. The person you are interviewing may have a current job that they need to schedule around -@5zgh+1qbntPha is likely a manager and based on response, a very poor one. Red flags all around on that response. Oh and heads up? Schwab is no longer a "great place" to work - meaning you will need to be MUCH more accommodating to even get folks to apply going forward.
@5zgh+1qbntPha
The polite thing to do when scheduling a meeting, especially an interview, is to send a person times you are available for and find a time that would work for both people. You also don't notify someone last minute of a meeting unless it is for something critical like a production issue, etc. You probably don't understand this because you are an incompetant "leader" at Schwab.
Wow, didn't realize that a hiring manager who schedules an interview around their schedule is toxic. You did them a favor by not showing up.
@1gxz+1qbntPha
I've been looking a while myself. I got a few interviews.
One was a toxic manager who notified me last minute of an on-site interview with the time already picked out while I had some meetings at that time. Sure, Schwab does have a lot of pointless meetings and I could bail but I don't want to work for someone who notifies me of an on-site interview over a month after applying last minute and expects me to be available.
The other interview was a job I would take but that one was looking for a niche skillset.
I figure for now I may just contribute to open source projects, charities, my own personal projects, etc. when I find time to start building a network while still meeting expectations at Schwab (I am still getting paid even though some entitled people on this site might argue against meeting expectations). That way I will have more connections in 3-6 months and I can find a job. In the meantime I will use this site for venting until I get the opportunity to leave Schwab.
@1gxz+1qbntPha Job market is very over saturated right now. I’ve been looking since the RTO announcements but so far no luck landing a position, but I did get to the final interviews three times and was top candidate for one of these positions. Too bad it got cut due to budget issue.
@1gqs+1qbntPha
Bruh, that guy is a troll. He just mocks all the stupid talking points we get from management. I personally think he's funny and upvote his posts. It is even more entertaining to me that you take it seriously.
The most interesting thing about this post is the one reply that was removed.
Yall goofy af for coming at my comment. If your manager does not have your back then it’s time to go. This stuff isn’t complicated. Put yourself first.
Please reach out to your manager if you’re having trouble.
This can be great advice. But it isn’t now and here.
Leave or smile behind the disaster. Or be one of the few who are genuinely happy. But don’t share with your manager or participate in the surveys with honest feedback. If you haven’t noticed, the feedback is limited by the questions and the responses are cherry picked for the message sought.
Few companies or leaders want feedback. They want minions.
But our managers lack self-awareness and some are very narcissistic.
Why place a target on your butt?
Please reach out to your manager if you’re having trouble.
Everyone on this post realize they can go find another job, right!? Oh that’s right…..you would rather complain than do anything about it.
Let it go Tool team hater!
Worst thing about Schwab is that they hire tons of people to dream big and then do none of it. Schwab may have deep pockets, but the lack of innovation will be a major drag on the firm. How many big 4 consultants are needed to do jack sh-t?
Bullying by incompetent leaders. Toxicity from Visa. Lack of accountability. Too much process.
But the big one is lack of trustworthiness.
Walt showed this with the wfh is working but we need to better communicate and right size offices to rto and get back by October. The first communication was bad enough. That they had no room just showed that the plan wasn’t that good.
Used to be a decent firm. We hired for expertise and leveraged it. Now we want easily outsourced drones as we automate the business with CC or IT with whatever IO/OCTO buzzword of the day is popular.
Lack of empowerment, numerous layers of approval both upward and outward to complete the most basic of tasks.
Too many layers of management, Jeffrey Yee and Jarred Newill come to mind.
All you can see in tools team