Serious question. What is Truist hr policy on posting roles for consideration? I get that super senior leadership and super high pay grades are recruited differently and not open for any common person to post but isn’t there a job grade cut off where If they create a new role or do a reorg and promote some people above others, they have to post it first?
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As someone who has first hand experience and knowledge of the promotion practices, I have seen since merger this very thing. The last position I posted for after merger was given to the best friend of the hiring manager and was decided before the position even posted. I know this to be factual as I have since verified it with the person hired. Before you tell me to file a complaint with HR, I DID and it was buried faster than a mafia hit. The two cursory interviews given me were a clown show, the first was done by a completely different panel than all the other applicants and the second was a phone conference that was supposed to be a panel of 6 and only 2 even bothering showing up to do the interview.
The applicant chosen had less than 1/3 of my experience and performed at about 50% of her annual goals. It was the last position I will ever post for with SunTruist. The decline in this bank is a direct result of BS like this.
80%+of exec jobs aren’t posted anywhere in the traditional sense. They are posted for “compliance reasons” AFTER the desired candidate has been identified so that the hiring manager can point to the public posting if there is an audit.
Truist is ripe with nepotism, favortism and discrimination. Even if they do a interview as a courtesy, they already know they plan to install. I can't believe they haven't been sued yet.
This is why networking is important. I know I’ve posted for and even interviewed for positions where the person calling the shots never had any intention of hiring me. It was all for show, the decision was made who was going to be hired even before the position was even posted. I’ve even seen it where the department head doesn’t even bother with posting a position. They just fill it with who they want. I’ve been on both sides, promoted with no posting and passed over with no consideration, with no posting or even a “pretend posting.”
It stinks and it’s not fair, but that’s how the game is played. Network and leverage your talents so management doesn’t want to loose you and then hope for the best. At least this has been my experience. And if that doesn’t work, look elsewhere. Just be aware that a lot of “job postings” on job boards are really just for show. So, be careful.
Take it with a grain of salt but an old job I worked for said something about legally having to post the job for a certain time frame and interview even when they already knew who they were giving the job too. I can definitely speak on the 2nd portion. A good chunk of jobs the closer you get to $100k and especially beyond the hiring managers typically know who they want to hire or already have chosen someone on their team or another team who was browsing around or reached out to them. This isn't just a Truist thing, everywhere I've worked has done something like this. I highly recommend you network with people and just ask, it'll get you further than just randomly applying and crossing your fingers.
Source: a Truist employee who was hired exactly as my statement above, very common
Good luck to you
HR monitors this site often, maybe they will chime in
Right but don’t they have to post them for a few days?
Many (most?) jobs get posted as a mere formality. The hiring manager already knows who will be hired for the position.