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How can you tell if the company youre interviewing with is rotten on the inside?

charity.wtf

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Re: How can you tell if the company youre interviewing with is rotten on the inside?

#51

Post by sqqqqrly »

gdy wrote: post #28
DonHopkins wrote: post #10

Earlier quoted context omitted.

What exactly do you mean by "pronouns person"? Do you enjoy misgendering people on purpose? Because that's one way the company interviewing you can tell that you're rotten on the inside. https://www.urbandictionary.com/define.php?term=Popehat%27s%... Popehat's Law of Goats He who fucks goats, either as part of a performance or to troll those he deems has overly delicate sensibilities is simply, a goatfucker. He claim…

Another way to tell that someone is rotten on the inside is the use of the 'goatfucker' slur to refer to zoo-sexual people.

How does a a zoo-sexual find a hum-sexual goat? Is this a concern of a zoo-sexual?

I hope your comment was a joke.

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#52

Post by sgslo »

hu3 wrote: post #12
lordnacho wrote: post #9

I'm not sure the diversity stuff helps. People who look different can still be dysfunctional. For me the big one is whether people in the interviews have the same mission. I went to an interview with a large investment bank where a friend turned out to be one of the interviewers. I thought highly of him, so naturally I thought his colleagues would be similar. He gave me the speil about what he does, sounded reasonabl…

Pardon my ignorance. What's MD in this context?

Managing Director

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#53

Post by ianai »

bawolff wrote: post #3

> This is a GREAT one: “As a white man, I’d ask what they’ve done to find qualified women and minorities for the role I’m interviewing for.” I can't help but feel that asking questions during an interview that encourage the interviewer to hire someone who is not you, is a bad strategy for actually getting the job.

It reads as outright deranged in your quote.

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#54

Post by iso1631 »

MattPalmer1086 wrote: post #46
lordnacho wrote: post #20

Earlier quoted context omitted.

Managing Director, it's a sort of middle management role that a lot of people aspire to. Running a team, getting paid fairly decently.

It does vary, but I wouldn't describe Managing Director as a team lead. In the UK it was often equivalent to CEO. It could be the head of a business unit.

Yes, someone on the board that takes an active role in the company, or higher (The CEO)

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#56

Post by aperson_hello »

peakaboo wrote: post #17
bawolff wrote: post #3

> This is a GREAT one: “As a white man, I’d ask what they’ve done to find qualified women and minorities for the role I’m interviewing for.” I can't help but feel that asking questions during an interview that encourage the interviewer to hire someone who is not you, is a bad strategy for actually getting the job.

Diversity has nothing to do with company culture being good or bad in most cases. Example: Let's say the company has 100 employees and 90 of them are white and 10 of them are black. As a white engineer, it won't help you if they invite more black people to work there. It's much harder to know if 90% of them are assholes and diversity will never help with that.

And it's hard to say whether that's just the local market for engineers or if a large employer nearby is pulling minority engineers at a higher than average rate that skews the local market for the rest of the potential labor pool.

In your example, I might question the lack of ANY other minorities in that company. In my local market, for example that 10% Black engineer number is way over-representing, but I'd expect ~30% minority for an average engineering organization.

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#57

Post by Nullinker »

MattPalmer1086 wrote: post #2

My two favourite questions to ask at interview are: 1. Tell me about a time things didn't go to plan and what you did about it afterwards? 2. Do you enjoy working here? Of the two, the second one gives me the most useful signal. Every business has difficult times, so the first usually isn't too hard to answer, and they can gloss over stuff. The second one is more personal. Nobody can say no to that one. It's the way…

I once had an interviewer tell me that he loved working there so much that he was happy to go to work every single day. Even when I explicitly asked him if there never was a single day where felt less happy he denied ever feeling anything other than pure joy for work.

At that point I concluded that he was either lying or unable to relate to people who are not happy all the time since he was supposed to be the supervisor it was one of the reasons to decline the job.

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#58

Post by iso1631 »

tomp wrote: post #45
isoprophlex wrote: post #35

Earlier quoted context omitted.

Meritocracy is a lie, a device to help rationalize the advancement of in-groups over other less privileged groups. An analogy: as a parent you should probably not reward purely on naked results; you should stimulate and reward effort instead. The first option just reinforces existing traits; the second empowers actual self-improvement. Not saying this is always easy or clear-cut. I understand the wish for getting rew…

Meritocracy is an ideal that is almost by definition unachievable. Like freedom, equality, etc. It’s a very worthy ideal.

Meritocracy means those who have lucky breaks early in life (schooling, opportunities, etc) earn compound interest on those choices.

If you could give everyone a "merit metric", and you had two options, one scoring 45 and one scoring 50, you'd chose the one scoring 50, without realising the the adversity the one scoring 45 has endured to get that far means they'll be operating at 55 or 60 in a year with the right environment, but the one that coasted at 50 for the last 10 years will continue to coast at 50.

Someone whose parents coached them in IT skilled for 14 hours a week for 10 years could have a higher "merit" score than someone that picked up 90% of the skills working on their own in 2 weeks, but would likely not be as good a hire

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#59

Post by version_five »

WithinReason wrote: post #16
awakeasleep wrote: post #15

Earlier quoted context omitted.

This is a shibboleth virtue signal. Neither side takes it at face value

I wonder if we're headed to a point where this kind of self-selection basically creates companies consisting of either people who are all about DEI, or people who only care about skills/qualification, then the market will decide which one is the winning strategy.

Anecdotally, I think the companies where the focus on these sort of virtue signal things is the highest are those the least subject to market pressure. A trucking outfit competing on price is not going to waste money on a diversity officer or whatever, but a Canadian retail bank can create all sorts of elaborate bureaucracy and rituals without fear of having to actually compete.

Re: How can you tell if the company youre interviewing with is rotten on the inside?

#60

Post by gray_-_wolf »

gray_-_wolf wrote: post #49
WithinReason wrote: post #16

Earlier quoted context omitted.

I wonder if we're headed to a point where this kind of self-selection basically creates companies consisting of either people who are all about DEI, or people who only care about skills/qualification, then the market will decide which one is the winning strategy.

The DEI people seem to me like they have a tendency to try to enforce their view via legislation. So I'm skeptical about the "market will decide" part.

Could someone comment on the down votes? The legislation is happening already, so I'm not sure why this is so controversial.
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