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

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

#141

Post by q1w2 »

65 wrote: post #105

It's interesting to me how trendy "diversity" is these days, and it's always in the context of race. It's interesting how we don't ever think of diversity in terms of class, wealth, disability, etc. An Ivy League educated black person and an Ivy League educated white person are far more similar than a poor white person and a rich white person. And yet, it seems as though we don't really care about hiring people from…

What's particularly troubling is that the greatest value in diversity, comes from the diversity of perspectives, experiences, and ideas.

That kind of diversity has so many roots, that recruiting by race alone actually reduces intellectual diversity.

Modern HR diversity programs are more about virtue signaling and conformity - not diversity.

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

#142

Post by rirze »

late2part wrote: post #96

I'm out of line for asking someone at the end of the interview if they want to ask anything else we didn't cover? If they allow you plenty of time to converse with your interviewers throughout the process, great. If they tack on a cursory “any questions for us?” while wrapping up, they don’t think it matters what you think of them. Pull the ripcord. I see the word cursory, but if the company does anything cursory, is…

I think the author means, if they ask "any questions for us?" at the top of the hour when the interview is about to end, it implies the interviewer didn't allot any time for the interviewee to ask any questions. According to the author, that implies a lack of courtesy and respect.

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

#143

Post by tomp »

stjohnswarts wrote: post #133
tomp wrote: post #44

Earlier quoted context omitted.

People forget that (1) women are not a minority, and (2) that tech is one of the kost diverse industries (full of Asians, Indians, immigrants, …)

Women are not a statistical minority, but in social rights and power, they are still very much a minority. As such they get some legal and societal protection for that. Anything else is burying your head in the sand.

Name a single social right that women lack (in Western democratic states).

In a democracy, women (the majority) are the definition of power. In addition, they’re a big majority of college graduates and have more earning power/potential than men (on average) before they choose to have kids.

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

#144

Post by danaris »

wreath wrote: post #63
danaris wrote: post #50

Earlier quoted context omitted.

Sorry, the work environment is inherently political these days. I'll "keep my political beliefs outside the work environment" when it's no longer political to say that - Women, queer people, and minorities should be hired, treated, and paid the same as straight cis white men - Abusive and exploitative treatment of workers is unacceptable - Every human being deserves to be treated with dignity and respect, regardless…

> - Women, queer people, and minorities should be hired, treated, and paid the same as straight cis white men No they should not. They should be paid similar to someone with similar work experience, skills, potential and likability. It has nothing to do with someone's skin color or sexual orientation.

Oh, good god. I did not think it was necessary to state that qualifier, as it should be obvious to just about anyone.

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

#145

Post by danaris »

bequanna wrote: post #81
danaris wrote: post #47

Earlier quoted context omitted.

That's why I prefer the term "marginalized groups".

What explains this obsession with engaging in mental gymnastics just to call oneself “marginalized”? Is it to explain away shortcomings? Seek reparations? The feeling of being part of a group? Or simply attention seeking?

I'm not trying to call myself marginalized. I am a cisgender straight white man.

Referring to marginalized groups is recognizing the very clear fact that certain groups of people have been historically, and still are, treated less well than those considered the "default" in-group due to aspects of themselves that are outside of their control.

The purpose is to become mindful of the biases that has introduced to our society, both conscious and subconscious, and do our best to consciously take those into account to counteract them.

...So let me ask you: What explains this obsession with engaging in mental gymnastics just to avoid calling people "marginalized"?

Is it to avoid having to change the way one thinks? Hold onto a perceived position of high status? The feeling of being part of a superior group? Or simply attention seeking?

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

#146

Post by bequanna »

danaris wrote: post #145
bequanna wrote: post #81

Earlier quoted context omitted.

What explains this obsession with engaging in mental gymnastics just to call oneself “marginalized”? Is it to explain away shortcomings? Seek reparations? The feeling of being part of a group? Or simply attention seeking?

I'm not trying to call myself marginalized. I am a cisgender straight white man. Referring to marginalized groups is recognizing the very clear fact that certain groups of people have been historically, and still are, treated less well than those considered the "default" in-group due to aspects of themselves that are outside of their control. The purpose is to become mindful of the biases that has introduced to our s…

> What explains this obsession with engaging in mental gymnastics just to avoid calling people "marginalized"?

Because I feel no need to bring nonsense labels and politics into an environment that should be a straight up meritocracy.

This is more often than not just an excuse for someone to prove “what a great guy” he is. Nothing more.

There is almost no value to the discussion except for self satisfaction gained by the “white knights”/“white saviors”.

I expect people to go to work to work, not to try to gain cool points for being so woke.

I have direct reports that are culturally, racially, blah blah blah very different from me. That comes up in our organization exactly never because it doesn’t matter. We hire people that demonstrate they will be successful and fire people that aren’t.

Expect special treatment because of some real or imagined injustice in the past? Please go somewhere else that is happy to make virtual signaling part of their PR strategy.

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

#147

Post by MattPalmer1086 »

wreath wrote: post #63
danaris wrote: post #50

Earlier quoted context omitted.

Sorry, the work environment is inherently political these days. I'll "keep my political beliefs outside the work environment" when it's no longer political to say that - Women, queer people, and minorities should be hired, treated, and paid the same as straight cis white men - Abusive and exploitative treatment of workers is unacceptable - Every human being deserves to be treated with dignity and respect, regardless…

> - Women, queer people, and minorities should be hired, treated, and paid the same as straight cis white men No they should not. They should be paid similar to someone with similar work experience, skills, potential and likability. It has nothing to do with someone's skin color or sexual orientation.

The parent was just saying that there should not be discrimination, that those people should be treated equally as well.

You are violently agreeing.

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

#148

Post by xboxnolifes »

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.

That's the point. If the question led you to not get the job, it's not a job you would want in the first place.

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

#149

Post by [deleted] »

rkk3 wrote: post #87
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's a sort of middle management role that a lot of people aspire to. Running a team, getting paid fairly decently. really, 7 figures a year is "getting paid fairly decently" ? MD in IB is the equivalent of "partner" in consulting, law firms etc. But the IB companies all went public so there is no controlling "partnership". Like "partner" it's the highest rung in the hierarchy and the distinction between them comes…

[deleted]

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

#150

Post by decafninja »

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…

Tangent, but having worked in the IT departments of Wall Street investment banks and hedge funds for most of my career, I’ve noticed there is a distinct and extreme lack of female SWEs, as well as women in general. The few present tend to be BAs or PMs.

This is in contrast with tech companies where the male to female ratio both in general and in SWEs seem to be much more balanced.

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