361–370 of 462 posts
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> HR people will tell their own stories about candidates backing A few years ago a recruiter who ghosted me once posted how tired they were of candidates doing the same to them.
George Carlin: Everyone who drives slower than you is an idiot, and everyone who drives faster than you is an asshole.
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The issue is these businesses are hiring without strategy, consideration to risk, or proper forecasting. There should never be a situation within a fortune 100 business where the forecasting is so poor that offers are rescinded. I began making household budget accommodations for the macro economic situation in the first half of 2022. What was google doing at this point? How does a business spend $20-30K on the search…
The reason is that they are deadly afraid of mass layoffs being leaked beforehand and causing the stock price to slide or a bunch of negative press about it, so the people who know aren't telling anyone but the VIPs in the company about it until the last possible minute.
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Never put in notice until background checks and all on boarding paperwork is 100% complete. Putting in notice on an offer letter is premature and, unfortunately, leads to bad results.
How's that supposed to work, when the process dictates that onboarding begins on your start date? If only we could give -10 days notice.
You remind them that they better finish their background check and sign the final documents fast if they want you on that date.
Whatever is the minimum notice period you have to give your current job (eg. 2 weeks), the countdown starts after you get the real signed offer from the future job.
you shouldn't risk fucking up your career over loyalty for a job that has not even hired you yet. If they want that loyalty, they need to first sign the papers that makes you an official part of their team.
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I'm always astonished at the incredibly slow, inefficient, and bureaucratic hiring processes of what are held to be the most capable companies in the world. I imagine it's also incredibly expensive and -from what I've read- doesn't seem cut down on the cases of false positives it's supposedly there to prevent. I wonder why these companies don't try and emulate something like what a military does: take in the willing…
> take in the willing and motivated how do you select the willing and motivated among the millions of resumes you receive?
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Ah. I still don't understand how this isn't considered fraud, or people aren't worried about being prosecuted or sued over it. Getting paid to do two "full-time" jobs simultaneously, without them knowing about it. Maybe just confident they won't get caught.
I think that they might be fired if new employer somehow finds out about it. (Though I doubt anyone would bother suing.) I don't understand all the people counseling getting some incremental protection against a low probability event (offer being withdrawn) when that incremental protection is something you'll probably get away with but better hope no one finds out.
My current (non-profit, academic) employer says in the employee manual that you can't do ANY outside work without disclosing it to them and getting approved -- so I'd be in violation of that policy if found out. At first I was annoyed by this -- why shouldn't I be able to do some consulting on the evenings and weekends without their permission? But as long as the process for approval is quick and easy and they generally approve... I can see how maybe it was actually intended, in a remote work world, to make it clear you are violating their policies if you take a second full time job and imply to both jobs you are on the clock simultaneously!
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3. Any offer revoked before the agreed start date implies mandatory payment of 6 months of salary, automatically, without exception.
So they'll just "revoke" the offer the day you start. For an international relocation that would be much, much worse than what happened here.
If the offer is later rescinded the candidate doesn't have to pay it back.
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Anecdotally, I have never heard of a US company giving two weeks notice for a termination of any kind. The vast majority of terminations I've seen are immediate, but I've also seen companies give termination dates in the (relatively) far future to employees (generally a couple months, but I've seen 1-2 years). Severance is also only common in large organizations. I've seen few small startups or bootstrapped companies…
I've seen it once in 25 years. Management told an engineer that she would be layed off/terminated "when she is done with the project she is working on". She milked the project for almost four months and then quit on her own after finding a new job. Turns out she did almost zero work during those four months. Can't say I blame her.
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Ah. I still don't understand how this isn't considered fraud, or people aren't worried about being prosecuted or sued over it. Getting paid to do two "full-time" jobs simultaneously, without them knowing about it. Maybe just confident they won't get caught.
https://www.wired.com/story/remote-tech-workers-secret-multi...
I'd honestly expect if an employer found out I had been doing this for a year, they would not just fire me, but could sue me to get my salary back.
It seems to me super unethical, and probably at least hypothetically a legal liability.
But people actually pretty frequently talk about doing this on HN. Which doesn't necessarily mean it's widespread, but I'm surprised by how matter-of-fact HN commenters are talking about it. Assuming, as in this case, that everyone is doing it or willing to do it, that we all understand that of course we could continue to collect paycheck from former employer for the first few weeks we're also working for new employer.
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At my company, there is no 2 weeks. The day you give your two weeks notice is your last day. We might pay you for those two weeks, depending on circumstances, but your building and network access is cut off within the hour. So, I personally would not give my notice until the day I actually want to be my last day.
I quit a place that had the opposite, you were required to work your last two weeks, no vacation. It was frustrating because I had mapped out using up my vacation before the job change, unaware of the policy.
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Don't know what the law is like in most states in the US but in the EU if the employee has been with the company for longer than 6 months it wouldn't even be legal to fire with 0 notice & no severance - generally companies wants you out asap but continue paying your salary for the minimums require by law. In my experience at least 2 weeks and more commonly 1+ months (I've seen people get 3 months, that have worked at…
I think it goes without saying that the EU is different. Here in Germany, in fact things are problematic in the other direction. For the last 2 hires I made, their previous company forced them to work through their 3 month notice period.