471–480 of 623 posts
Late ‘90s. Rapid growth, many interviews. Got used to taking CVs with a grain of salt. Had the best and worst interview experiences ever. The best: really strong CV, older candidate, really poor English. Frustrating process, more for him than us, he is struggling so hard. Finally he stands up, grabs my pen and my colleague’s pad, and sketches DB schema. Uses the pen to point back and forth between the CV and the sket…
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Writing your own emails or resume isn't required or expected. Some people have assistants that do a lot of work by proxy of you. Its just very awkward that it becomes noticeable in a negative manner in the workplace.
> or expected That's news to me. I have always assumed the resumes I have been reading were written by the applicants themselves. I guess I was wrong.
Early in their tenure, they said they had to go to Australia (from the US) due to a death in the family. However, someone saw that he tweeted from a bar in airport somewhere in the US, when he purported to be in Australia.
HR asked him to provide a death certificate "just for our records" and he provided a badly forged certificate, the inauthenticity of which was confirmed by a quick call to the agency that supposedly provided it.
It was all very strange and funny. Of course he was let go, and he just kind of said, "ok."
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We had a remote freeloader find a position at Oracle before his short-term contract with us was done. Onward and upward :)
I'll do you one better. My friends from a team I used to be in had a guy who simply didn't know how to code. My friend would at times act as a ghostwriter(for free) so that the poor bastard wouldn't get fired. Eventually the guy was promoted . The Dilbert principle is real.
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> tangible benefits to more diversity People say that a lot, and even say it's been researched, but outside of product focus groups, I've never seen the actually research that supports that claim.
> Profitability is, of course, necessary to keep any business alive, and studies show that racial, ethnic, and gender diversity contribute to business success. A McKinsey & Company study of 366 companies revealed a statistically significant connection between diversity and financial performance. The companies in the top quartile for gender diversity were 15% more likely to have financial returns that were above their…
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On the other hand it must be nice getting paid above your abilities, which is (one of) the common outcomes of diversity hiring, isn't it?
What's interesting is that in average, Black people (and many other group) get paid less than their counterpart for the same job. Same for men vs women. Isn't that nice to be paid above your ability? But somehow, that isn't a problem for you?
Is it actually same ability though? IIRC the men vs women difference disappears once you control for hours worked, for example.
I've been a hiring manager for remote positions for a long time. If your recruiting channels are good, most of your candidates are going to be honest and good intentioned. But interview enough people, and you'll start encountering people trying to abuse remote work. They're not interested in contributing to your company. They're only interested in collecting paychecks while they do as little work as possible for as l…
I'll present an alternate case, mine. I'm in a senior IC role sitting in India making almost 1/4th of what my US Counterpart makes. I work as much as them if not more. We as Indians are always taught to be sincere and obedient and I try to show that in my work trying to stay up finish the work so that my sincerity is never questioned. I'm always on the side to prove my quality - even though I'm highly underpaid for t…
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I'll present an alternate case, mine. I'm in a senior IC role sitting in India making almost 1/4th of what my US Counterpart makes. I work as much as them if not more. We as Indians are always taught to be sincere and obedient and I try to show that in my work trying to stay up finish the work so that my sincerity is never questioned. I'm always on the side to prove my quality - even though I'm highly underpaid for t…
Your criticism is fair. However "obedient" isn't always what an engineering organization needs. Many times, I wish that our Indian contract workers, would speak out when they see something wrong, about process, quality, or business requests. I'm not sure if it's a cultural thing or what, but it seems they are more hesitant to speak out. It has been my anecdotal observation that our US-born hires are way quicker to sa…
And I wonder what "real" John gets out of this. I bet he makes a lot of money. Maybe he gets lots of people jobs this way, he provides all of his own payment information, and then forwards 90% to the people who actually have to "show up" (such as it is) for work.
Man, I want to franchise this! Actually now that I'm at the end of my post I think I just described the consulting industry...
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> tangible benefits to more diversity People say that a lot, and even say it's been researched, but outside of product focus groups, I've never seen the actually research that supports that claim.
I don't believe there is any actual research about it. It doesn't even pass the smell test; why would a company of people who have a hard time relating to one another and socially meshing perform better? If homogeneity in a country increases social trust and other positive factors (it does), why are we trying to create the opposite situation in a company?
Strong claim requires strong evidence, please.