The Wednesday Wellness threads are meant to encourage users to ask for and provide advice and motivation to improve their lives. It isn't intended as a 'containment thread' and any content which could go here could instead be posted in its own thread. You could post:
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Requests for advice and / or encouragement. On basically any topic and for any scale of problem.
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Updates to let us know how you are doing. This provides valuable feedback on past advice / encouragement and will hopefully make people feel a little more motivated to follow through. If you want to be reminded to post your update, see the post titled 'update reminders', below.
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Advice. This can be in response to a request for advice or just something that you think could be generally useful for many people here.
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Encouragement. Probably best directed at specific users, but if you feel like just encouraging people in general I don't think anyone is going to object. I don't think I really need to say this, but just to be clear; encouragement should have a generally positive tone and not shame people (if people feel that shame might be an effective tool for motivating people, please discuss this so we can form a group consensus on how to use it rather than just trying it).
Jump in the discussion.
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Notes -
Generally, this is layoffs, not firing. It's about juicing the stock and moving employees to lower cost areas, not about firing for performance. Re-orgs are also good for your resume as the person doing the re-org: I figure it's like when I refactor the codebase to be leaner, just with people instead of code. Lines deleted are still part of the
git diff --statcount, so reorg layoffs are by analogy good.The difficulty of firing is more about aversion to lawsuits for wrongful termination/discrimination. He was in some protected classes, which idk if lengthened timelines. I don't think so honestly. As much as I'd love to be able to say I think he was a diversity hire or treated more easily because of it, because I do think that happens in general not infrequently, I think this was actually all just par for the course megacorp inefficiency and incentives.
E.g. the actual answer to how did he get promoted is almost certainly that it'd been a reasonable amount of time, and it looks good for everyone for him to get promoted, so he did. I think that doesn't happen as much with the later promotions - the bar for senior seems genuinely high to me (although we'll see what I have to say in 97 minutes after I get my news) - but consider that without the entry -> mid promotion, one is fired by about the 4 year mark.
The ignoring of resumes is weird. I referred a hilariously well qualified friend and he didn't even get a recruiter phonescreen.
I applied to major corps (FAANG, MS, etc.) several times over the years, and I knew I am at least qualified enough to get the interview (I think qualified enough to do like 90% of tech jobs they have, but that's just my opinion) but the only time I ever got a call back was when it was a referral through a specific person to a specific team (not that it always worked - I had several referrals that led to nothing at all). I got an offer then, decided not to go for it, no regrets about it - but I am just wondering, how do they actually source? Is that just random luck? Is there a secret code? Is there some criteria I miss? I mean I'd be fine if they talked to me and said no thanks. But there's never even a call back, ever. Not that I really need it - of the FAANG five I probably would only consider Netflix - but I'd like to understand the process.
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