Totally What are examples of what you guys do? Who are others you'd consider very strong? What percentage of tech companies would you consider competent. Feel free to answer any to none of these haha
-
-
-
You have to be obsessive. Oftentimes you have to sell to people's family too. Understand what drives people, make it make sense in the full picture, not just for the individual.
- 3 more replies
New conversation -
-
-
I'll just leave this here...https://inside.lever.co/an-unforgettable-welcome-to-the-team-1a0d946c85f8 …
-
Such a great idea!
End of conversation
New conversation -
-
-
+1000!! Reading this as I literally get my stuff packed to move for the new job. It’s emotionally hard to leave x behind; great people ops (should) know this, and (should) keep the excitement to counterbalance the loss of x emotionally.
Thanks. Twitter will use this to make your timeline better. UndoUndo
-
-
-
On the flip side, there's an important lesson in
#retention here for management – don't peeve your top talent. It's not about never saying no, but saying no without the other party leaving peeved.Thanks. Twitter will use this to make your timeline better. UndoUndo
-
-
-
75% of mine was because Dal's acceptance came much later than Ontario universities' and up until then I'd been unable to make a choice.
End of conversation
New conversation -
-
-
And from the flip side, the candidate can do the same throughout the interview process. That’s why sharing an expected salary early on can be so detrimental—the company’s perception of the candidate’s value to the firm could change (increase) throughout the interview process.
Thanks. Twitter will use this to make your timeline better. UndoUndo
-
Loading seems to be taking a while.
Twitter may be over capacity or experiencing a momentary hiccup. Try again or visit Twitter Status for more information.