Interviewing but young peer has me confused

[Anonymous]

My worst boss was maybe a year older than me. She got promoted up quickly because she knew the subject matter and the job. She was a terrible manager. She couldn't handle the pressure from the top. We eventually ignored her and just did our work and worked out everything out ourselves since she would make the smallest things into drama. I would tread lightly.

[Anonymous]

Anonymous wrote:let me repeat this again, PUTTING IN YOUR TIME means nothing. If someone has the skills and abilities to deliver results it doesn't matter. You can't teach stupid.

This is very context dependent. Skills and abilities often come as a result of time. In simple project management or simple programs with clear policies and procedures, it's easy to move up quickly. In complex environments, you want someone who has lots of experience.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Nepotism?

I’d think that if he didn’t work at 2 other companies jumping from manager > Srm > Director. Somehow he’s getting hired this high, but I work in a heavy ‘experience matters’ industry.

Is this a Big 4 or other major accounting firm ?

[Anonymous]

Anonymous wrote:

Anonymous wrote:let me repeat this again, PUTTING IN YOUR TIME means nothing. If someone has the skills and abilities to deliver results it doesn't matter. You can't teach stupid.

This is very context dependent. Skills and abilities often come as a result of time. In simple project management or simple programs with clear policies and procedures, it's easy to move up quickly. In complex environments, you want someone who has lots of experience.

Boomer clinging to their power

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:let me repeat this again, PUTTING IN YOUR TIME means nothing. If someone has the skills and abilities to deliver results it doesn't matter. You can't teach stupid.

This is very context dependent. Skills and abilities often come as a result of time. In simple project management or simple programs with clear policies and procedures, it's easy to move up quickly. In complex environments, you want someone who has lots of experience.

Boomer clinging to their power

Who? Me? Not a Boomer, weirdo. Just someone with experience who can clearly observe her work trajectory and appreciates how much she has learned over the last 15-20 years.

[Anonymous]

Anonymous wrote:There’s a new role that opened up which would be a promotion for me a large company (85BN market cap ish). Total comp and benefits seem great. I did a 1 on 1 with the hiring manager last week and a quick touch late last week with (who would be my) counterpart. Not much said just a quick hey and gotta run.

I looked at his LinkedIn and he’s a director and probably 30 if my math is right. Great pedigree and experience…but between undergrad/grad school he has 6 years experience. I have to be missing something because climbing the ladder that fast is unheard of.


Is this not a cause for concern with anyone else?

Large companies can have fast tracks and many directors.

Was he in the same industry or function or company those 6 years? How relevant are they?

Then he went to “grad school” and very recently showed up at the company you are interviewing at?

[Anonymous]

Wouldn’t it be more productive to focus on your interviewing case and referencing the company and group more gauge fit?

[Anonymous]

Anonymous wrote:

Anonymous wrote:its not about time, why do old people think you have to put in time, that is actually worthless

It isn’t about time per se, but about wisdom and judgement and those things tend to develop over time with the accumulation of experiences. It’s not something you can short cut. That said, some leadership roles don’t need that level of judgement but instead need risk taking and optimism and creativity, and young people are often have those things.

Who said this is a leadership role?

There are 100s of VPs and directors at these large service companies. Not one VP and 1 President. It’s a big company not the POTUS.