Job Hopping Candidates

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Let me guess-she’s a super attractive young woman in a primarily make dominated field?

Being a woman in finance or tech is generally hard, attractive or not.

This person has an MBA, so she is on the deal making/sales side of any business, so being attractive is a definite plus and many more women participate.

Deal making has combative culture, I would say most women are not attuned to this type of style.

She’s hired to distract the alpha males in negotiations.

Finance bros have plenty of women to choose from, they aren’t letting an attractive female take away the $$$.

[Anonymous]

She/he was poached twice for a reason. Talent doesn't get poached, and depending on industry, all it takes is a VP to go 'i like that guy/gal, lets see if we can get them'.


Money talks, especially for someone whose in their late twenties or early thirties.

[Anonymous]

Anonymous wrote:

Anonymous wrote:But the people responding that job hopping is normal or to be expected in todays corporate climate are missing the point.

If you’re an employer and have the choice between someone who evidences a clear pattern of job hopping and one who doesn’t, the employer should pick the one who doesn’t.

It may be reasonable to job hop, but it doesn’t change the fact that, for most employers, that employee is likely worthless.

Unless you make hiring decisions at half the companies… My job hopping friends still have higher salaries than me lol.

Check in with them when they’re 40…..

[Anonymous]

Anonymous wrote:His/her timeline is: Finished MBA in 2020, worked job #1 for 9 months, #2 for 6 months, #3 for 15 months, and has been at the current for 6 months.

Justifications seem legit & there is clear career growth. Gave great technical answers to questions & seems like it would be a good fit.

Excuse for leaving job 1: Graduated during the pandemic and took the job that was available in an industry that was not.
Excuse for leaving job 2: Was recruited from job 1 on a contract bases. 6 Months.
Excuse for leaving job 3: Was recruited for job 4 to lead a bigger division, has good references from this position. Position i'm hiring for is in the same industry.
Excuse for leaving job 4: Said 'could stick with this position for years. Good pay, good boss, full time work from home, just the work is unfulfilling and industry isn't ideal.


I want to take the risk here. We urgently need someone on board, but my panel is old school and thinks we go with someone else.

To me, the biggest red flag is the fact that they want to leave their current job after only six months, even though they claim that they could stick with this position for years. Something doesn't add up there.

[Anonymous]

Anonymous wrote:

Anonymous wrote:His/her timeline is: Finished MBA in 2020, worked job #1 for 9 months, #2 for 6 months, #3 for 15 months, and has been at the current for 6 months.

Justifications seem legit & there is clear career growth. Gave great technical answers to questions & seems like it would be a good fit.

Excuse for leaving job 1: Graduated during the pandemic and took the job that was available in an industry that was not.
Excuse for leaving job 2: Was recruited from job 1 on a contract bases. 6 Months.
Excuse for leaving job 3: Was recruited for job 4 to lead a bigger division, has good references from this position. Position i'm hiring for is in the same industry.
Excuse for leaving job 4: Said 'could stick with this position for years. Good pay, good boss, full time work from home, just the work is unfulfilling and industry isn't ideal.


I want to take the risk here. We urgently need someone on board, but my panel is old school and thinks we go with someone else.

To me, the biggest red flag is the fact that they want to leave their current job after only six months, even though they claim that they could stick with this position for years. Something doesn't add up there.

Easy. Plenty of jobs are ‘rest and best’ roles. No direct reports, boss doesn’t care, light workload, etc. not everyone likes that

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:But the people responding that job hopping is normal or to be expected in todays corporate climate are missing the point.

If you’re an employer and have the choice between someone who evidences a clear pattern of job hopping and one who doesn’t, the employer should pick the one who doesn’t.

It may be reasonable to job hop, but it doesn’t change the fact that, for most employers, that employee is likely worthless.

Unless you make hiring decisions at half the companies… My job hopping friends still have higher salaries than me lol.

Check in with them when they’re 40…..

They are 40 and they have more money & better titles from changing jobs. Or they have lazy girl jobs that allow them to work from South America.
Meanwhile I slave away for 120k, have auto immune disease and go in office 5 days a week and fitting in exercise is like a once a year celebration.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Let me guess-she’s a super attractive young woman in a primarily make dominated field?

Being a woman in finance or tech is generally hard, attractive or not.

This person has an MBA, so she is on the deal making/sales side of any business, so being attractive is a definite plus and many more women participate.

Deal making has combative culture, I would say most women are not attuned to this type of style.

She’s hired to distract the alpha males in negotiations.

This is not a thing. You’re a misogynistic freak.

The futures exchange in WFC in 1980s and 1990s some traders hired strippers to distract other traders and get orders executed quicker and cheaper. Really worked

ML models have been trading since 2011, you are welcome.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Let me guess-she’s a super attractive young woman in a primarily make dominated field?

Being a woman in finance or tech is generally hard, attractive or not.

Is it easier or harder if a woman is attractive in those fields? And is it because of the male dominance and not enough work life balance?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Let me guess-she’s a super attractive young woman in a primarily make dominated field?

Being a woman in finance or tech is generally hard, attractive or not.

Is it easier or harder if a woman is attractive in those fields? And is it because of the male dominance and not enough work life balance?

Attractive 20-30 years old can collect an easy paycheck but they are less likely to develop hard skills from the day to day. Unattractive ones inputs and opinions are often ignored and stolen. Over time it’s a vicious cycle because you are not getting the right validation and empowerment to lead large projects etc… senior management white men do not want to make collective decisions with women, period.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Let me guess-she’s a super attractive young woman in a primarily make dominated field?

Being a woman in finance or tech is generally hard, attractive or not.

Is it easier or harder if a woman is attractive in those fields? And is it because of the male dominance and not enough work life balance?

Attractive 20-30 years old can collect an easy paycheck but they are less likely to develop hard skills from the day to day. Unattractive ones inputs and opinions are often ignored and stolen. Over time it’s a vicious cycle because you are not getting the right validation and empowerment to lead large projects etc… senior management white men do not want to make collective decisions with women, period.

Ouch!!!

[Anonymous]

Anonymous wrote:Hire slow, fire fast.

The new new model is hire to fire.

I hire after a single interview. We have 90 days in probation I can let go for no reason no write up. Benefits don’t start till 30 days so if I off you quick enough not even on medical plan.

We would get zero new hires if we dragged it out.

Some of the sketchy resumes work out great and at a lower cost.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Hire slow, fire fast.

The new new model is hire to fire.

I hire after a single interview. We have 90 days in probation I can let go for no reason no write up. Benefits don’t start till 30 days so if I off you quick enough not even on medical plan.

We would get zero new hires if we dragged it out.

Some of the sketchy resumes work out great and at a lower cost.

Hire to fire is when you have stack ranking, you hire to fill the queue for people to cut “the bottom 10%” so your bros in your team are protected. It’s not a probationary hiring scheme like you describe, where some people can make the cut (which is not unreasonable as long as you are fair in evaluating them once on the job)

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Hire slow, fire fast.

The new new model is hire to fire.

I hire after a single interview. We have 90 days in probation I can let go for no reason no write up. Benefits don’t start till 30 days so if I off you quick enough not even on medical plan.

We would get zero new hires if we dragged it out.

Some of the sketchy resumes work out great and at a lower cost.

Hire to fire is when you have stack ranking, you hire to fill the queue for people to cut “the bottom 10%” so your bros in your team are protected. It’s not a probationary hiring scheme like you describe, where some people can make the cut (which is not unreasonable as long as you are fair in evaluating them once on the job)

You don’t evaluate in probation. Makes it tough to sue. Plus in my model for staff I am playing moneyball. 100 percent of candidates are foreign born, holes in resume, overweight women, older, you fresh out of school, graduated third rate schools, gaps in resume. I get winners around 60-70 percent of time. Churn and burn.

After 2-3 years they usually move on and we rinse and repeat. A few stay forever. I have no promotion to give them most cases.

My last company we had 40 percent turnover. Which was fine

[Anonymous]

Like most things in life, the answer likely lies somewhere in between. I do think it’s very true that in today’s economy, you have to go out to go up. And to really make more money.

I also think that if someone is job hopping every 6 to 18 months, I question how much they’re really developing skills. At some point your number comes up and it’s hard for me to believe that somebody who in three years has had 3 to 6 jobs has developed the same level of skills and real impact to their career that someone who stayed in just one job for three years.

[Anonymous]

Anonymous wrote:His/her timeline is: Finished MBA in 2020, worked job #1 for 9 months, #2 for 6 months, #3 for 15 months, and has been at the current for 6 months.

Justifications seem legit & there is clear career growth. Gave great technical answers to questions & seems like it would be a good fit.

Excuse for leaving job 1: Graduated during the pandemic and took the job that was available in an industry that was not.
Excuse for leaving job 2: Was recruited from job 1 on a contract bases. 6 Months.
Excuse for leaving job 3: Was recruited for job 4 to lead a bigger division, has good references from this position. Position i'm hiring for is in the same industry.
Excuse for leaving job 4: Said 'could stick with this position for years. Good pay, good boss, full time work from home, just the work is unfulfilling and industry isn't ideal.


I want to take the risk here. We urgently need someone on board, but my panel is old school and thinks we go with someone else.

Did she apply because she's actively looking after 6 months or it's a "poaching" situation again?
If she's actively looking - I'd pass, otherwise worth a discussion.
Taking 6 mth contract to switch out of less then ideal industry sounds normal to me, so jobs #1&2 are ok, job 3 make sense too, but jump after only 6 months in job 4 gives me bad vibe; would only go for her if your company is "headhunting" for talent rather than advertising open position