#careerpathing

The money used to make the stress worth it but weak raises ki-led that advantage years ago. Now there's no path up, no relief in sight, and I'm starting to feel like an id--t for still being here.

Has anyone moved internally recently? Has anyone had luck or grass greener doing this?

Hey, guys wondering which orgs should I consider transferring too. I want know which STS are green or red flags. I’m currently an associate engineer with continued meet standards in CET,RWT and I keep getting things blocked due to budget related stuff. I’m tired of my org not evaluating me fairly so I’ll be applying around again.

What is career path/title as IT professional there?
From engineer associate to principal engineer.
What's in between
Thanks

Has anyone been promoted in their current role without needing to switch jobs or apply for a higher title job posting

Mass layoffs continue to impact Silicon Valley tech workers. Artificial intelligence is driving these job cuts and reshaping the industry. Many displaced employees struggle to find new roles despite extensive experience. Companies are now highly selective, often demanding specific AI skills. Workers are adapting by upskilling, networking, or exploring new career paths.

https://www.latimes.com/business/story/2026-05-19/ai-layoffs-jobless-tech-workers-silicon-valley

Sorry to everyone who was affected by the recent cuts.
Quick question ,how long were u given to find another role within Fidelity?

Have been told nobody can move b/c hiring freeze and no backfills but have not asked for move directly either.

The way things are looking right now, the only way I can grow my career is if I quit and go somewhere else.

My manager told me for years that I was the backbone of the team. Then I asked about a promotion and got told I was too important where I was. That's when I realized that being valuable at DXC doesn't get you ahead. It gets you stuck.

What fresh he-l is this?
Just say you're helping us write our resumes for a job hunt...

New title? New level?

One of my coworkers on my direct team has applied to a new position within dell, which is a grade level above his current level. So it'd be a step up. i7 to i8.

We both do the same job and same exact work but he's just a grade above me. Now, they would be leaving my team on corporate to go into the Federal department, which would open up the i7 position. I am an i6 and nobody else on my team is an i6 so...

Simple reasoning would be that I step into that i7 role... with a promotion of course, right?? RIGHT?!

I want to move into the scrum master role but i heard they are changes coming to that chapter? What are the changes please?

Hello my WF friends — I’m hoping to get some insight from hiring managers or recruiters on here. This may benefit others as well.

After many years of solid meets/exceeds performance, I ended up with an IM rating this past cycle. TLDR: my manager and I didn’t really click.

I’ve found a couple of positions in other areas that would actually be a promotion for me. I also have a positive history with one of the hiring managers, as she’s a former manager of mine.

My question is: would WF policy even allow me to be promoted into another role while in the IM “penalty box”? I don’t believe I’m on a formal PIP, so I don’t think I’m required to disclose last year’s IM when applying.

That said, I assume my IM rating would come up during the interview process. If so, I’m guessing the hiring manager would need to make a strong case to move forward with me, given that context.

Anyway, I’d appreciate any thoughts or experiences on this.

How the he-l do people get promoted here? Outside of knowing the right folks, of course. Is it even possible?

After analyst two year rotational program what happens to most people? Do they get promoted to associate ? Senior associate? Vp?

Is there a resource in Workday or on the Intranet with information on job levels? There are open roles in my job level but the titles senior to mine. I’d like to understand how titles align with levels and if there are parameters around levels of new positions that one can apply for.

Can someone moving from c12 to c13 plan for the mid part of the salary range of a c13 in the US? Or will it be at the low end of a c13 range?

I’m curious to hear from people who read or post in this forum, what are your reasons for not liking Truist as a place to work? I’d appreciate specific examples if you’re willing to share.

Personally, I’ve been with the company for several years, and overall I think the compensation and benefits are decent. My main frustration, though, is the lack of real career progression. When I first joined Truist, the position I’m in now lined up well with my long-term career goals. It gave me the chance to gain meaningful experience in a field I’m genuinely interested in and want to keep developing in.

That said, after being here for quite a while, I’ve felt stuck. It seems like I’ve been pigeonholed into my current role. Year after year, performance reviews with my manager talk about growth and advancement, but in reality they’ve felt more like lip service than a clear path toward moving up.

What makes it more frustrating is that I previously worked for several years at another bank in a role that would essentially be the next step for me. So I already have experience at that level. At Truist, however, that same role would be considered more of a lateral move, meaning there wouldn’t really be a pay increase.

Because of that, it feels like the best option for my career growth and for earning more would be to leave Truist and continue my professional journey somewhere else.

Anyway, sorry for the long rant. I’m just interested in hearing what reasons others have for feeling dissatisfied working at Truist?

I know this a layoff forum so I apologize in advance if this sounds insensitive. Just trying to get a feel for the company since it’s 3 years before 401k/pension vest.

Looking to switch to a different area within Truist. How confidential is the process? I received a decent performance review, but want to pursue an area more aligned with my degree. If I apply for another role internally, is my Manager given notice any point during the application OR interview process? Does anyone have insight into if, how, or when my current Manager may be notified?

I have been an executive for a several years now and have rotated thru Sales Manager , Merchandising Manager (SMM) and now MBA looking to get a promotion to Director In Store in the 🤞 near future any advice on what I can do to stand out and make this happen, I have been in discussions with my store manager on how we will get me there but it’s always good to get extra input on what might help

Younger people figured it out. You have to move around to get ahead. Companies aren't loyal so why should we be. Stay a few years and go. Nobody under forty five is getting a gold watch.

Anyome here moved to a new role internally after less than 12 months in current role? Or know of any colleague who did this.

Seen job posting for it, debating applying. But is there any future in that role, or are you just going to get sacked once it’s over?

If your name is picked for layoffs, can you ask if you can get some time to try out applications for other teams ?

I know that FAANG has this policy. Curious if Dell does too.

This might help those who cannot get jobs elsewhere or might not want to relocate.

Can anyone share their experience changing groups internally?

Did you use the Internal Marketplace? If you do apply for internal jobs, does your current manager get notified?

Trying to figure out how internal moves work.

I care about the work I do at Truist and genuinely value my team. That said, after several years in the same position without a clear path to the next step in my career, I’ve started to feel stalled. There hasn’t been an opportunity to grow into a new role or take on responsibilities that align with where I want to go professionally. At this stage in my career, advancement and development matter a great deal to me, and I’m beginning to question whether staying at Truist supports those goals.

If I do receive an offer elsewhere, is providing two weeks’ notice always the best approach? What are the potential consequences of resigning without notice—for example, informing my manager late on a Friday that I’m leaving effective immediately?

It shows the jobs, categorized as “Mgmt Level: UNN” in Workday. If so, does CWA recognize years of service?

Anything I can do about this? I was told by the new manager that she wanted to hire me and was going to speak with my current manager to talk about transition plan while they find someone to backfill my role. Now I'm being told that I can no longer transfer since what I support is critical and they wouldn't be able to hire someone fast enough.

Now I feel stuck- any recourse or am I SOL and just need to apply externally at this point? From what I've read here seems like current manager can't block/stop you from applying /accepting other roles but seems like it depends on your situation/which team you would be leaving, I guess if it's critical and you have no backup it's not possible.

I have applied to 200+ jobs in the past 1-2 months and I’ve heard nothing back, not even rejections. Where are people applying for jobs and actually hearing back for interview requests? I am a Business Analyst with a data skillset.

How many of you have experienced this?

HP is the only experience I have on my resume and no one wants to hire me

I got the letter to move or be added to the surplus list, and I have to reply in the next 2 weeks by a certain date. My manager noted that I could let them know before the date and get more information sooner. Any thoughts on if this puts me into the system quicker or speeds up the timeline? I don't yet have another job, but I'm looking. If I stay and find another job, I must wait until the date they say I'm off payroll...so thoughts on what is the best course of action? I'm trying to read vacation and other policies so I'm sure what to do in case I find something else quicker, but highly doubt it will happen.
Management employee with over 24 years, just trying to do the right thing in the right order.

Recently things have been looking up for me. I had a bad run at Oracle. Was sabotaged along the way and eventually left when others were getting credit for the work I did. It's a bad place to work.

After leaving I had time to think about what had happened at the company. I posted several things on this site thinking that I might be able to warn some people who were still there. Perhaps some of that got through, perhaps not. It's difficult to tell what the result of that was, except for the harassment that ensued from trying to warn others.

But, I find that that harassment has a silver lining to it. I have learned a great deal about what was done to me and also about the people who were involved in it all. Over the years I have learned more about others who are associates of those people.

I have also learned a great deal about how they manipulate people, both at the company and elsewhere.

And in the past few years, after leaving the company, I have found that there are others, probably not in their network, who are using the same set of skills as they were. It has become very easy for me to pick these people out, as they all look for the same things and all function in the same way. Trivial really, once you know what they do and what to look for.

I have done some studying of my own, lots of DVDs, etc on the subject are available. I find it very interesting, although, I probably would not have pursued it without the steady stream of harassment that has come my way.

Recently, I have created a list of others that I have found with similar skills. Seems like everyone, really. It's really an epidemic although most people are unaware of it.

I have decided to pursue my list.

I am hoping that as I produce information on each one in turn, I will be able to share that with authorities and hopefully gain the trust of authorities with my skill in exposing those who manipulate people in this way.

I think it can be done, and really, these people have left me no other alternative.

I start this week and am really looking forward to it. No money involved, but there is knowing that I am helping others and that is very important to me. Maybe a couple of books might come out of it? Who knows?

Good luck to everyone.

I’ve heard people say TR can be a stepping stone to better opportunities and that's it. Is that really what we've turned into?

Story by Ruth Umoh

The path to the corner office has long followed a familiar pattern. Start at the bottom, learn the business from within, and advance step by step. That model is now changing, and artificial intelligence is the primary reason.

AI is rapidly absorbing the routine work that once defined early career roles. Data entry, basic financial analysis, customer support triage, and even junior coding are increasingly automated.

The result is a shrinking base of entry-level positions and rising expectations for those who remain. Graduates are being asked to demonstrate experience that they have fewer opportunities to acquire.

This is not only a labor market shift. It is a leadership shift.

Entry-level roles did more than fill operational needs. They functioned as an apprenticeship in how organizations actually work. They taught how decisions move through systems, where incentives distort behavior, how customers respond, and where risk accumulates. As those roles recede, so does the informal training ground that once produced experienced executives.

As a result, future CEOs will be shaped more deliberately than their predecessors. In conversations with several executive recruiters and HR bosses, they noted that companies are moving away from the assumption that leadership will emerge naturally through long tenure. Instead, they are beginning to identify potential earlier and develop it more intentionally. This takes the form of accelerated development tracks that emphasize strategic thinking, judgment under uncertainty, ethical reasoning, and the ability to manage human and machine systems together.

Future leaders will also begin their careers differently. Rather than spending years executing routine tasks, they will enter closer to the decision layer of the firm. They will supervise automated processes, interpret outputs, and make trade-offs about risk, capital, and values earlier than previous generations. Training will rely less on gradual exposure and more on structured rotations, scenario planning, and simulated decision environments.

At the same time, companies are widening the pool from which leaders are drawn. Entrepreneurs who have managed risk and capital firsthand, technical specialists who shape digital infrastructure, operators from sectors that are still developing frontline leadership, military veterans trained in high-consequence decision-making, and career switchers with transferable strategic skills are all becoming more common sources of executive talent.

None of this means companies are losing the ability to develop leaders. It does mean they are losing the luxury of doing so passively.

The future CEO is unlikely to follow a single standardized path. Some will rise internally through redesigned development models, while others will arrive from outside with experience formed elsewhere. But what’s clear is that the role of an organization will shift from producing leaders through long service to cultivating and integrating leadership capacity drawn from a broader and more varied set of experiences.

https://fortune.com/article/entry-level-jobs-disappear-ai-corporate-ladder-ceo/