#hiring

How are we still hiring people? What are they telling candidates to make the job sound good, now that the word has gotten out about all the cr-p we go through on a daily basis? I can't see why anyone would accept an offer here right now.

Has anyone ever accepted a new position only to discover the day-to-day reality was completely different from the job description or what was discussed in interviews? I'm trying to avoid that situation again. What are the best ways you've found to get an honest sense of the work environment and the actual role before you sign an offer?

https://h1bfacts.com/explorer?q=exxon

filter by 2025. quite a few high salary ones in spring. the way the job market is, no way these can't be filled by a US citizen.

Company's biggest downfall was implementing DEI in hiring/promotion.

This is what happens when you hire/promote incompetent people just because they are a particular race/ethnicity as opposed to hiring/promoting someone of their merit.

Verizon will be fined millions of $$$ for this and will continue to suffer as you have these people in top positions not knowing nor being qualified for the positions that they are in.

Message to the hire ups and decision makers of Verizon: Hire and promote those who earned it, not because their skin is darker.

When can we expect more jobs to be posted by TIAA? Jan. 2026? February?

The Trump administration has launched investigations into the use of diversity initiatives in hiring and promotion at major U.S. companies, built on the novel use of a federal law meant to punish businesses that cheat the government.

The civil probes are proceeding under the umbrella of the False Claims Act, which has traditionally been used to go after contractors who bill the government for work that was never performed or inflate the cost of services rendered.

Now the Justice Department is embracing the theory that holding a federal contract while still considering diversity when hiring is, in effect, fraud against the government that entitles it to recoup potentially millions of dollars.

This environment means many employees are
clinging to their jobs. At International Business
Machines, employees are leaving the
technology giant at the lowest rate in 30 years,
CEO Arvind Krishna said. In the U.S., voluntary
attrition at IBM is now under 2%, a decline from
the typical 7%.

“People aren’t looking to change jobs,” Krishna
said. “That then leads to less hiring because
people aren’t leaving.”
AK's not seeing enough natural attrition, eh? No doubt he has a remedy for that. . .

https://www.wsj.com/economy/jobs/2026-job-hiring-growth-plans-10bc3470

Large employers indicate that they either want to maintain the size of their teams next year or let go of workers; ‘Everybody’s afraid for their jobs’

By: Chip Cutter
Dec. 27, 2025 9:00 pm ET

The corporate playbook for next year? Don’t hire.

Companies are looking to stay lean into 2026 while relying on technology to take on more tasks. Forecasters at jobs site Indeed expect relatively minimal hiring growth in 2026 and e-commerce platform Shopify SHOP -0.16%decrease; red down pointing triangle
and Chime Financial CHYM -0.53%decrease; red down pointing triangle

are already vowing to keep the size of their employee bases roughly flat.

At a gathering of CEOs in Midtown Manhattan this month organized by the Yale School of Management, 66% of leaders surveyed said they planned to either fire workers or maintain the size of their existing teams next year. Only a third indicated they planned to hire.

“You’re going to see a lot of wait and see,” said Chris Layden, chief executive of staffing company Kelly Services. “Some of the looming uncertainty will mean that we’re going to continue to see an investment in capital over people.”

Companies haven’t been in the hiring mood for months. The unemployment rate rose to 4.6% in November, its highest in four years. While the U.S. added jobs in fields such as healthcare and education in 2025, signs are growing that the white-collar labor market is now seizing up. A range of prominent employers such as Amazon.com, Verizon, Target and United Parcel Service have cut white-collar roles in recent months, adding to the unease among workers.

The reluctance to add staff reflects concerns about the economy, along with the belief that artificial intelligence could handle more work inside major companies. Other employers hired too many people after the pandemic and are still correcting for that.

“We’re close to zero job growth. That’s not a healthy labor market,” Federal Reserve governor Christopher Waller said at the Yale summit. “When I go around and talk to CEOs around the country, everybody’s telling me, ‘Look, we’re not hiring because we’re waiting to try to figure out what happens with AI. What jobs can we replace? What jobs do we don’t?’”

The pause in hiring could be temporary if companies decide they do require more people to meet their growth goals. But the mood now, Waller said, is that companies simply don’t need any extra labor.

“Everybody’s afraid for their jobs. I’m dead serious,” said Waller, a candidate to become the next chair of the Federal Reserve.

This environment means many employees are clinging to their jobs. At International Business Machines, employees are leaving the technology giant at the lowest rate in 30 years, CEO Arvind Krishna said. In the U.S., voluntary attrition at IBM is now under 2%, a decline from the typical 7%.

“People aren’t looking to change jobs,” Krishna said. “That then leads to less hiring because people aren’t leaving.”

At a conference recently, a top executive at Shopify was asked to describe the company’s hiring plans and he gave an increasingly common answer. “I don’t see us next year needing to increase head count in any way,” Chief Financial Officer Jeff Hoffmeister said. “It has been over two years we’ve been at this head count. As I look to next year, I think we can continue to be disciplined on head count.”

At Wells Fargo, CEO Charlie Scharf said this month the bank expected to have fewer people as it heads into next year. The company’s workforce has fallen from roughly 275,000 people in 2019 to about 210,000 today as executives have cut costs and overhauled the bank.

Scharf said he expects AI’s impact on staffing levels to be “extremely significant,” though it could take years to play out. He said many executives have been afraid to lay out the damage that AI could do to the job market. “No one wants to stand up and say that we should have—we’re going to have lower head count in the future,” Scharf said. “It’s a difficult thing to say.”

Wells Fargo will continue to retrain its workforce and use “attrition as our friend,” he said, but change is clear. “It’s not going to totally replace humans, but it does create an opportunity to do things significantly different,” he said.

Economists at Indeed recently updated hiring scenarios for the year ahead, expecting more of the same. Analyzing job openings along with estimates for economic growth, they now predict the unemployment rate to hover around 4.6% in 2026. “We’re not expecting things to change a whole lot in 2026,” said Laura Ullrich, director of economic research at Indeed.

Some of the weakest industries for new job openings include those in well-paid fields such as data analytics, software development, marketing and entertainment, she said. Job postings are stronger in industries such as healthcare and construction.

Though there has been a pullback in white-collar employment, Ullrich said the current dynamics may eventually need to change. If the economy expands next year, some employers may decide they need to hire more people to grow.

“You can’t have this low-hire, low-fire (environment) with growing GDP for too long,” she said. “At some point, something has to shift.”

I am reminded that we each have a little Karl Marx in us. For someone who is far from a Marx fan, let alone apologist, something inside kinda understands his view point.

How could I not in a world where there will soon be a trillionaire, and we are hearing news that the economy grew 4.3% in a country where months even years go on without adequate employment. For some, being unemployed in a so called best country in the world is hard to grasp, especially if you are able bodied, and willing and want to work.

If you are in precarious situation like so many, where variables that allow for adequate employment such as skills, right training/education, and employers willing to add to their personnel are lacking, news that GDP and the economy growing appear to be a mirage.

This is not whining, but rather a desperate realization that this is the new reality setting in. For so many we have to contend with the fact that sitting in an office, engaging in PI planning sessions, sizing stories, pushing code through production is going to be a thing of the past.

The hiring in today's job environment is happening in areas that people in third world countries would laugh at. I'm talking about jobs that would barely help you pay your mortgage. Jobs that sooner or later will have you dip into your retirement accounts out of desperation because savings have eroded.

I wonder if Karl Marx knew how to count to one trillion. Because as the great book says, those who have abundance will have abundance aplenty, and those who have no two pennies to rub together will continue to have nothing. So many of us are in this last group.

Don’t expect a new job opening until April or later. No be one is hiring.

I live in Massachusetts and I am considering applying for AI/ML job in their Hopkinton campus (or Franklin one). I expected at least $250K total annual compensation. Can Dell provide me and Engineering job with such salary in MA?

I have been trying to decide which job offer to accept and have been using this forum to try and understand salary structure and promotion opportunity. From what I can see, it seems like once you accept a job at Dell you are stuck with minimal pay increases unless you apply for a different internal role. Is that correct?

• Am I best off pushing hard for my starting salary since it won’t change much?

• Does the salary I’m offered impact colleagues yearly bonuses and pay increase?

• Additionally, is there any other important information around salary I should know?

Concerned what I see with companies this year with hiring & retaining H1B status employees. Trump’s shift on H1B quotas & increased cost is really encouraging most companies to avoid sponsoring H1B anymore. What moves will Cisco do with H1Bs in 2026, I getting more worried for 2026…

Why has there been so much hiring and new roles this month especially in sales and commercial roles ??

Also why have we hired soo many SAP skills cant remember the last decent SAP win in the uk?

How are we hiring leaders in a regular basis in tech while we’re laying off people? And they all seem to come from the same few companies- bunch of leaders poaching their buddies from BoNY etc. what a joke.

I guess they’re cleaning house and giving buddies higher paying jobs. They aren’t going to fix anything tho.

https://www.businessinsider.com/former-tech-employee-struggling-find-job-work-shares-journey-frustrations-2025-12

A former AT&T worker has been job hunting for 3 years. Recruiters keep telling him to embellish his résumé.
By Jacob Zinkula - Dec 7, 2025, 4:40 AM ET

Miles Bradley has struggled to find work for three years after losing his AT&T contract role.
He believes some companies are seeking the perfect "Goldilocks" candidate in a competitive job market.
Bradley said he's coped with long-term unemployment by minimizing expenses and staying optimistic.
After more than three years of job hunting, Miles Bradley suspects his best chance of getting hired may be a strategy he refuses to try: lying on his résumé.

Bradley has been searching for work since October 2022, when he was let go from a contract software engineering role at AT&T. He said he's connected with several recruiters during his search, and that some have asked him to tailor his résumé to better align with a job posting — requests he's been happy to accommodate.

However, Bradley said some recruiters went a step further — making significant changes to his résumé without his approval, which he felt didn't accurately reflect his experience and qualifications. These changes appeared to help him land a few interviews, but once he realized which résumé had been used, he declined the opportunities and stopped working with the recruiters.

"I was like, 'wait, this résumé doesn't represent me at all, and I'm not ethically going to do this,'" said Bradley, who's in his late 50s and lives in New York.

Bradley is among the dozens of Americans Business Insider has spoken with over the past year who are struggling to find work. Amid economic uncertainty, the early effects of generative AI adoption, and a trend toward streamlining operations, US businesses are now hiring at one of the slowest rates since 2013. Job openings have fallen sharply since peaking in 2022, when they exceeded 12 million, to about 7.2 million as of this past August, the most recent data available.

In a competitive job market, some job seekers are willing to try just about anything to get hired. While stretching the truth on a résumé or during an interview, for example, might pay off, the strategy also comes with significant risks.

Some companies could be holding out for the perfect candidate
Bradley said he's concerned that a competitive job market encourages résumé embellishment by both recruiters and job seekers — and that it's hard for him to compete with fabricated applications.

If companies are patient enough, he thinks someone with the ideal résumé — embellished or not — will often eventually come along. And when that happens, Bradley said, he can't blame companies for choosing the candidate who appears to be the safe, logical option — even if they might not actually be the best person for the job.

"The industry has become addicted to finding the 'Goldilocks' candidates," he said. "They want to have somebody that exactly fits what they're looking for."

There's evidence that companies have become slower to fill job openings, whether due to economic uncertainty or the desire to find the perfect candidate. In October 2019, about 91% of job postings from companies in the Russell 3000 — a stock market index that tracks the performance of the 3,000 largest US public firms — were filled within six months, according to data shared with Business Insider by Revelio Labs. Of the jobs posted in October 2024, fewer than half were filled within the same six-month timeframe.

While Bradley prefers to be as honest as possible on his résumé, he said he's become comfortable being somewhat flexible with certain details. For example, he said he might present certain skills or experiences as more central to his past work than they actually were. However, he's careful not to include anything that he believes would misrepresent who he is or what he's actually done.

Coping with long-term unemployment
In his final days on the job at AT&T, Bradley said he did his best to "exit gracefully," which included training his replacement and ensuring his main project was in as good a shape as possible.

Once he officially left, he began searching for work, targeting engineering manager- and director-level roles. As his job search has dragged on, he said he has also explored product management and business analyst roles, and even applied for a barista position at Starbucks. Despite submitting hundreds of applications, he's still waiting for an offer.

Job-hunting for three years has taken a toll on Bradley's finances, but he said he's fortunate to have support from his partner and family. In addition to that financial help, Bradley said he has been able to get by because he has become a "hyper minimalist." He said he used to have multiple cars, but now drives a single 15-year-old vehicle.

"It means I don't get anything that I don't need," he said. "I've reduced it down to a couple of backpacks' worth of stuff."

Bradley is among the Americans dealing with the economic consequences of long-term unemployment. While the unemployment rate remains fairly low by historical standards, it has risen to its highest level since 2021, when the economy was still recovering from pandemic-related disruptions. The share of unemployed workers who've been searching for work for 27 weeks or longer rose this year to the highest level since early 2022, and remains near that level as of the most recent data.

Bradley said he often reminds himself that, in the big picture, he's fortunate to have the lifestyle he does.

"I still live at the top percentage of the world's population," he said. "So what do I have to be upset about?"

Going forward, Bradley said he's at peace with the possibility that his job search luck may never change — but he still plans to keep looking for work.

"I love to help companies be successful," he said. "But at the same time, if nobody wants to hire me, I shrug my shoulders and keep going."

I was hired as a software engineer…….

But now I’m being asked to do work that has nothing to do with the JD…….

I genuinely don’t know what to do. It barely feels real like who hires you for a full stack python software developer and then suddenly tells you to do data engineering work instead

Do I start looking for another job, or do I just su-k it up and move to another department ? Or is this just a company-wide bait-and-switch hiring practice?

Pls help us find more people

I took one of those Capital One job test. 4 questions in 1 hour and a few minutes. There is no way you can complete it. At the question 3, everything starts scrambling itself.

they collect some confidential data like last 4 of SSN and ID with DOB.
it seems like data harvest scam to me. and they always turn out tons of jobs on the job boards.

Cvs is flooded with visa holders while Americans are loosing jobs and homes. This is insane.

When someone submits a resume today, they have the abysmally low 0.4% chance of actually getting the job, per Business Insider.

Thanks to Trump for letting h1b visa workers to compete against the American workers.

Message to HR from Philippine . We applied the last week of November, and then we were given a start date of December 4th. My colleagues were able to start, while I was put on hold because they said they'd already met their maximum cap for the account that YOU endorsed me for, and I PASSED everything and SUBMITTED all the requirements right away. Then suddenly, you'll email me saying I'll be a buffer for the next wave with a start date of December 12th, even though I'll have to take a new final interview. I passed again, and now I'm just waiting for you to send the NEO info.

And now that everything's set, including my requirements, you're going to email me again saying I'll be a buffer again for the next start date, which is December 19th. And then another new final interview. You guys are useless. Your offer is already lowball, and then you keep pushing back the start date. I just want to continue because, somehow, your benefits are good compared to other companies. You should fix it. Your recruitment and HR employees take about 2 days to reply to a single email. If you don't like your job, don't waste the time of those who are applying because your lazy and stupid

I don’t understand on why we are hiring so many folks. In my own department directors salary posted is anywhere from $189k-$289k.

https://www.communicationstoday.co.in/us-bancorp-taps-tcs-wipro-cognizant-ansr-for-india-gcc-mandate/

Bank has kept this hushed but India’s media has let this cat out of the bag on Friday. I’m sure this post will get deleted soon but I’ll be back to make another one.

Per the news media, USB plans to open 2 Global Capability Centers (GCC) in India. The Hyderabad location will be built and owned by the bank itself while the Chennai location goes through vendors (Cognizant, TCS etc.) Overall hiring is expected at 3-5000 employees.

Say hello to Bank of India!

Two people who were supposed to join our team had their start dates pushed back indefinitely. Everyone knows what that means, even if HR uses soft language. It is a bad sign when even onboarding becomes uncertain.

Even when I get interviews, every conversation feels mechanical. Companies are cautious, hiring managers seem stretched thin, and nobody promises stability. It feels like the whole market shifted into survival mode and all of us are stuck in it. I feel so bad for those who have to go through the whole process without having a job.

How we keep hiring in flashy new areas while cutting basic tools we rely on every day? It makes no sense and the teams that keeps this place running feel constantly undermined. A lot of people are openly frustrated because the decisions seem driven by appearances, not reality.

Over 100 applications sent out, literally 0 responses. Is this normal these days and I just have to stick with it or am I doing something really wrong?

This is very odd in oregon. What is happening?

https://omnissa.wd501.myworkdayjobs.com/en-US/Omnissa_External_Career_Site/job/Remote---Washington-DC/Federal-Account-Executive_R-100912

Job Description as of today says “ This requisition is meant to create talent pipelines and maintain engagement with potential candidates. We encourage you apply to this opening even if there are no available openings on our careers site.”

But this is literally “on our careers site”. So is this one an “available opening” or not?

This must feel terrible for the ones recently let go due to ERP or layoffs.

It's somewhat interesting to me that BofA would go through the entire process of hiring a bunch of tech employees, fire them all after a few months, then post the exact same job opening - complete with the exact same typos as before. The only thing that has changed is the deadline for applying. Churning and burning your way through talent is a good way to scare off legitimate prospects in the future - word gets out.

are you guys hiring?

Does completing four rounds of interviews usually indicate I’m likely to receive an offer for an internal position?

Have several questions before I apply...
#1. What is a, “relatively clean driving record?” Relative to who... a Xeroid from 1999?
https://www.glassdoor.ca/job-listing/account-executive-xerox-JV_IC2281069_KO0,17_KE18,23.htm?jl=1009930144782

What a surprise ? Not ! More barefaced lies and FUD from Alvind, Krabanaugh and the Pipmunks. But we all know that already. Whatever happened to Design Thinking ? It went out of fashion. We need new IBM buzzwords for putting a load of BS on Kramer.

https://www.msn.com/en-us/money/companies/ibm-s-gen-z-hiring-pledge-collides-with-harsh-layoffs/ss-AA1RcGLF?ocid=msedgntp&pc=W099&cvid=6927aafe67f94a858f69a0409678bfdc&ei=31

Massive lay offs “restructuring” in May 2025 in all locations of Innovage. Poorly communicated & poorly planned. In 2024 & 2025 , they were hiring a lot of people & even giving referral bonuses, but only to be layed off. Up until a week before the lay off , they were hiring therapists. Suddenly they rescinded the offer, then maybe After a week, they laid off PT’s/OTs, rehab aides, etc. Why did they even hire so many, then lay them off.

Everyone else is in a hiring freeze but the engineering group in Rancho Bernardo is seriously picking up with more than 22+ open positions open. Everyone keeps dooming on this place but I only see growth

Why isn't there a hiring freeze after (and before) such huge layoffs? I can see hundreds of openings, some added last week. How does that make sense?