#recruiting

Can anyone tell me about the client service associate? I was recently recruited and want to learn about the role and pay structure

With all the go slow, make offers, hold off on offers, requisition review etc. etc. just wondering where it’s all going for the staff on the front lines who hire when the company continues to lay off…it just seems so odd. Never experienced such a conflicting corporate message. Thoughts on what will be for us in HR/TA?

We used to hire from tier 1 eng schools. What’s going on with all these new hires from Texas tech, LSU, etc? Even tier 2 like TAMU is declining…

Why are so many goldman sachs folks being recruited into bny to take positions?

Does anyone have any info about when the hiring freeze will stop?

Amazon Sits Out AI Talent War — Here’s Why

By Eugene Kim, August 28, 2025

Full story: https://www.businessinsider.com/amazon-ai-talent-wars-internal-document-2025-8

Amazon, one of the world’s largest technology companies, has largely sat on the sidelines of the AI talent war that is reshaping Silicon Valley. While competitors such as Meta, Google, OpenAI, and Microsoft are actively pulling in high-profile researchers and engineers, Amazon has failed to make equivalent moves. A confidential internal document and testimony from current and former employees help explain why this has happened, and the picture is complex.

The internal memo identifies several major challenges. It lists location restrictions, strict compensation bands, and a reputation for lagging in AI as the central reasons Amazon is struggling. It states: "GenAI hiring faces challenges like location, compensation, and Amazon's perceived lag in the space… Competitors often provide more comprehensive and aggressive packages." These constraints, insiders argue, have placed Amazon at a significant disadvantage at precisely the moment when demand for AI expertise is surging.

Compensation has emerged as one of the most hotly debated issues inside the company. Amazon is known for its cost-conscious culture. From the earliest days, founder Jeff Bezos embraced frugality, with the company famously using doors from Home Depot as makeshift desks. This "door desk" philosophy became a symbol of Amazon’s careful spending and has continued to shape its culture decades later. In AI recruiting, however, frugality has clashed with the reality of the market. The company’s adherence to fixed salary bands and its reluctance to adjust ranges for highly specialized roles mean that many offers fall short of those from rival firms. The memo warns: "The lack of salary range increases for several key job families over the past few years does not position Amazon as an employer of choice for top tech talent." Amazon’s stock compensation model adds another challenge. Its vesting schedule is heavily backloaded, making it less appealing to new hires compared with upfront-heavy packages at competitors. Even executives receive few cash bonuses, which makes the offers less flexible.

Amazon’s workplace policies have further reduced its ability to compete. The company’s strict return-to-office mandate, combined with its "hub" policy requiring employees to relocate to specific offices, has limited its talent pool. The internal document plainly states: "Hubs constrain market availability." Recruiters note that candidates have started turning down offers, even when salaries are competitive, simply to avoid relocation or commuting. One recruiter admitted: "We are losing out on talent." This policy has made it easier for competitors to poach Amazon employees. Bloomberg reported that Oracle alone hired more than 600 Amazon staff in just two years, citing the rigidity of Amazon’s RTO rules as a key factor.

Externally, Amazon also faces a reputational challenge. SignalFire, a venture capital firm, reported that Amazon ranks low in engineering retention compared to Meta, OpenAI, and Anthropic. Jarod Reyes of SignalFire explained: "Amazon hasn’t clearly positioned itself as a leader in the generative AI wave… Engineers are paying attention and they’re voting with their feet." In other words, even if Amazon offers competitive pay, many engineers do not see the company as the place to work on groundbreaking AI research.

Amazon has responded publicly by insisting it remains competitive. A spokesperson initially emphasized that the company is adapting its compensation and work arrangements. Hours later, the response was updated to call the story’s premise "wrong." The spokesperson also insisted: "Our compensation is competitive, but we also want missionaries… there’s no better place in the world to build." Despite this, the internal documents and accounts from employees suggest that the issues are systemic and not easily fixed.

Amazon is not entirely absent from the AI landscape. It recently brought in Adept’s CEO David Luan as part of a licensing deal, placing him in charge of Amazon’s AI agents lab. It also continues to build AI capabilities through AWS Bedrock, its cloud-based generative AI platform. Still, the company has seen key departures, including senior leaders such as chip designer Rami Sinno and Bedrock vice president Vasi Philomin. These departures reinforce the perception that Amazon is not keeping pace with rivals.

Plans are underway to address the challenges. The internal memo describes upcoming strategies such as refining compensation and location approaches, hosting events to showcase generative AI capabilities, and creating specialized AI recruiting teams within business units like AWS. However, multiple insiders told Business Insider that no formal changes have been implemented yet. One manager noted the company’s reluctance to abandon long-standing systems: "Based on how we run our business… there are more risks than potential benefits from changing an approach that has been so successful for our shareholders over the past several decades."

This caution reflects Amazon’s broader identity. The company has long prioritized efficiency, frugality, and consistency. These traits have delivered strong results in e-commerce and cloud computing, but in AI, where talent is scarce and competition is fueled by high spending, they may become liabilities. Amazon risks being left behind while rivals make bold bets on generative AI.

The consequences of missing out on AI talent could be significant. The pool of world-class researchers and engineers is limited. Without them, companies struggle to push the boundaries of large language models, computer vision, and multimodal systems. Amazon has yet to deliver a breakthrough product to rival OpenAI’s ChatGPT or Anthropic’s Claude. Instead, it is relying on incremental progress through AWS services. Investors are noticing. On a recent earnings call, a Morgan Stanley analyst pressed CEO Andy Jassy about fears that AWS is falling behind in AI. His answers did little to reassure the market, and Amazon’s stock slipped.

Some argue that the AI hiring frenzy may itself be overblown, driven by hype and investor pressure. Indeed, a few of the high-profile AI hires made by Meta have already left. Yet the risk for Amazon is clear: if generative AI fulfills its promise, the companies with the strongest teams will be positioned to lead. For now, Amazon appears to be struggling to convince both talent and investors that it belongs in that group.

In summary, Amazon’s cautious culture, rigid pay structures, and strict return-to-office policies are limiting its ability to compete in the generative AI talent race. While the company insists it is adapting and remains a strong player, insiders and analysts point to clear signs of weakness. Whether Amazon can overcome these barriers and reassert itself as a leader in AI will depend on how willing it is to adapt the very cultural and structural elements that have defined it for decades.

Source: Eugene Kim, Business Insider, August 28, 2025

https://www.linkedin.com/posts/timothy-mcminn_processengineers-productstechnolgists-ugcPost-7367738288624828419-f9Kp?utm_source=social_share_send&utm_medium=android_app&rcm=ACoAACDcTUIB78s2Y--p4ekS4nMiEsSVXFqwsNA&utm_campaign=copy_link

Looks like those horrendous hires over proven leaders haven’t worked out as well. Who would have thought it??! Weak a-s recruiters and a-s AVPs. People quitting and more layoffs.

North Carolina schools in Forbes ‘America’s Top Colleges’ rankings ( for 2026):
Duke University – No. 22
UNC-Chapel Hill – No. 35
Davidson College – No. 59
NC State University – No. 66
Wake Forest University – No. 98
Elon University – No. 147
UNC-Charlotte – No. 236
Appalachian State University – No. 273
UNC-Wilmington – No. 440
East Carolina University – No. 471
High Point University – No. 491

Source:
https://www.msn.com/en-us/money/careersandeducation/forbes-drops-best-college-rankings-for-2026-which-north-carolina-universities-sit-among-the-nation-s-best/ar-AA1LkLiW?ocid=winp2fptaskbarhover&cvid=f98346a466fb422d8cc3e0a24cd05b24&ei=19

Is anyone else experiencing selection reps who yap on and on about their careers but don’t let you get a word in to learn about you so they can adequately represent you? I fear I’m really sc--wed, as mine just talked about himself for a solid 20 min of our 30 appt and provided very confusing feedback

Consult Partners Hiring?

Heard from an external recruiter that Kyndryl is hiring 20+ Consult Partners in the US, at $250k+ base. How accurate is that?

Would anyone recommend pursuing the opportunity? How's the interview process? How's the current situation at the company (layoffs, contract orders, etc)? Are the current projects really based on cloud, AI/ML, IoT, as their website says?

Been looking around lately.
I turned on my LinkedIN account again.

Now, I get dozens of messages a day from +91 recruiters. There will be 4 or 5 from different 'contracting agencies' asking about the same position. Each claims "I am primary contracting agency, Saar. No other agency can contract. Do not redeem job offer, Saar."

They all just ghost after you bother to send a resume. Generally, they want an identity theft level of information and almost every time they bait and switch positions.

If you send them a resume, you would have been better served to wipe your ar-e with it and throw it in the toilet.

Don't reply to these people. Don't feed their resume harvesting. Ignore them. Block them. They are scammers.

Go to jobs.now and apply to stuff their PERM applications.

Only through grass roots action can we take back the tech industry that was built using US tax payer dollars and US consumer money.

End H1-b scam now!

How do the jobs posted in rd 2 look in the subsurface space? Big cuts?

I've learned the hard way that just because jobs are listed online doesn’t mean the company is actually hiring. Some postings feel more like window dressing than real opportunities. It wastes my time and achieves absolutely nothing. It's infuriating, if you want the truth.

The offers are above the market. Judging by their boards, they need marketers, designers, strategists and sales. It's a mess there. Take advantage of chaos.

Apparently our "leadership", for lack of better words, believe that none of the current employees who have dedicated decades to the company and know its people and processes are competent enough to be promoted.

HR must have been wooing the Stellantis hires long before walking the Ford employees out as their replacement are announced with 48 hours. No wonder morale is low.

Given all the layoffs that are sweeping through the company and still to come, are any of the jobs listed on oracle.com actually open? Can anyone inside comment as to whether they've seen any hiring happening or is it frozen for 60 days?

Per meeting with director today 75 pos are looking to be added to FTC ABS/Amisys teams for the 3rd and 4th qtr...seems like a lot. These pos will be internal and external applicants.

So I seem to remember during the Facebook and Google massacres, there were reports that people were just getting asked to come back, not even interview.

https://www.hcamag.com/us/specialization/benefits/meta-rehiring-staff-after-massive-job-cuts-reports/460837

I wonder if the same thing will happen here.

If you were laid off, would you come back of asked?

https://x.com/XJosh/status/1955625876328181803
This
@Stripe
job listing does not exist on their site for some reason; apply!

I’ve been applying for jobs since May—over 500 applications so far—and haven’t gotten a single interview. I’ve even seen some of the same jobs I applied for get reposted. What is going on? Is it just me, or is everyone experiencing this? It’s really wearing me down. My daily commute eats up 3 hours, and I desperately need either a remote position or something closer to my home in Maryland.

I heard several HR peeps got laid off just last week.
Then I see that Jackie Richardson, HR Executive is hiring several Talent Advisors.
My question is to Jackie and/or her team please.
Are the job postings just for show, because protocol require you to post ? In other words, are these job postings reserved for the peeps who just got laid off and having to re-apply for their old jobs back as a different job title?
Is posting for these jobs a waste of everyone's time?

Am I alone here in saying that I've been run ragged for months and the heat keeps getting turned up? I'm so stressed out.
Each time I get through a new hurdle of some monstrous new process and weeks of back to back meetings, I get notified of something worse. And expectations for cost cuts with no defined process and several layers of teams that will turn the ideas down.
I feel like they are trying to break us.
All I'm seeing is panicking, fear, knee je-k reactions, finger pointing and extreme demands. Endless classes, requirements, special projects, release dates being pulled back, endless meetings and people in my group phoning it in while I'm being pushed over the edge.

I looked for jobs. Where are they??? If I do find anything remotely compatible with my interest, skills and experience, it pays 60% of what I'm making at GM. I feel trapped and abused.
Am I alone? Does this feel horrific to you too??? I've never seen anything close to this, even during the 'great recession'. What is the answer here?

PS With everything going on and the bad decisions from managers, it seems like GM is DOOMED.

IBM's moving our jobs to Costa Rica (and other low cost countries)... We are also pushing bots as well to help hiring managers through self-service. If you used these bots you know that they are not good at all.

Some of talent acquisition employees located in Raleigh, NC will be kept but the rest will be let go.

This plan is nuts. The management is clueless and IBM will pay for this mistake big time.