#talentacquisition

In TA and it su-ks. I even pray for layoff.

has announced his intention to leave the business effective June 6." This departure marks yet ANOTHER high profile exit from AT&T.

50% of new hires are from that country, American new grads cannot find a job, fk.

Hey folks?
Is it true that whole IBM EMEA Talent Acquisition Team (90%) is laid off who was supporting Kyndryl Account?
Only a few are retained who were on B5.

Any comments?

Just wondering how long it will take for TA to be hit. Work is a a trickle and people are scrambling to find jobs to work on. Any thoughts?

https://finance.yahoo.com/news/bank-america-ceo-confirms-gen-133000077.html

Hi former non tech but tech adjacent Verizon employee here, left four years ago. Can anyone shed light on what roles were impacted? I'm with an insurance company now and we are looking for talent in dallas area.

Talent Acquisition team decimated on Friday 2 weeks after they were told of a hiring freeze for the rest of the year.

As f5 continues to sink we can turn this around. Go back to hiring people not on how they look but on what skills and vision they bring to the table. How John McAdam did it.

Has anyone used the benefit Right Management for career placement after EOI yet? Some googling has me thinking it's a waste of time. I'm not looking for a new job for another 6 months or so, so IDK if I can delay starting it or not.
Anyone find a good recruiter they can recommend for engineering/operations?

After quarter over quarter of underwhelming performance for the last couple of years (often spun internally as positive performance or intentional, i.e., "pausing to propel" or "slowing down to speed up"... insert corny cliche here) and stalled hiring demands, Gartner execs made the decision to lower their prized TA capacity. Mind you, this is a function they always yammered on about keeping well above the demand as their competitive edge -- clearly, that's no longer the case.
Like others have posted, the layoffs impacted roughly 10% of the current TA team globally - from talent sourcers and recruiters to some in middle management. I believe more are coming if performance doesn't drastically improve in the quarters ahead.
The round one layoff selection criteria are arbitrary at best from the names of individuals I know who were impacted. I speculate they used the talent "9 box" (google it - lots of employers use this tool) that leaders were asked to complete earlier in the year to identity who got the axe, but that's purely my speculation. In the future, if additional mass layoff rounds need to happen, I believe they will eliminate those outside location strategy (don't worry I'm sure exceptions will be made for Obert and his directs).
Favoritism runs rampant across HR and the TA space. Have you seen the movie "Mean Girls"? Then you know what Gartner HR is like at the top -- Robin's executive leadership team doesn't get along at all. Same goes for Obert's direct reports -- all backstab each other and talk sh-t any chance they get. Hand to God.
What concerns me for the remaining TA team is the company's future outlook. For anyone still there, you know how difficult it is to get anything innovative done -- hoops to jump through, politics, etc. Like others have shared on this platform, there are MANY senior leaders who have been in role for YEARS that need to be able to innovate and quickly pivot. At this point with AI and other resources available for free or at a fraction of the cost of Gartner, it's like turning around the Titanic. They need a quick, effective reinvention and ability to differentiate themselves on the market. It's going to be tough to do -- not impossible, but tough -- and will take time which is not on their side.
For those able to do so, here's an exercise: check out how many across the company are showing as "open to work." It's staggering.
All the best to those in TA impacted as well as current survivors. Godspeed.

Gartner TA alum here, to those affected please know that as painful as this is right now, you are better off out of there and the conditioning Gartner has put you through will set you up for success literally anywhere else. Hands down the most talented and human TA team I’ve ever worked in and your hard work will be valued so much more elsewhere.

For years Gartner has attracted talented TA professionals by promising career growth, “work life balance” and a place that people are proud to work for. Once they’ve dangled the carrot they’ll work you to the bone and make you think your work is never good enough.

The writing was on the wall when Obert rocked up with his empty fluoride stare. But then again, we all know he’s just a scape goat.

The post is not mine, I saw it here: @fh+1k6dh96e5

A Message from Andy Obert: SVP Talent Acquisition

Team,

As you know well, the macroeconomic environment remains volatile and complex. As a result, we’ve reduced hiring across the company in line with our current revenue and our near-term growth aspirations.

Recruiting top talent remains a critical capability for long-term growth; however, we must take decisive action to realign Talent Acquisition’s capacity with Gartner’s current hiring plans.

As a result, we have made the decision to eliminate some roles in TA. Impacted associates will be notified today, 30 September.

I will be in touch later today once this process has been completed.

Today will be challenging for all of us. Thank you for being considerate and supportive of each other.

Andy

Oh goodie... We have a new Vice President.

F5 has hired yet another Vice President - this one is Vice President of Talent Acquisition....

It would seem to me that their first task would be is to rehire all those RIFd in the last several years. Yeah - I know that won't happen.