Thread regarding Charles Schwab Corp. layoffs

internal jobs process

The internal transfer process (internal jobs) is designed with the wrong incentives in place. It seems that during the process, the hiring manager puts a lot of weight on getting the opinion of the current manager. Assume the candidate is a good performer , the incentive of the current manager is not to sell his abilities to the hiring manager to keep him in the team (eg “he’s alright but not best fit for this role due to weakness in xyz”). Assume the candidate is bad , the incentive of the current manager to off load him (eg “yeah this is a good role for him”).

Given that there are performance reviews documented in place why shouldn’t they be the key objective criteria for the hiring manager to review? This would seem to be the objective way more aligned with incentives of having right person for the role. Anyone had experience with hiring or getting internal jobs? how did it go for you.

by Anonymous
| 1901 views | | 6 replies (last August 4) | Reply
Post ID: @OP+1k1kr8tcn
Comment! It's anonymous!

6 replies (most recent on top)

@as Good morning sir!

by Anonymous
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Post ID: @kk+1k1kr8tcn

I moved internal 4 times. All but once I used my network to set it up. I had the job in the bag before it posted. Always talk to your boss before any formal moves. You need to craft a story that prevents them from losing face. If they are good, this is a nice display of respect that they deserve. If they su-k, pinch your nose and do it anyway, to prevent them from sabotaging you.

One time it was basically a fluke. Unless you are hyperqualified and the new team is without a network, it probably won't work.

by Anonymous
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Post ID: @fd+1k1kr8tcn

As a people leader, I’ve found that hiring managers only reach out to me about 20% of the time when someone from my team applies for an internal role. If you’ve applied internally and haven’t been selected, going directly to the hiring manager for feedback can help. It may also come down to the strength of your internal network.

by Anonymous
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Post ID: @at+1k1kr8tcn

AÌ will fix these whiŋings veddy soon! No more drama mamás!

by Anonymous
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Post ID: @as+1k1kr8tcn

Internal transfers are a problem for the reasons you provided. As a PL

  • Never apply for a new role without informing your current manager
  • Play the game and make it about new challenges or opportunities. Never say it’s to escape a bad manager.
  • You may be sabotaged. Look for signs. Is the position posted in a way that highlights a predetermined candidate? Sometimes we post positions knowing who is going to get it.
  • Have an exit strategy for both the new role and not getting the new role.
  • Assume you can apply for two positions for internal transfer. If rejected both times you have little chance of ever transferring.
  • Older workers are particular challenges for transfers if the new team is identified as older and needing new blood. White pages can identify this. Exception is STS mainframe. They need anyone.
  • You are better off economically leaving the company and coming back into a different group than an internal transfer. A-B-C looks better than A-C. No, I don’t know why.

It’s been a long week all. Enjoy the weekend. Smoke them if you’ve got them.

by Anonymous
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Post ID: @a3+1k1kr8tcn

Keep in mind, internal transfers work only if you know the hiring manager/someone high up on the other side. Otherwise, what you said is valid. You are literally revealing your intent to leave as your manager gets notified that you applied for another role. At least mine targeted me and called me not loyal. I still keep hearing from my ex teammates that my previous PL runs his mouth that I wasn't loyal and ran after money. I am sure my ex teammates are just waiting for the opportunity to jump.

by Anonymous
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Post ID: @a2+1k1kr8tcn

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