Thread regarding Elevance Health (Anthem) layoffs

@hy I have noticed this too. And these were areas that also saw many riffs. What is the rationale? Is it simply to retain the rest of the remaining staff?

Certain areas within the company seem to be promoting a lot of people lately? Is that due to AIP being do bad last year and probably for 2025? If things are so tight, why all the promotions? Any insight would be great.

Why would any sane person want to work here? I reclaimed my sanity by leaving

@ek positions are frozen this time of year on an annual basis - any openings should release in December when it is expected that you will mass hire to support new business for January - its a nightmare every year. Had someone in the middle of the interview process this time last year - and suddenly told to stop - the candidate told the recruiter to go to he-l this tells me all he needed to know about the company he was applying to. If you are internal you can't move within your line of business - so if you are part of toxic team - you tolerate it or leave -

There is a hiring freeze/frost for external candidates. Positions are limited to internal candidates primarily. And there is a frost on all positions that are open. So if a position was in the recruiting process it is likely paused at whatever phase it is in to get approval to move forward.

I’m applied to the same remote position almost 40 times and always get the automated rejection email. My education and background easily should land me this job, but crickets. They don’t care about internal applicants, I’m not even convinced they are real jobs anymore

Just went through this a few weeks ago. Round 1 interview went really well and got automated email that I would be receiving the invite for 2nd round and then I was totally ghosted. I wondered if maybe current manager could have put a stop to it? Does this happen under the cover of “business reasons”?

@bt this is absolutely real. Retired hiring manager here. If you want to promote a deserving current employee, you had to post the position and interview at least three people and involve others on the team to interview them in order to fill out a candidate ranking spreadsheet for HR.
Especially crazy when you don’t actually have a net new role to post, you’re just trying to reclassify an existing role at a higher grade level or new title. Total waste of everyone’s time. I asked my staff VP…”ok we know we want to promote John Doe, so if we get some super candidate apply that everyone likes, are you asking me to fire John Doe out of his existing FTE spot and hire Jane Smith instead?”

“Um..I’m sure John Doe will likely come out as the top candidate…” So ridiculous.

I’ve been happily out for a while so this HR policy may be different now…

@bt Agreed. It's just a bunch of legal hocus pocus.

I can’t tell you how many times I’ve been the hiring manager’s token “other candidate”interview. The interview they hold to check the box so they can say they interviewed other candidates before selecting who they wanted in the first place. It’s such a waste of everyone’s time. Especially since we are required to tell our current boss every time we interview. We should be able to ask them directly if this is actually an “open” position, or a ghost posting to promote someone else. I’m sure hiring managers don’t care for the process either.

@a3 and this explains a lot. Thank you for your response. I got auto reject checks notes about 100 times over my 6 year career here. Always wondered why.

Yes. When they want to promote someone and new title isn’t linked to current title it’s easier to post a job, have the intended person apply, then they get promoted. It’s so stupid that they have to do this because it gives internal job seekers the impression there is an open position when it’s really earmarked for someone. It’s one reason why you get immediate rejections when you apply to something. Just shows how stupid this company is.

@OP ^VS

Title typo