On average, how many internal job applications must one apply to landing another job here? And does HR start counting it against you if you apply too much? I would imagine there is a blacklist.
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@mj Sometimes a hiring manager might like someone but that person's boss will nix so you might not be hired bc the boss of the hiring manager is not a fan.
That's the problem the a bunch of id*t sitting on top who doesn't even know what they want or want to bring 'their ' ppl by giving some lame excuse and being supported HR puppet like you
The hiring managers decide what they want and no one else. You aren’t getting hired because the manager doesn’t want you. It’s really that simple.
It's not about my interest, recruiter/ hiring managers should bother about only their interest, as long as the candidates fit...no one (other than their mentor) should bother what they like
@jq let's be real, we are now in an era when no one is genuinely interested in any role, but just to survive. Thanks
@jq not sure how is it red flag? Most of the tech jobs in C13 and C14 would have similar tech stack..I know domain leadership expertise will be different, In this job market when someone is responsible for bread butter, they have very little room to go ahead for their keen interest
Recruiter here. Yes, we can see how many active jobs you currently are tied to.
For C13 and higher: if its more than say 10 ACTIVE roles, you appear desperate. Huge red flag. C13+ roles at Citi are specialized. The manager is looking for very specific experience. If you are a competitive candidate/great fit on paper for 1, then you are generally not going to be for the other 9. The best candidates, and the candidates hired will usually have no more than 2 or 3 active applications at once. If you have 10+ active applications, it shows you have no genuine interest in any specific role. You are just trying to get out of your situation, into a promotion, or into/stay at Citi.
For C12 and below, sure, apply to 100 jobs if you want. No one cares.
I applied to many roles at Citi and it didn't count against me. It just showed in my workday profile.
@fn So let's say that as a hiring manager, you know someone really well with whom you gel with. But the person doesn't have great experience in the domain you're looking to hire. Doesn't have the specific skillsets. You will still pass over an internal person who has been doing that work in that domain, even if not exactly with the same product, even if this person has 1/2 ratings from the previous manager and go with your buddy? That mentality, my friend, is classic nepotism. Which is one of the reasons why Citi is where it is at - hiring managers have been allowed to fill roles with not quite qualified staff as long as they are 'friends' with them or a friend has a friend...that kind of a thing
@fn 100% spot on
@fn now that's an issue, I was in citi for 7 years, I was trying for my promotion, initially my manager was happy and I was able to be the candidate who satisfy the tick of all those boxes,but every time post appraisal my manager is having either a new or an old excuse and a no for my promotion which of course made me an unhappy employee (rating was 2 for all these years). So last 3-4 years though there's no evident heated situation but multiple cold war which resulted a 4 (u read it right) in last December and in Jan layoff.. my question is how you manage to be in 'gel' and if you're in 'gel' why r u leaving..or you are saying you're in gel so getting promoted? Btw similar situation was my last company only diff is I resigned
@bj This is more a function of the job market than it is Citi. Classic supply and demand for labor. At your level (you said C14) you're going to be decently paid, which means your job is attractive to others, and many people (internal and external) will want it. For the hiring manager, it's literally a pick of a the litter. This means, for the hiring manager, there's no shortage of people willing to take the job - so the focus shifts to risk management, specifically which candidate is the least 'risky' - and 90% of the time, it's going to be someone they know, precisely for that reason: because they know the preferred candidate(s). Why would I risk hiring someone, despite their qualifications, where I have no experience in working with them, when I can hire someone I already know and who I will "gel" with. The last thing any manager wants is a problem worker (personality, ability/effectiveness, efficiency, responsiveness, etc), and any manager who already knows someone that ticks those boxes will 100% of the time go with that someone they know, versus taking a risk on a stranger.
Love all the negatives on my post about applying strategically to only one or two roles at a time and actually getting offers. Sure go ahead and keep applying randomly for dozens or more roles at a time, then come back and complain about not getting any responses. Makes more sense then thinking maybe there’s a better way.
They literally do not give a cr-p how many jobs and how many times you apply, nor do they care how many times you leave and come back to the bank
Usually I apply to one and get an offer. Once I applied to two and got two offers.
But I don’t apply in the system until I have a chat with the hiring manager and they give me the nod to submit my resume.
I applied to over 40 in one year and had no issue/no one questioned it when I applied for one and accepted an offer for it. They don't care
@an Csmr here to say exactly this. Citi isn't the only one, but it sure as he-l seems to be a leader in encouraging a toxic cesspool of nepotism and bootlicking. Before I left Citi, I had tried for multiple roles in different lines of businesses - same rank (c14) and domain that I spent 3 years with in Citi. Out of the 7-8 roles I had applied for, I heard back from exactly 1. Made me take 5 interviews and then went with someone else probably known to the hiring manager or a friend of his...imagine this is the condition for someone internal to Citi. What chance do external candidates have unless already known the HM?
This is not just Citi - because of the sheer number of candidates and the change in demographics, job market in the west became highly non-meritocratic and tribalized. Just the way things are now - just keep on applying and try to use any additional factors to your advantage - race, gender, nationality, etc.
My friend just applied for a B10 (they are currently a C05) she had all the required qualifications listed for the job. The hiring manager is good friends with our current manager, and she said she never even saw my friends application…come to find out they only moved forwards with applications of people that were already B10, so anyone that was lower that applied just automatically wasn’t even in the running. So much for development.
@OP The majority of Citi's internal mobility postings are there to "check the box" and give the impression that the role is open to anyone. In 99% of the cases, they already have someone in mind and have told that person to apply to the posting, in which case that person will be selected from the applicant pool and put into the role. In the end, you hear nothing except for the inevitable "thanks but no thanks" email coming from Workday. Citi is a toxic mess, led by incompetent people from the CEO all the way down. Don't even waste your time.
A few thousand, give or take a year or more, to land in a new job. I have seen faster success, but it's rare.