Thread regarding Optum layoffs

They newly started the feedback process. Anyone knows what is the visibility of it? Can other internal recruiter/ manager can see it?

I'm aware of one opening posted this week where the person was already predetermined.

That doesn't mean it's pointless for all openings out there but there is a significant chunk that are pointless in my estimation.

Former employee here. I moved internally to a team and had the job essentially promised to me before they even put the req out. The "interview" was a formal chat with my new manager that mainly revolved around his love for hockey.
It was a good team to work in and he was a nice dude. But it stood out to me that others could have been applying for that position with no chance of landing the role.

I have applied for over 150 positions in the last 3 years. If you really want an interview, email the recruiter your resume and the job you applied for. However, know that some higher level managers do decide who is going to get what role. As a supervisor I interviewed someone internal that right before interview I was told "You cannot hire them." I have also had multiple interviews where the hiring manager talked about how qualified I was almost over qualified and tried to talk me out if the job. Then I would get the form letter rejection.

been in the soup for 18 years. If you are not tight with current management waste of time. new org may want you but current manager wont release you so only way out is to go somewhere else. management is nothing but constant choas you become immune after a couple years and stop paying attention and hide in plain sight and keep mouth sh-t to cash the checks. same corp game no matter what industry or logo on the letterhead. employers are back in control of the game so the leverage is gone for this round.

I have managed a team of 27’s and have posted requisitions and never had a person in mind before posting positions. I’ve hired external and internally and some have been hired with referrals but I can honestly say I want the best candidate so they can contribute. But I have witnessed the nepo hiring process occur with other managers. But don’t let it discourage you. I remind myself that at one time, I was that completely unknown hire. I applied from outside the company without knowing anyone and have been here ever since!

I hired an internal candidate grade 29. They have been an excellent choice.

Keep trying; it can’t hurt.

To move up, you have to eat the frog. Look it up!

Senior and executive level roles are usually pre determined. But the lower level , under 28 are posted and I know most managers want the right candidate. It’s very time consuming to hire and train new people. The notion that posting jobs are a waste of time because of some nefarious conspiracy feels like a victim mentality. Be ambitious, stand out, have grit, add to your skills and education to get to your goal. I’ve been here over a decade and started as a 27, now a 29. I’m realistic about corporate BS but I have been intentional with all my bosses with I want and when a role no longer served that, I moved in and up.

Start questioning why people are getting the internal jobs that are not even posted. Most of us WFH don’t know what’s going on until you check the org.chart in the main Optum page.

Yes, it is pointless. I was there for MANY years, and the promotions and titles went to the favorites of the supervisors and management. Those favorites are identified very early on. I hate to be a Debbie Downer, but don't count on a promotion if you already haven't been identified as a favorite.

Myself and many other folks were laid off from UHG in 2021. Quite a few from my team were hired on the VACCN side. Sometimes they direct managers to consider layoff folks first. I had no lag in paycheck/work. The process was fast.

It's just a way to deflect from the rif, giving people hope and making them think they have a chance. They do not. I know many internal candidates that have tried to switch roles or get a better role and they are highly qualified for positions that they applied for and are never selected even for an interview.

It's bogus at best and just another check that box exercise.

Manager here. Correct. We do usually know who we are going to hire often way in advance. Job postings are helpful but not that much unless it’s for a low level position like grades 24 and under.

It’s nice that after a rif this company makes the laid off workers think they are going to get another position internally but for higher grade positions there are many candidates and the chances of getting a job at your current level or above is low.

From someone that knows this for fact; those positions are mostly posted just for protocol. The hiring manager already knows who they are going to hire from inside and sometimes even outside the company. But they have to still post the position. Keep trying. You might get lucky and find a posting that’s not there for them just to say they posted it because it’s protocol. This happens the majority of the time. Also do you really think this company is hiring for in or out positions with all of these layoffs?

I have had the same experience as you, in fact almost every job I applied for was already filled but needed to be posted as a matter of law. I know this because I usually only applied for openings where I knew the manager or someone on the team so I got the information directly. So after many years I consider the internal job site as mostly BS! Plus 75% of the postings in IT are overseas now where their churn is even worse than state side, and this company is one of the worst at turnover rate!

What is pointless is accepting excuses for NOT applying. Anyone would be grateful to land you in a position. Apply. One has to try.

Depending on the job some internal only postings will get 100+ applicants over night especially if it’s remote

Manager here. I always go with an open mind when reviewing candidates on the management recruitment site. There are base questions and depending on how you answered when applying, you may be weeded out and a notation added to your profile as unqualified or meets requirements. Make sure you answer so that you are not automatically marked as unqualified. I look at internal candidates first and always look at the resume attached. I am often surprised at how poorly resumes are crafted. Take time to make sure yours is professional and updated with key words for skills that you want the hiring manager to know you have, use resources like chatGPT to help polish your resume. Managers can also get basic information about you such as your last common review rating. But to answer your question, I want the best candidate for the role so no, I don’t post requisitions as a formality.

I've never been on the hiring end with any internal candidates, but I can say my experience in applying for internal jobs is very similar to yours. The only time it has worked for me is when some more senior person I knew, knew someone in the group that was hiring and referred me, and THEN I applied. For me, that's been about once every five years, so you're due - good luck!