Hi everyone, I hate my current job as much as anyone at Wells, but I have a quick question about applying internally. Do anyone know what percent of WF employees receive “exceeds” ratings and how beneficial the rating is in the hiring process?
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I am unable to get an internal interview because I am a white middle aged male who gets paid too much already.
@xee+1fNGcDJX Here again - the circumstances that led to me being offered the ratings were a product of some pretty extravagant claims the candidate had made about their accomplishments. Once the recruiter shared them - which were a far cry from the claims during the interview - I asked why they weren’t just offered as a part of the profile. They said most managers either never ask or ask for it after they make the offer which is obviously not the time.
For the other hiring managers who were told they couldn’t know the ratings - all I can say is the recruiter that gave me the info was a contractor and this was in the 3Q21.
I’m a hiring manager too and just hired an internal candidate fall of last year. I asked the recruiter if I could see this candidate’s past few performance ratings before deciding to make an offer and he said no, those weren’t available and I shouldn’t take them into account anyway. I’d only asked because when I’d hired years ago, I recalled the candidate info including ratings by default.
@xee+1fNGcDJX and @zdp+1fNGcDJX
Thanks for adding value information that a lot of individual contributors simply don't know (but appreciate bc it will prove to be helpful someday).
I'm a hiring manager and have never seen prior ratings for candidates. I've asked and been told that that information isn't available to me. I wouldn't worry about the lack of Exceeds rating. Most folks get Meets these days and it's perfectly acceptable to move up into a promotional role with that rating (I've done it twice in three years).
Wells Fargo software managers in general have no development background but they do tow the line and do as they are told.
Developers promoted to managers can be the worst to work for. They have no idea what they are doing and the company does little to help. When will the shitstorm end?
@arr+1fNGcDJX Hiring manager here - you can ask for the past 2 review ratings on anyone you are making an offer to internally. Your internal salary is also used in context of what you try to negotiate when moving levels.
Only once out of 4 internal hires did we go with another candidate because of their previous ratings but they had given us reason in the interview to ask for them.
I was asked to transfer from a group that I loved and where I "exceeded" over to a new group so I could help them get running with a particular technology.
The new groups manager left the company shortly after, and was replaced by one of the developers who was promoted to manager.
It's been a nightmare ever since. My Developer-turned-Manager is a snake, and we despise each other. My old manager is no longer there to pull me back to that group. I hate it here now.
So this former Top Performer is now just doing the bare minimum and marking time until retirement, and hoping for a layoff/severance. The sooner the better.
15% get exceed
5% get consistently exceed
it may have changed in recent years and with workday but I don't believe hiring managers see your past performance ratings until you've been transfered over assuming you get the job.
The best career decision you can make is to double down on Wells Fargo. Great things are on the way. The bank really does care a lot about stuff.
Unless you worked at Chase before I wouldnt bother applying.
meant to write 5/15/60/15/5
Look I had a horrible abusing boss that never liked anything I did, took credit for my work and made me look like an id--t in my review. I got a 2 rating. I moved into another group with no issues and have exceeded performance and they are pleased. You will be fine.
5/15/40/15/5
From what I have gathered, few get "exceeds". It has only gotten worse over the last year.