Thread regarding Wells Fargo & Co. layoffs

I have moved internally 3 times. First time, I switched departments and did not know the hiring manager. Took around 1 1/2 months.
Second time: I was asked to apply for a position within the department. Knew the hiring manager well. It took 2 months to get an interview, and another two months before an offer! I was later told: they had two positions posted at two different levels. I applied for the lower level. They did not like any of the hire level candidates, but had a DaI external candidate they really liked for the same role I applied for So they hired them,, then got permission to change the other posting to the lower level so that I was qualified to be hired. 4 months of waiting when I knew the person!
Last time: I again knew the hiring manager and was asked to apply. Entire process from application, interviews, to start date was 2.5 weeks!
It really depends on who the manager is, what they want, and HR.

A tip I found helpful...do not apply for positions that have contractors tagged to them. They are clueless. Likely the req will be open for weeks before switching to another contractor. They take an age to close them out.

Please don’t apply unless you are very Ga…elic.

I got out 2 months ago. The best thing I ever did. I work officially remote, and that is indefinitely. The screening and hiring process only took a turn around of about 1 1/2 months, kind of standard for background checks and rounds of interviews... but glad I moved. Get out while you can... It's not worth the stress

You need to network and get noticed by the hiring manager in whatever group you want to move to. The recruiters are buried in open reqs and I know in the town hall the other day they said "they" are going to be better at giving feedback to folks who weren't selected but I don't know how or who they think has time to do that; they can't even get the open roles filled, much less give feedback to every person.

It’s a numbers game unless you know someone that can give you a leg up

I am a hiring manager. It truly depends on said hiring manager. I do have influence over the process and I take it seriously as I don’t feel applicants should be left hanging. Internal candidates have a better chance at least in my unit. I can say that increases over 20% for internal moves are scrutinized and require OC level approval for your business line. Treat people with respect. It’s simple.

Does having a disability count as DEI?

@1njm+1i7nijq1 White male here, got over a 25% raise with an internal move this year. Sorry things don’t seem to be going well for you, but stop making up s-b story rules to fit your narrative.

Always look External. Most they give internal for a move is 10%, that's not even keeping you above where inflation is. And if your white or for sure a white male, they basically tell you to go F yourself. They find your photo on linkedin or on teamworks and its over. Most my white friends know this by now, look external for career growth.

Sounds like I’m the exception to the rule. I was informed about an approved position that would be a lateral move. Filled out no applications. Spoke to the hiring manager directly and was given the position all during a single 8 hour shift. Now it was about 2 1/2 weeks of working in my old position while hr changes and access updates were being requested and processed but the first steps were complete within 3 days.

I got a couple “position canceled” emails post interview. I can still see though that the position is open even after several weeks with a very clickable “apply” link.
What does this mean?

Does a hiring manager need to get higher-up approval(s) before making an offer to a candidate in an expensive geographical location or to a non-diverse candidate?

For pools where the manager hasn’t pre-identified the new hire how fast and transparent it goes is really up to the hiring manager.

I had to staff a new team in short order (more than once - I changed jobs and got a rep for being good at this). My formula was simple:
1 - get the post out with as detailed a description as possible.
2 - don’t wait for HR to screen applicants. I looked at the queue at the end of every day and anyone who hit 80% of requirements I emailed Recruiter to screen.
3 - keep on top of all screenings and make yourself available for interviews as often as possible.
4 - applicants that did well in screen and first round immediately schedule for second.
5 - take best applicant(s) from all rounds and promptly notify those not selected.

Why do 5? Because they may have just been a bit short to clinch it but other roles could come up, people selected might not stay or you could have a better fit for them later and if they regard your interaction as positive they are more likely to apply again. This is how you build qualified talent pools and see what would be the best fit for everyone.

applied for a job internally in November a few years ago, had the interview with the hiring manager 1st or 2nd week of December can't quite remember. I wasn't offered the job until Jan the following year and ended up turning it down because they were not giving a raise. Recruiter mentioned she was on PTO around the holidays so maybe that added 1-2 extra weeks but I think as soon as the hiring manager knows who they want they can make the offer quickly in a few days, depending on how many extra fake diversity interviews they have to tack on.

Internal hiring process taking six to nine months.

@oxi+1i7nijq1, if you were interviewed, you are supposed to get a follow-up call.

Way back when, before they "upgraded" the HR systems, you would actually get form rejection emails because HR wasn't too overwhelmed to check a box in a system to let you know. Somewhere around the early 2,000's that stopped being consistent, then it all but disappeared.

After that you could still monitor the progress in the HR system, but it was plain to see that once they found the candidate, they just took a "fu-k off" attitude to every other applicant. I even interviewed for a very high-level position under a technology director and they didn't bother sending me the rejection letter or even updating the status in the HR system.

OP here: why don’t the recruiters just reject you though within a few weeks after you apply, if you are not a good fit?

In my experience, I applied for over 100 internal jobs before getting one. I had some interviews where I never heard anything after the interview, and had some where I never heard anything at all. I've also contacted HR about jobs I haven't gotten, and was told it's not just about qualifications, but whether the manager thinks you would be a good fit for the team. Then there was a job where the hiring manager thought I was a great fit, but HR rejected me because HR said it would be too much of a step up.

Understand you may be in top 3, but if one is a DEI external hire, managers are forced to hire the external candidate.

@izq pretty much nails it. I've been here a bit longer and held a few more jobs. Technically I was offered a lot more positions but the managers of them pulled the call you and say, "You're in our top 3, but we've decided to go with another candidate" which I never bit on since if you really wanted me you wouldn't pull that bullsh-t on your top choice.

With this inflation it is better to look externally.

First reply reveals the secret: you have to know the hiring manager. The best way to move internally is to network. Keep track of people you work with on big projects or in other areas. When you see them as hiring managers you can reach out when you apply.

The luckiest are the ones who made a big enough impression for the hiring manager to go and get. Like the first reply, that has been my case - hiring manager called me to post.

Good luck!

I have applied for over a dozen jobs and have never heard anything back.

I've been at WF for nearly 20 years. I've moved internally twice since my initial hire. In my experience, you'll apply for 15 or 20 different jobs before being selected for an interview, and then you'll interview for 10 or so before "winning".

And it's only the "winner" who will ever hear anything back. You'll never hear back with any reasons why you were not selected for an interview; and you'll never hear back with any reasons why you were not selected for the job in the rare instances that you do get an interview.

When they hired me, I was the person they recruited from outside, and they created the job requisition from my resume because they also had to interview a couple other candidates and wanted to ensure that I "won".

For the other two positions I've had here, both were because the hiring manager knew me. In both cases I learned of the positions because the hiring managers came to me - I was not searching for another job. The same rule applied: they created the job requisition from my resume, so as to ensure that I "won" because they had to interview two other people.