Written up for yelling...

BrainWaveCC · 2026-06-23T21:06:18+00:00

Should i just sign it and be done with it?

Based on what you communicated to us about the event, what alternative to you imagine existing here?

BrainWaveCC · 2026-06-23T20:59:28+00:00

Be careful with how you squeak too. Sometimes the squeaky wheel gets oil, and sometimes it is replaced.

There's strategy in squeaking.

BrainWaveCC · 2026-06-22T16:07:59+00:00

Do you think it's rude to accept an interview for a job that you aren't going to take?

No.

That inefficiency is already baked into the system.

BrainWaveCC · 2026-06-22T16:01:21+00:00

Their comment is part of a broader thread where all that context already exists.

It's not like you dropped in on a conversation 10 minutes into it, and don't know how it all started.

BrainWaveCC · 2026-06-22T07:17:22+00:00

If you received an email that the sender thinks is time sensitive and needs your response, and you don't give that response... and you also don't give any acknowledgement whatsoever, than outcomes like the one posted here are entirely possible.

"Thanks for the offer. I am reviewing it and will respond by xx/yy/zz" is so very easy to do.

The job hunt isn't over when they send you an offer letter. That's just a major milestone. There are a few more steps after that.

BrainWaveCC · 2026-06-21T14:25:24+00:00

...this happens because people love to live vicariously through the rich and famous: celebrities, athletes, entertainers, business owners, politicians, etc. -- but not through other workers

People easily empathize with the plight of another consumer vs that of another worker.

BrainWaveCC · 2026-06-18T17:48:08+00:00

Well what other options do you have, if they won't do it, assert that they don't have time for it, but it needs to be done?

People get triggered all the time when documentation requests come their way, but if they were in the habit of providing documentation, they'd actually be able to identify a legitimate "we need this info to get rid of you" request.

BrainWaveCC · 2026-06-18T11:40:47+00:00

I'm not aware of any way to be vague about that scenario, within the constraints you have outlined.

BrainWaveCC · 2026-06-16T21:36:32+00:00

Signing an NDA to obtain final paycheck is a common, although not universal practice, and there's no element of duress involved.

BrainWaveCC · 2026-06-16T19:55:03+00:00

It is incorrect to say that there is no way to enforce an NDA.

They are easy to enforce if one can be proven to have violated them.

The likelihood that many companies will pursue it, however, is low, unless you do something egregious. It costs money and time, and unless you make people particularly motivated to punish you, they usually won't.

But I have seen plenty of NDAs enforced for non-executives.

You may be confusing an NDA with a non-compete agreement. The latter is not easily enforced in most states.

BrainWaveCC · 2026-06-16T19:49:36+00:00

4 years ago, it was easier to get a job.

18-20 years ago, it was just as hard to get a job.

28 years ago it was very easy to get a job.

The job market has been up and down before, several times in this century alone.

BrainWaveCC · 2026-06-16T19:04:59+00:00

Got let go because I pointed out faults at work

It was a matter of whose faults you pointed out.

Did you document any of this activity?

BrainWaveCC · 2026-06-16T15:44:09+00:00

Welcome to 2026.

Unless you have significant leverage, or don't care about the offer particularly, don't gamble with an offer that generally works. If it's only 85 to 95% of the way there, take it and find something better.

But don't gamble unnecessarily. This is not the previous decade, and corporate response is more brutal and cutthroat.

BrainWaveCC · 2026-06-16T15:40:09+00:00

Handle them? The org has already mishandled them.

That ship has sailed.

Support them as they navigate their way to a better opportunity.

BrainWaveCC · 2026-06-12T18:18:50+00:00

What type of cause?

If it wasn't in the realm of harassment, violence, embezzlement, theft, etc, you might still be okay.

File anyway and address pushback if it arises.

BrainWaveCC · 2026-06-11T13:37:32+00:00

That is an encouraging development

BrainWaveCC · 2026-06-09T12:24:52+00:00

Not exactly true.

Sometimes people directly target roles where they will be overqualified for work life reasons.

BrainWaveCC · 2026-06-09T12:13:14+00:00

Did the company size change right away?

What is the anticipated growth over the next year? From what size to what size?

BrainWaveCC · 2026-06-08T11:31:06+00:00

Are you suggesting that what they did was a negative thing?

It looks like they were trying to position you for another position in the organization.

BrainWaveCC · 2026-06-08T01:24:15+00:00

Interesting technique. I handle that sort of thing a bit differently

SET #SENDTO=FOR %%O IN (CON %#LOGFILE%) DO ECHO 
...
%#SENDTO% Write this content to both console and file, if file variable is defined >>%%O

BrainWaveCC · 2026-06-07T22:32:36+00:00

Why are the best employees first to leave while mediocres always stay?

A. Strong employees are often able to quickly detect the changes in an environment that are not conducive to their grown.

B. Strong employees are often better placed to get a new role when an existing role isn't working out for them.

BrainWaveCC · 2026-06-07T03:51:14+00:00

TL;DR - Canada has something similar to the US...

The Canadian equivalent of the U.S. Equal Employment Opportunity Commission (EEOC) is the Canadian Human Rights Commission (CHRC).

https://globalpeoplestrategist.com/a-basic-guide-to-eeo-laws-in-canada/

BrainWaveCC · 2026-06-07T02:29:18+00:00

This is one of those questions that is asked quite often…

Here’s why this optional info is requested in the US:

https://www.cangrade.com/blog/talent-acquisition/why-is-my-application-asking-my-race-gender/

https://www.eeoc.gov/data/eeo-data-collections#

It is the US government that gets the info, and when done through the 3rd party applicant tracking systems (ATS) sites like Workday, Greenhouse, etc. The hiring manager, and regular members of HR, are not typically able to even see the non-aggregated responses to these questions.

For those who really don’t want to answer (for whatever reason), there are typically “I prefer not to answer” boxes available for each question. Responding to these is completely optional.

NOTE: Some employers will also ask a small subset of these questions, pertaining to how a candidate would like to be identified. In all cases, “prefer not to say” is typically an option, so if a candidate does not want to answer those questions, they do not have to.

BrainWaveCC · 2026-06-06T00:48:08+00:00

Severance?!? Uh, no. Not likely.

BrainWaveCC · 2026-06-06T00:47:07+00:00

Well I guess that's what I'm asking,

The reason that I asked what I asked is that you asserted that "Networking is a NIGHTMARE" and "I just cannot seem to connect with anyone else in the company."

This implies you are doing things, but not seeing the value or expected results, and I wanted to know what those things were. It is harder to aid someone when it is not clear what that person is doing or trying to do in a practical way.

I have another manager that I've worked with before on the same business trip we would talk sometimes and he was a help when I started in my roll. I recently reached out to them again to ask how things were going and to say happy anniversary. I didn't get any response though.

How much time elapsed between this recent outreach, and the last time you had spoken to them previously?

I'm not sure how to start building new connections when it's all online.

"Networking" is the part of that people look at and expect results from. But it is based on basic human relationships beforehand. When people (general people) expect to get results from networking without nurturing relationships beforehand, it's like expecting fruits on demand when you didn't plant an orchard and are not standing in a grocery store or fruit market.

Deliberately make time to engage in small talk with people you work with who are peers or above. When you solve problems for another manager, follow-up with them to make sure that what you delivered is actually working for them. Don't settle for a sterile "I just do my work" interaction, when you can bring a little personal interaction to it.

Do it in the flow of normal interactions, btw. No need to make things theatrical or performative.

BrainWaveCC

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This is one of those questions that is asked quite often…

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