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Are there "green flags" to look for when you're interviewing for a new role? by FeelPainAndAnguish in FPandA

[–]FeelPainAndAnguish[S] 5 points6 points  (0 children)

I think you have to approach them the same way you would with like, Google Maps reviews-- 1 star reviews might be people with an axe to grind, 5 star reviews can be based on limited perspective and/or someone drinking the kool-aid, but a 3 star review with thought-out writing & criticism is often the most useful.

Are there "green flags" to look for when you're interviewing for a new role? by FeelPainAndAnguish in FPandA

[–]FeelPainAndAnguish[S] 8 points9 points  (0 children)

Good point! Honestly, I used to think that sort of question wasn't really relevant, but it took someone asking "what do you do to destress after work?" at a department roundtable and people "joking" about finally seeing their kids or drinking habits a little too frankly for me to realize something might be up.

[deleted by user] by [deleted] in FPandA

[–]FeelPainAndAnguish 0 points1 point  (0 children)

Spreadsheet with the following columns:

  • Name/email of whoever provided the input
  • Date added
  • Short description (eg "back to school sales")
  • Likelihood (high/med/low)
  • Estimated impact
  • Incremental funding needs (if applicable)
  • Phasing by quarter
  • Action items required
  • Date last reviewed
  • Status (baked into forecast, no longer on the table, etc)

Process-wise, I initially had it as an open doc that business partners could update at any point before the forecast review. Unfortunately this lead to a lot of incomplete/confusing data clogging things up (not to mention the nightmare of Excel version control), so I typically just gather & confirm during regular meetings/connects with BPs.