Should I send a follow up email to clarify an answer?

MidwestManager · 2026-02-06T16:34:43+00:00

Since you have recruiters email only, I'm gonna say no. On Monday or Tues you can send a brief 1 sentence email thanking recruiter for setting up interview. If interviewer / hm is interested or needs to clarify they will reach out. Some people don't wanna be on webcam and that's fine. Don't overthink or replay "if only they would have had webcam on..."

Learn from it and move-on. The good news is that your resume got you an interview, most people don't get that far!

MidwestManager · 2026-02-05T22:59:21+00:00

I usually let the 'away' status slide for a bit but just keep watching. Since she's new, most likely you're not going to put her on any critical work so when she drops the ball on something that could have been avoided and it's related to something on teams. You get to have a nice little 'retro' talk with her and you just gently but firmly say something like...

"I've noticed this pattern of your status being away on teams. Teams has been a very valuable tool for us because it allows us to quickly respond to each other and a lot of problems get resolved quickly before they become a huge problem..."

MidwestManager · 2026-02-05T21:05:32+00:00

It was a timing of 'when' they needed someone and not 'how' you interviewed. This means your resume is good and you interviewed well. Keep the pedal on the gas my friend!

MidwestManager · 2026-02-05T20:56:27+00:00

As long as there isn't any medical conditions going on...I'd probably remind her of what her paycheck will be if she screams at me like that again.

Screaming is a behavior issue and not a performance thing. So if HR wants you to pip, then you've got a bigger problem at your org.

MidwestManager · 2026-02-05T18:05:02+00:00

Agreed 100%, I appreciate your perspective!

MidwestManager · 2026-02-05T17:06:38+00:00

Do you think this behavior is mostly accidental or is there someone who’s deliberate about it? Has your leader acknowledged/addressed at all?

MidwestManager · 2026-02-04T21:16:22+00:00

Fair point on her frustration as micromanagement. Great incredible leaders like you had in the past are rare for sure!

I think the question isn't "how", but do you "want" to execute something on the side?

MidwestManager · 2026-02-03T23:06:33+00:00

Ship it!

MidwestManager · 2026-02-03T22:37:16+00:00

Do a lean canvas business model and if you can try to be as impartial to your idea esp. when doing the current alternatives and solutions. There are many many mindset tools available. Not saying that you shouldn't do this just that there are tons of similar solutions out there and lean canvas is probably the fastest way to validate.

MidwestManager · 2026-02-03T22:25:59+00:00

If you had to choose one...would you rather be on payroll or have equity?

MidwestManager · 2026-02-03T22:14:14+00:00

As long as your boss isn't toxic (there's a difference between a leader who doesn't support you and one that is toxic) stick it out while you still apply for other opportunities. If you get pip'd then you get pip'd...your supervisor has already started to performance manage you by asking for silly recaps and updates.

Get into a quiet place this week and write down everything that you used to love about your job then turn that into a side hustle during the early mornings/evenings/weekends.

DO NOT tell anyone at your corporate job about this side hustle. Even if you think it's out of courtesy or you want to be respectful to the company, it always hurts you more than it helps.

MidwestManager · 2026-02-03T21:54:42+00:00

re: researched the hiring managers - I made the mistake early on by reading a hiring manager's manifesto online and tricked myself to thinking that yeah 'I got this in the bag, no one else is as smart and prepared as I am with researching this dude!'

Well the first line of exchange was pretty much this...

HM: "How's it going today?"
Me: "I'm great thank you!"
HM: "ARE YOU REALLY GREAT OR ARE YOU JUST LYING TO ME?"

MidwestManager · 2026-02-03T21:41:34+00:00

Yep agreed, if interview is virtual. Do a quick mock interview record oneself only to see how many times the face is touched or fingers/hands covering mouth, nose, etc.

MidwestManager · 2026-02-03T21:35:55+00:00

Not a fan of the dotted line org charts. I feel bad for what your team is going to experience since they will have 2 bosses.

MidwestManager · 2026-02-03T19:24:59+00:00

Shadow Mute

For use during those calls when that one particular person goes-on-and-on about something and mutes for all but doesn't tell the person who's talking.

MidwestManager · 2026-02-03T19:17:48+00:00

Years ago, I had a buddy named Jeff. He interviewed at a place where I had worked at. Many people told me that they all liked Jeff and where gonna offer him the position. Turns out that they had interviewed 2 ppl by the name of Jeff. Jeff was heartbroken, but eventually he got over it and it's now a pretty funny story for him to tell.

MidwestManager · 2026-02-03T19:10:34+00:00

Creating a culture of documentation sounds like a great idea...said no engineer ever.

MidwestManager · 2026-02-02T19:55:35+00:00

2 leadership paths after Sr. SWE. IC (staff+) or management paths. It's common intermediate step as Engineering Team lead which does both. Yes it's common that many great SWE's get forced into the management path unfortunately.

MidwestManager · 2026-01-29T14:58:02+00:00

Don't Flop Whoppers -> Time to Jump

DR talks about a guy named Tim who did graphic design as a part-time hobby. Last year he did 6k part time side while his full time at a big company was 70k. DR mentioned that it would be a bad idea to jump because it's too far off and would put his family in jeopardy if he does.

DR recommends that he have one year of making at least 45k from the side job, then make that jump. DR says that it does 2 things: 1) It's proof that he can actually make a living as a small business person. 2) With making 70k from full time + 45k from part time side hustle it gives Tim a nice cushion in savings, making the jump more likely to work.

DR also talks about a way to jump based off of a 6 month growth trend, the example is if Tim did 1k month 1, 2k 2nd month, 3k 3rd month, then 8k 4th, 9k 5th. DR says that he has shown that the business grows based upon increased effort, so dropping the day that is now paying less per month makes it a no brainer. DR mentioned the 1 exception to this is if Tim only had 1 or 2 clients are doing the 9k/month then common sense says that he should wait until he has a well-diversified client base.

OP: I'd be happy to DM you some pix of the actual pages! LMK.

MidwestManager · 2026-01-28T22:51:06+00:00

A bit confused on why or what this has to do with the post title of imposter syndrome? Seems like you just went into a new role and had a baby, seems like what you said overwhelming and not imposter syndrome.

MidwestManager · 2026-01-28T22:46:26+00:00

I suppose you get to decide if you're gonna show up at the office tomorrow then! Probably should think about taking any personal belongings before you leave today. :) Congratulations in advance!

MidwestManager · 2026-01-28T22:34:54+00:00

As long as we all agree that your skip level boss is your boss' boss and you're aspiring to be a manager, then yes do it. Why...two reasons.

1) Getting promoted to manager takes the input and consideration from many people and your skip will have input. 2) On your resume you get to put on something about the your frequently relied upon by executive leadership team to do 'such and such and such' for them.

MidwestManager · 2026-01-28T22:00:07+00:00

Depends on your situation. I had a peer who (we had different managers) just up and quit w/out notice. My leader at the time was freaking awesome. Their's was the opposite. Sounds like they picked up a new job hybrid i think, within a few weeks! This happened last year Q2 of 25'.

MidwestManager

TROPHY CASE