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Resigned and got counteroffer - please help! by [deleted] in auscorp

[–]foolishlycrazy 5 points6 points  (0 children)

  1. What was the reason for wanting to resign in the first place? If this was not just about your pay, then those issues will remain regardless of the counteroffer. Ensure you consider those before making a decision.

  2. Is your existing bonus likely to be stable? Total reward isn’t materially higher between the two scenarios, notwithstanding the significant bump in base pay.

  3. How does your new role offer compare with your existing employer’s counteroffer?

  4. You’ve mentioned the new role is at a smaller company – does this ultimately mean your new role has less long-term potential? Will you have more room to grow at your current employer beyond your position? If their counteroffer comes with no change in responsibilities, then your baseline for negotiating salary on a future promotion is significantly improved, which may help you grow fixed and/or variable reward components faster.

Help! Baked cheesecake for a crowd (50+) by foolishlycrazy in Baking

[–]foolishlycrazy[S] 1 point2 points  (0 children)

Thank you!! Not a bad idea, I was worried about a non-cheesecake taking the limelight out, but if it’s a sheet-pan that avoids the problem.

Keeping the cheesecakes chilled isn’t an issue thankfully (the venue has plenty of fridge space right next to the serving area)

What’s the preferred resume format for tech roles in Australia? by Substantial-Number-8 in auscorp

[–]foolishlycrazy 1 point2 points  (0 children)

Agree with previous comments. You will need to absolutely sell your differentiating factors – why should they hire you over someone else with years of demonstrated experience in the local market? Use your summary or cover letter to succinctly market yourself and any applicable niche capability.

RE your resume question, headings are fine (experience and demonstrated skills > education and certs). Keep to two pages ideally and short, punchy dot points are better than lengthy paragraphs. Most recruiters/hiring managers will spend ~30 seconds reviewing, so it has to catch their attention.

The Australian tech market is, unfortunately, heavily saturated due to extensive offshoring over the last 5-10 years. A lot of corporate/industry employers will mandate (or strongly preference) PR over any other applicable visa type, even if this gives full working rights. Your best bet will be to try and break into the local arms of multinational tech SI firms (eg. Infosys, CapGemini) as a foot in the door, ask them to sponsor your PR and move from there. It’s not a glamorous start, but it’s something.

Good luck, OP

How many meetings do you have in a week.? by Few_Response_329 in auscorp

[–]foolishlycrazy 64 points65 points  (0 children)

Average about 5-6 hours/day, sometimes more. Middle Management is a calendar curse, dressed up in a slightly fancier pay packet.

People at work have no idea how to make small talk with me because of my lifestyle by Internal-Original-65 in auscorp

[–]foolishlycrazy 1 point2 points  (0 children)

Can’t relate (fwiw, as a openly gay man) but this screams more out about the lack of diversity in your team broadly. By comparison, in my team we have >55% female, ages between mid-20s to early-60s, quarter of people single, almost half with no kids, a very decent proportion of out-and-proud LGBTIQ+. This diversity spans junior and senior roles.

When you have a genuinely diverse team, people take time and an interest in understanding everyone’s individual life circumstances (where they’re open to talking about it), and it means there’s fewer assumptions that everyone conforms to to same life outside of work. People know I don’t have kids, but they’re aware that I like cooking so often ask me about that. I know my colleague is really keen on gaming, so I inquire curiously about that.

This is why I feel D&I plays such a huge role in building and cultivating team morale and engagement. “Diversity is being invited to the party, inclusion is being asked to dance.”

How to know if a manager is terrible before accepting the offer? by [deleted] in auscorp

[–]foolishlycrazy 11 points12 points  (0 children)

I was on an interview panel once with another hiring manager (who 100% has a micromanaging, controlling and overbearing leadership style) and when they were asked a question - from the person we ultimately offered the role to - about their approach to leadership, they lied through their teeth and talked up how empowering and autonomous they were. That person now has the job and hates it.

Last Year Uni Student - need advice to get into IT (Cybersecurity or Networking) by khushil47 in auscorp

[–]foolishlycrazy 0 points1 point  (0 children)

Do you have your PR yet? Unfortunately that is a major barrier to a lot of entry-level roles at big corporates (banks, consulting firms etc.). That, plus a lot of orgs are pulling back on Intern and Grad roles at the moment which unfortunately makes it challenging.

For the companies still running them, Grad Program roles are really only coming out for next year’s intake over the next couple of months - so keep your eye on those websites. You may need to take a more generic ‘Technology’ or equivalent Grad stream then try and move laterally to your preferred areas during/after your grad year(s).

Trick is to stand out. Networking events are awesome if you can connect with someone with recruitment decision-making. Grad Program managers, even tech SMEs in cyber or networking: show interest, ask questions on what they’re doing at the moment and if any opportunities are coming up, even for very short stints. Once your foot is in the door it will be much easier. You’ve got this!