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- This company is hiring big time!
This company is hiring big time!
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Read time: 2.5 minutes
Good Afternoon Party People! 🎉
The weekend is near! Let’s party.
PARTY PLAN 🎉
👨‍💼 The company hiring 100k people
🤨 This CEO took a massive pay cut
💰 See everyone’s salary?!
And, of course, MEMES!
MEME OF THE DAY
Job Seekers after hearing The Fed cut rates by 50bps
— The Random Recruiter (@randomrecruiter)
7:24 PM • Sep 18, 2024
PRESENTED BY
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HIRING
This Company is Hiring BIG TIME!
Holiday hiring season is here!
Target just announced plans to hire roughly 100,000 supply chain and in-store employees with starting pay ranging anywhere from $15-$24+ per hour with plenty of overtime available.
To meet anticipated holiday demand, the company said current employees will have an opportunity to work extra hours.
Target said about 45,000 of its 400,000 employees are part of its “On Demand” program, which allows them to pick up extra hours that align with their schedules. Those requests will be prioritized ahead of hiring new employees.
For job seekers struggling to find work, seasonal roles are a great way to gain experience and potentially get a foot in the door for a full-time gig.
FlexJobs just posted a list of companies hiring remote seasonal workers this year. Advice to job seekers: Ask JobParty.AI’s career coach “how do I land a seasonal job that leads to a full-time position? Give me a list of companies hiring seasonal workers with the potential to become a full time employee based on my experience,” then upload your resume!
PAY
The CEO Who Took a Massive Pay Cut
Xerox CEO Steve Bandrowczak is a great example of doing whatever it takes to make it to the top.
His career path may be a great example for job seekers or even employees considering their options for how to best advance their careers.
Here’s his story:
In 2005, Bandrowczak left his role as chief information officer at the logistics company DHL (#134 on the Fortune Global 500), overseeing a $4 billion IT budget and 10,000+ employees, to be CIO of Lenovo in Beijing, China.
At Lenovo, he presided over roughly 300 employees and a fraction of his former budget: $300 million. Bandrowczak said he took a massive pay cut to spearhead an acquisition, which he had never done before.
After a successful two years, he took another pay cut, and this time also a lower-ranking role. Despite his success with Lenovo, Bandrowczak left for a sales leadership role at a Canadian telecommunications company called Nortel. Keep in mind, less than 3 years prior, he was a C-suite executive at a Fortune 500 company, reporting only to the CEO; now, he’s working as the head of a sales team for a company a fraction of the size, making significantly less money than either of his last two roles.
Why?
“I accepted that role because I had never run a sales team before, and I knew it was important to gain that experience. I always took jobs that filled and created more capabilities on my resume.”
He eventually found himself working for Xerox where he served as the COO for 4 years before accepting his current role as the CEO in 2022. Bandrowczak says people often ask him why they haven't been promoted after years in a role and receiving high-performance marks.
His response: ”How have you made yourself more valuable?”
PAY DATA
The Company That Shows Everyone’s Salary…
Transparency has become a workplace buzzword in recent years. Many companies have even adopted policies around “transparency,” citing the benefits of openly sharing information in the workplace.
However, most companies leave out the most important part: pay transparency. But one company has gone the opposite route and taken pay transparency to the extreme.
And it’s a great idea!
Virginia-based company Work Program Architects boasts a 79% retention rate over the last 14 years. That means nearly 4 out of every 5 people they’ve hired since 2010 are still with the company today.
Completely unheard of in today’s opportunity culture where high turnover tends to be a weak point for most companies. Their secret: sharing the salary of everyone at the company to prospective hires.
Now that’s next-level transparency!
“We have found that the benefits go far beyond attracting and keeping talent. Pay transparency has been a transformative policy that has diversified our staff, promoted financial literacy, and created a culture of belonging and ownership. It has given us a competitive edge, and we believe it can do the same for many others who are willing to take a leap of faith with their employees.”
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