Another big layoff coming. https://www.wsj.com/tech/amazon-to-layoff-tens-of-thousands-of-corporate-workers-056ebc4d?st=d9vHkY&reflink=desktopwebshare_permalink
Remind your college kids to check in with Career Services if they get an exploding offer. Many colleges have banned the practice- and they will bar the company from next year’s recruiting events if they violate the ban. Career Services will have the details….
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Good advice! My son graduated this past Spring, and these jobs were not found through the college, so guessing the college can’t do much in his particular case.
Are they companies which recruit at his alma mater? Career Services has leverage in these cases…
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Unfortunately no.
Sounds like a good outcome for him!!!
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Not 30,000 jobs at Amazon - and I see a new corporate tech center going to Atlanta and other things happening (not Amazon) - yes, jobs get lost but other jobs get created.
We’ve all worked at companies that loaded up and then trimmed the fat. It’s not uncommon.
Yes, that’s the way a LOT of companies work. There is on boarding and a probationary period. During that time, the new engineering hire works to learn how the company does what they do, and the company culture, and begins to do projects as they progress (usually with supervision from a team leader or someone).
My husband was a VP for an engineering company and this is what they did. He was very often the leader who helped these new hires.
As a reference, in his career, DH worked for multiple engineering companies and this is what they all did.
I would think that doing the type of work that interests your son would be a very important component of his job search. IOW, what good does a new hire program do him if it’s in work that just isn’t his cup of tea?
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The one with the new hire program allows for a lot of development as a mechanical design engineer - lots of engineering design opportunities, just not the industry (renewable energy) that he’d prefer to work in. The company without the new hire program is in the renewable energy industry, but it’s less clear that he’d be able to do mechanical design work, and he could end up just doing HVAC planning.
So both would offer something he’s interested in, but one allows him to grow his engineering skills in a way that appeals, and the other allows him to support an industry he’s passionate about but maybe doesn’t give him opportunities to do the type of engineering he wants to do on a daily basis.
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He needs to ask questions about what new hires do at both companies.
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I think, and all rotationals aren’t created equal - but my son’s company (lots of locations) had Kaizens that he traveled to. The newbies would travel to a site - and solve a problem. He loved that. He also presented to the CEO once or twice of a Fortune 250 company, something I’ve never done.
Two years and four locations later, now he’s in a job - just regular - no more travel to Kaizens although he participates when they are at his site (one is upcoming).
But he’s a higher level than he would have been coming in and hopefully he’s on some kind of track vs. a normal kid.
One reason he didn’t consider his intern company when they approached (later) was - it would have simply been a staff engineer job.
He loved the idea of the rotational and only interviewed for those.
In the end, lots of things have to bounce right for any job applicant career wise.
- The company has to be stable or growing, etc.
- The employee has to perform to a level that gets notice, etc.
I suspect, in the rotational, with all eyes on your, it’s easier to get noticed.
But it doesn’t mean it’s right. I’m sure at plenty - the assignments aren’t robust or the “owner” of the employee’s project doesn’t provide guidance, leadership, or anything else. As my son said, many in the company assumes they are interns because they are on short assignments.
One benefit as it turns out - I thought it was going to be a penalty - and not sure how your son’s role will work but he was non exempt the first two years. I was thinking - they send you home at holidays, etc. so you won’t make even your base salary. I was wrong.
As it turns out, the 40 hours was assured - and when you had to travel for a Monday meeting (so on a Sunday), you got paid 1.5x - so he loved that.
Now that he’s after the program, he’s exempt. He had to put in four hours Saturday (first time in 4 months on the job) and he noted he got a lot done because few were there but - didn’t make any extra money.
Welcome to my life 
Today, given the horror stories everyone provides, many might jump at the first thing and I don’t think that’s wrong per se. When you say no, you take a risk.
So that’s the other thing students will have to think about - will they want to roll the dice?
That said, while it’s easy to determine if one will get into a college or not (in most situations), it’s not easy to know if one will get a job.
Companies will always blow smoke up your rear, whether it’s accurate or not.
So right now, he has interviews - and that’s really it - so nothing is in the bag - that’s just a reality.
And if he’s lucky enough to get one, then he has to decide, is it enough?
If someone expects a school average - let’s say $75K and the offer is $55K…
So there are many variables - but for now, I’d say it’s good he’s talking to people.
Most don’t come close to a 100% close rate though - i.e. they’re not interviewing with 10 companies and getting ten offers.
But it’s still great he’s interviewing - and that’s the big excitement here.
I think the rest you have to play by ear - because if a yes comes, you don’t know when it’s coming, how much $, where and more. Even when you think you know the where, companies can and do call an audible (you thought it was Chicago but we’re offering you Denver, etc).
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There’s always lots to weigh. I would say as an engineer, growing skills is extremely important. Most engineers change jobs, so he should expect that this won’t be the job he has 5-7 years down the line.
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As already noted, not all rotational programs are the same. If your son gets an offer, have him do a deep dive, especially since it’s not in the sector he really wants.
I also think it’s smart to ask about job description/responsibilities for any position he’s offered.
Hopefully he gets both offers and has time to compare and contrast!
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I would add - several offers my son got gave him a current rotational participant that he was able to speak with.
He had to request that but it seems many companies will comply.
After you sell them (getting an offer), they need to sell you - to obtain your services.
So that’s a thought too - where the job prospect can get the skinny from people doing the job now.
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Yes!
@OctoberKate - Your son should ask to talk to current young engineers if he’s offered the jobs.
My daughter routinely talks to potential new hires about her role, the program, company culture, the community, etc….
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Yes, he did. I maybe glossed over it, but that’s exactly what he asked. (Among other things I manage HR. For a federal agency, so different, but I am pretty solid at helping people prep for interviews and prepare questions to ask.)
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As noted above, most entry level engineers switch jobs at about the 5 year or a little more mark. By that time, they have some experience, might have their PE (which will matter for some jobs but not others).
But everytime, they will start as an entry level person at the new firm (maybe not in pay but in experience at that company). Learning the way things are done, and wrt job responsibilities.
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Can I ask for some advice for my daughter? She graduated in fall ‘24 and has been applying for a job in her field consistently since then. She has had a few searches result in multiple interviews, that she feels went well, but the companies have all picked someone with more experience.
There is one company that she has interviewed with that she thinks would be a very good fit with her work ethic and values. She has applied to multiple jobs there that her degree qualifies her for, but has not received a call back since the interview about a year ago.
She recently asked to follow the head of talent acquisition on LinkedIn and was accepted. Now she is wondering if it would be appropriate to reach out to him, even though they have never met. She, and I, don’t know the etiquette of LinkedIn. She doesn’t want to come across as stalkerish and get blocked. Also she isn’t sure what she should say if she did reach out. She currently has two applications into this company. Any advice would be greatly appreciated!
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One polite email is not stalkerish at all.
“Hi Joe, I interviewed for XYZ role with your company last year and was so impressed with everyone I met. I have recently applied for ABC and DEF, and just wanted to reiterate my continued interest in your company. My resume is attached for your convenience. If you know of other roles that might be appropriate I’d love to know about them” Best regards.
It likely won’t help but it definitely will not hurt. And if one more person pulls the resume out of the pile for a read- that’s a good long term outcome. Good luck!
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