What exactly is the newer "Head of...." title/role in the tech industry?
Cross post. I'm a tech industry veteran and interviewing. I am seeing "Head of" titles (eg Head of People) pop up, esp in startups.
Looking for context.......is this a position between Dir and VP, or more junior than a Dir?
In a company of say, 60-100 employees, it seems inflated, and the people in these roles sometimes have 5-10 years of total work experience. Further, if I'm reporting to a "Head of......" what should my title be?
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Work pet peeves?
Mine is improper email threading, when a sender replies and subsequently replies to the original email, leaving me to 'collect' through multiple emails e.g. to compile answers to a list of items/questions. Might not seem like big deal, but when you have hundreds of emails to coworkers and clients, it makes a difference. Is there an etiquette or term for this?
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Is it me or are workplaces not giving a s**t about Covid anymore?
I found out a coworker who sits near me had Covid, no email was sent warning people to get tested. Then I just tested positive. Thankfully my symptoms are mild, but I am dealing with fatigue. I just feel like companies don’t care anymore. They just want butts in seats. To me this solidifies the argument to work from home.
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My boss is very rude sometimes and gets defensive when I asks clarifying questions.
For example, she said she was confused about my work. I explained to her my work. She said she was still confused so I asked if I should revise the work. Before I could finish talking, she cut me off and responded, “If I wanted you to revise my work, I would have told you I wanted it revised.”
She is constantly talking over me and getting an attitude when I ask her anything. Most of the time, when I ask her something, it’s cause her directions were not clear. You’re very confused by my work, so am I supposed to know what that means?
Is there a better approach to following up with her when she is unclear so she doesn’t get so defensive?
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Career Pivot Advice
My background is marketing and for the last 5 years I've been a recruiter. I'm so burnt out on recruiting and dread going to work most days. I'd like to pivot into event marketing/planning and even though as a recruiter, I feel like I should know the best way to go about updating my resume, etc. but feeling a bit lost and would love some advice. TY
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I was called ageist...
I'm in my late 20's. And I totally understand that is not the pinnacle of experience, but I don't think that means I deserve to be treated like a child. I have worked here since I was 20, and in that time I have regularly been referred to and introduced as "the office millennial" and "kiddo." The next closest person to me in age is almost 40, with everyone else falling around 50 or older.
We usually hire a temporary employee or two each year to fill in on my job during our busy season. As the only full-time person in my job, I am often very involved in the hiring process. This means I'm in the interviews and help train them, as well as work beside them.
There have been a couple of people, over the age of 50, who have not worked out. Mainly due to the fact that they told us they were able to use computers (it's integral to the job) and then became so intimidated by their computer tasks that they shut down and refused to do them. Or in one case, an employee told us one thing and then others in the office something else entirely about their schedule, causing massive confusion (seemingly just so they could have another day off).
It was brought up to me recently that I "was especially short with them" and that the rest of my coworkers now believe I am biased against older people. When my supervisor told me this I reminded him that both of these people lied to us and actively caused problems for us. And then I told him how hypocritical that felt considering that I am actively reduced to my age often (it's not like I'm walking in calling people "gramps"). When I said my age, he actively snorted a laugh to himself, and it just made me want to walk away.
Is there a professional way to address this? Our office doesn't have a formal HR department.
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My supervisor's solution to the problem of people thinking I don't work...is having me do more work to prove it to those people.
I work for an amusement park, and the week that we open is always very stressful (park open on weekends, office business throughout the week). As our only full-time front office person, I end up leading and taking on a lot. This year, I caught COVID and was out the following week. This was problematic because that week is normally "pick-up" week, where we spend all our time making sure nothing slipped between the cracks and putting the pieces back together that may have been upset in the chaos of opening. The week after that, I was also out of the office (though this was a planned and previously okayed absence, I even delayed and came in an extra day to bridge the gap between my absences).
When I was gone, no one called or texted me to ask any questions. Something I'm not upset about, but I had previously communicated was ok to do if people needed me.
When I got back, everyone seemed to be mad at me for not doing my job well enough that anyone else in our office could pick it up with no training (mind you, I have a few coworkers who are trained to also fill in, but they got sick during this time too)
Apparently our whole office is now under the impression that I don't complete projects and that I'm just playing around on my computer all day. My supervisor's solution is that I have to now develop and send out weekly reports on what I'm doing to our whole office (about 12 people).
None of this sits right with me, and I just can't put my finger on the exact reason why. It has me questioning whether my feelings are based in professional justifications, or if I'm just hurt that I work so hard only to be told I'm not.