#internaltransfer

Are these roles genuinely open, or are they being posted as a formality after someone has already been selected? I have applied to several and have not received any real response or feedback. What's going on here?

For those currently in the Transformation or tagged CO dedicated how many of you have received the STEER email? Trying to understand the actual substance of this seemingly nice program versus the stated goal of 'supporting internal transfers' Has anyone seen any concrete results or movements from it yet?

Also, for any former colleagues who were let go: did you receive this communication prior to your departure? Any insights or 'lessons learned' regarding what this email actually signals would be greatly appreciated.

Are the internal positions given to RIF-ed employees over other internal candidates? I have applied to a handful of new internal postings in recent weeks but only a few days go by and I get the "we're going with another candidate" email. I am fully qualified for these positions so I have been surprised to not even get an interview. I also know some positions are posted and they already know who the position is going to but that can't be for every single one of these postings.
And yes, I know, why are you applying to internal positions, this company is terrible, blah, blah, blah but I am trying to get a different position/title to better position myself to move to a different company in the future if I see fit or becomes necessary.
Also note, these positions I am applying to are only 1 pay grade above where I am.

Just looking for info/ opinions:

Does anyone else see a potential for management to reduce an employee's merit when the said employee will be transferring to a different department/ segment in 3 weeks?

Example: Management was capped at giving 1% merit increases to their team; they reduce the merit percentage to the employee who is transferring to 0.5% and give the difference to the other employees.

Need to move on from my current role.

Or do you just normally keep your current salary/bonus?

I see the salary range posted on Workday, not sure if the recruiter would ask for salary requirements beforehand.

Anyone have any experience with this?

It shows the jobs, categorized as “Mgmt Level: UNN” in Workday. If so, does CWA recognize years of service?

I've been in a role as administrative support the past 5 years and feel as though my days may be numbered. I've tried applying out but I've heard that any administrative clerks and support are stuck. I've applied for about 20 different positions over the last year and have been with the company 10 years with a solid resume. No interviews at all. I am worried my role is not significant enough for them and would not be surprised if they RIFd me. Has anyone else experienced this feeling like you're being blocked?

Anything I can do about this? I was told by the new manager that she wanted to hire me and was going to speak with my current manager to talk about transition plan while they find someone to backfill my role. Now I'm being told that I can no longer transfer since what I support is critical and they wouldn't be able to hire someone fast enough.

Now I feel stuck- any recourse or am I SOL and just need to apply externally at this point? From what I've read here seems like current manager can't block/stop you from applying /accepting other roles but seems like it depends on your situation/which team you would be leaving, I guess if it's critical and you have no backup it's not possible.

How long should it take for me to get an interview and potentially get hired? When should I tell my current manager? Before I apply or once I get an offer ?

I got an offer to internally transfer from OCI to the DB org, should I take it? Or just wait for the head chopping while preparing for the outside world?

Hello,

I apologize if this is the wrong board for this post. I currently work for Verizon Business as senior account manager. I am considering transferring to t-mobile business as an account executive on the smb team as a req will be opening soon due to attrition. I am currently making about 120k per year but want to leave due the extremely toxic management culture I inherited from our recent round of layoffs. My question is mainly, can I expect to make around similar pay at 120k at TFB on the smb team or will it be a pay cut? I greatly appreciate any insight have a blessed day.

I work in downstream, was given a date for severance in april due to reorg. Managers said I could post out internally but if I’m not selected. I will receive my severance. I was out on fmla leave last week, then I get the news today. I was escorted out. Is it normal to have gcc, phone, laptop, GI card and facility access taken? How would I be able to apply internally? Or was it a way of saying you’re fired? I have a lot of people depending on me. Just looking for help. 36 year old. Been with shell 7 years going on 8, not no more it looks like. Lol

They gave us 90 days to find an internal role. This period is with base pay and benefits. Then 3 months severance package.

Am I better off applying externally?

If I am affected by RIF, will I need my managers approval to apply internally even with less than a year tenure?

If less than a year as 601 can I move up to 602?

Looking to apply to another team internally but wondering if I don’t have any backup if management would prevent me from being transferred over.

What does a Business Analyst do, supporting Fiserv DNA? Is it difficult to catch on if I have BA experience but not specific to DNA experience? I'm thinking about doing an internal transfer for this role but would like to hear feedback from one that has been in a similar role.

Has anyone recently had a “manager” lose their title and been placed into a P4 or P5 bucket? If so do they still have access to all tour HR information?

Hi, anyone know the course of action I can take in the below situation -

1. I applied and cleared an interview in October 25
2. The hiring manager confirmed and reached out to my manager and I am not sure what exactly the conversation was but after a week when I followed up I got the answer due to some 'unavoidable' reason they're not considering me. (Hiring manager told "from my side I gave it a 'Go' and reached out to your manager too but there are other factors involved in it and sorry can't disclose it")
3. I have been given a 4 (mid year was good)
   While I can gauge what would have happened in October my question is how to prevent it going forward (if seeing my 4 and those false comments anyone approached me) anything I could do? [I am trying out too]

Are they taking internal transfers or only series 7 from other RIA's? What's their new branding gonna be? "Telling clients the truth.......since 2021?"

We are told we can apply for internal roles, but then every posting disappears or gets filled before anyone even interviews. Before, you had a chance to move either laterally or upwards within the company, but now that seems to have completely disappeared. Is this intentional?

If you make a lateral move, does your pay remain the same? Does bonus % change? Not sure if anyone here has experience, but considering applying to an adjacent role (Currently a Senior System Analyst) but the role I'm looking to apply is a regular System analyst. Not sure what that would mean pay wise. Does everyone at TIAA get the same bonus %?

Does completing four rounds of interviews usually indicate I’m likely to receive an offer for an internal position?

Has anyone heard of when they might post new jobs? How has it been in the past when a layoff happens?

I have only been with the bank for 5yrs and I don’t know anyone who has successfully moved from WIM to the CIB side. I was wondering if there was “wall” not to hire anyone from the WIM side. I tried several times and only got one interview. Most of the times it rejected by HR in a few days. The roles I applied for were the same roles I’m currently performing in WIM

For NJ workers 90 days under payroll, u like other states that are only 30 days. With the possibility to still apply internally within the company or search for another source of income while under payroll. Though tempting to look within, it is a hard choice since also being offered a severance package and expand your horizons elsewhere.

Is “meet the team” the last step of internal hiring? What is the typical raise range for internal promotion?

Are any internal departments actively filling positions?

Do you guys use the internal movement site? To find roles faster within fiserv? I think I want to move to banking instead of IT but it’s getting complicated online. Confused

Specifically section 4.6.
I'll wait.

For example. If you accept a new position in January of 2026, you will not receive any grade level change, title change of compensation change until March 2027.

What is the deal over there? I keep hearing terrible things and I applied for a position internally not long ago but hasn't gone anywhere.

While this will include reducing in some areas and hiring in others, it will mean an overall reduction in our corporate workforce of approximately 14,000 roles. We’re working hard to support everyone whose role is impacted, including offering most employees 90 days to look for a new role internally (the timing will vary some based on local laws), and our recruiting teams will prioritize internal candidates to help as many people as possible find new roles within Amazon. For our teammates who are unable to find a new role at Amazon or who choose not to look for one, we’ll offer them transition support including severance pay, outplacement services, health insurance benefits, and more.

Some may ask why we’re reducing roles when the company is performing well. Across our businesses, we're delivering great customer experiences every day, innovating at a rapid rate, and producing strong business results. What we need to remember is that the world is changing quickly. This generation of AI is the most transformative technology we’ve seen since the Internet, and it's enabling companies to innovate much faster than ever before (in existing market segments and altogether new ones). We’re convicted that we need to be organized more leanly, with fewer layers and more ownership, to move as quickly as possible for our customers and business.

This is a passionate expression of frustration stemming from discussions with colleagues who have either been encouraged to seek new positions at SAP or are anxious about facing such a situation themselves, particularly within our European context.

A visit to the internal job portal reveals that most job postings seem to cater to specific individuals rather than genuinely opening opportunities for all. Common issues include unnecessary educational requirements, irrelevant experience criteria, location restrictions despite team distribution, and a requirement of very high German language skills or travel demands. It often appears that hiring managers have predetermined candidates in mind, using the recruitment process merely to appease the Betriebsrat, which leads to a cycle of favoritism and inflated salary increases for those already in the loop. This situation leaves little hope for our European colleagues who are being pushed to find new roles, as many of these misleading job ads will likely force them out of the company instead.

In my own area under MA, we've seen several individuals rapidly ascend the ranks or switch teams multiple times, often with significant salary boosts, highlighting the disparity in opportunities.

What can we do to improve this process for those facing job insecurity at SAP, especially when the available positions seem to favor personal connections over merit?

If you apply for anything, you are not given any priority whatsoever. This is just another lie that was peddled by our dear ELT.

Why do they post positions internally and also on their public job openings page of their website, yet when you apply, you ultimately get an email response that says "We're sorry but the position you have applied for no longer exists". This message comes anywhere from the next day to a couple of weeks later, yet the position is STILL posted and able to be applied for on their public job postings page of their website. Why the lie???

I got a new role as an internal applicant Coding Analyst they switched my team that I would work on and told me about the switch 2 days before training. This other team does not sound like a Coding Analyst Role it sounds like a Medical Coder role not even clear what the work is supposed to be. Is this a normal thing at Optum with the bait and switch last minute? Anyone have any insight?

I was put on the Booz Allen Bench at the end of August. It wasn't even two weeks before I received what they call at Booz Allen a lack of work notice, with a layoff date clearly stated.
While on the bench, I applied to five internal jobs, and I was turned down for all of them.
None of the hiring managers or recruiters ever contacted me regarding the jobs. You just receive a rejection form letter type of email that su-ks stating you are not being considered for the job you applied to. I had even stated on my resume I submitted to the five jobs I applied to, that I was on the bench, including stating my layoff date. Before my layoff last week, the five people hired to fill these positions had already started their first day with the company. I read these people's profiles', and they were all hired from outside the company. If you have a layoff notice in hand, you are not given any consideration to fill an internal position at Booz Allen. I'm not sure what people reading this think, but it sure told me heck of a lot about Booz Allen while personally experiencing the drama hiring managers and recruiters pull on people.

I hear hints maybe some people that are in transition are not identifying themselves. I can understand there are business reasons both for and against this. But I also think maybe there is some fear, so it could be misunderstanding. Are there people who were in scope and already landed roles in the new organization, but will still transition out in 2026?