They lay off talented people, and then when they need the work done, they have to hire two people to replace one. How's that efficient?
10 replies (most recent on top)
@f7 these people got lucky stuff like chatgpt came out and agentic ai was still at its infancy or else they would have definitely struggled
@f1 can’t speak for Singapore but UK/EU previously had similar program from early 2010s up to maybe COVID time. Mostly business but think they sometimes had some in tech side
Moved teams every few months for several years as a free extra resource for any team happy to support them. Longer term could be hired if one team wanted to keep them (more like extended internship than grad programme IMO)
With right background and attitude they can do well, but think HR ATM see them as “cheap” with benefit that most other companies won’t take them on due to lack of formal qualifications (solving issues with graduate attrition)
Bigger problem will be lack of time for seniors and managers to help mentor them into the role, but YMMV depending a lot on individual and haven’t seen one here in years
@f1 https://www.visa.com.sg/careers/visa-tech-traineeship-program.html
Lots of hand holding needed. Honestly it's stupid to be doing this program when there's so many trained software engineers on the market, only to end up laying people off after investing heavily in stupid programs like these. I hope all those involved were on the chopping block.
@f0 seriously that's weird, I thought it was like a graduate program or smth. how were these people though?
@dk there was a program in Singapore bringing in total non tech newbies in, sent them for a training bootcamp for 6 months at a partner university, before converting these people into full time software engineers. The most hilarious thing was the program organizers celebrating their achievements as if these people were as qualified as those who did full 4 year degrees.
The final coding assessments didn't even test stuff like BFS, DFS, backtracking. Total insult to software engineering. But I guess that sums up the state of engineering at Visa.
@d0 wait which apprentice program
@d0 Not only that, the ones who did not get the Axe, will have to do More for LESS. Case in point, at VAS there were dedicated teams for finance, operations, public relations, chief of staff, facilities, intern coordinator, on boarding new hires will Balloons, Welcome banner, Visa swag on your desk/cube, program coordinators and program managers, etc. Now, YOU are expected to handle all department finances, manage 3-4 calendars, secure conference rooms, schedule quarterly town halls, if conference room machine non-functional I am expected to FIX IT! No IT help, clean conference rooms white boards, pick up lunches, bring hot/cold drinks out of the blue, move cars after EV charging, the list goes on and on. If you do not like it or cannot handle it, you will be replaced immediately!
Don’t get me started on the apprentice program they had, bringing in people with no degrees or experience and expecting them to work as software engineers. Embarassing
@OP dont forget DEI quotas if you layoff middles âge and hire 2 younger still a win ! Double if it is scores on gender party
The two people they hired to replace that experienced employee will still get paid less. Cheaper = efficient