Someone Else In The Company Hired Me

Why might the founder of a company appoint someone else as a CEO?

One time during a networking event I encountered a startup founder who had founded 10 companies, and hired CEOs for eight of them!When I asked him why he had started doing it, he said, “It only took me 2 companies to realize that I was better at starting something than dealing with HR and leadership and delegation. I want to DO THINGS, to get my hands dirty, to write code myself. And for a CEO, those things are irresponsible wastes of time.”So whenever he started thinking about hiring HR, he would hire a CEO.Hiring a CEO meant planning ahead to make himself redundant. He would keep an eye on other CEOs in the region that might be getting antsy, talented people that were looking for a new, more exciting challenge.This practice allowed him to be happier, more engaged in his real calling, wealthier, and to some extent, even more humble.He said, “Your ego will tell you that only you can run your company. Sometimes you just need to tell your ego to shut up, because companies change and there’s likely a better person for the job. Founders don’t make good CEOs.”

My company just hired someone in my department who assaulted me as a child. How should I handle this?

What an awful, tangled situation. I’m so sorry.You should not have to leave your job. You should not have to leave your department (unless something else appeals to you that you were interested in anyway). Nor should you have to see this person at all. However, I’d bet that just knowing they are nearby is traumatic for you.I’m going to put in my two cents. I want to emphasize that I’m not an attorney nor am I dispensing legal advice here. I just happen to work in a field full of CYA (Cover Your Ass) so I am coming at it from that mindset.I echo the other answers in suggesting you reach out to HR. However, before you do, I think there are two other calls you need to make. One is to the Domestic Survivor’s Hotline (below). You can give them as few or as many details as necessary, but they may have ideas for what you may be dealing with legally, and may be able to give you ideas for your next steps.Secondly, depending upon what advice you get there, I’d talk to an attorney specializing in victims’ rights. There may be legal advice available pro bono in matters of this nature. You may or may not have any legal grounds to force HR to take steps to make things easier for everyone, but if they know you consulted an attorney, they will likely take you a lot more seriously.I don’t know if this person was convicted or even arrested as a result of their actions. That’s why you should tread carefully (it sucks that you have to be the one to tread carefully) because you don’t want the creep lobbing slander accusations at you.A couple resources to browse/call:The National Domestic Violence HotlineHere are some basic questions and answers about victims’ rights in the workplace as a starting point: Domestic Violence and the Workplace - Workplace FairnessI wish you the best of luck. I hope the slob is an abject failure in the job and is fired within a week, frankly.

Can I hire someone to find me a job?

The way to “buy a job” is to start a company and/or buy a franchise. Of course, the job won’t last, unless you are successful at running it profitably.For example, I often refer to buying a Subway Sandwich™ franchise as “buying an $85,000/year job”. You’ll work your butt off (you can’t just sit back and collect money), you’ll have to learn how to deal with employees, and in exchange, you’ll get a 60 hour a week or so job, and about that much money in salary as manager/owner.If you want to work for someone else — talk to a recruiter. There are two types: those who work on behalf of the business, and those who work on behalf of candidates. The best ones do both.If you are worth hiring, a recruiter will work with you to get you hired somewhere. They typically make a certain percentage of your negotiated salary — not from you, however: the company pays them for finding you.For upper level executives, this can typically be around 30%; for lower level executives, directors and managers, the percentage tends to be lower. For example, they may pay 15% for a director, 10% for a manager, and some fixed fee for staff positions.If they think you’re not worth hiring, then they will decline to take you on. If this happens with multiple recruiters: you have a problem, and you likely need to work on your skill set, your attitude, your work ethic, etc., or some combination of them.If you are asking on behalf of someone else — a brother, a child, a niece, a nephew, a grandchild — sorry, there’s really no way to make someone else worth hiring, it’s something they have to do for themselves.

What do I say to a company that hired me when they have taken weeks to give me my schedule and I have a competing job prospect?

For openers, never leave any scenario requiring follow up action completely in the hands of anyone else. When they said soon, you needed to clarify that to a time frame or date. Then you can set a specific date and time for you to follow up with them if you haven’t heard from them within that timeframe. Thus you wouldn’t be asking this question or be in this quandary.Now, as already suggested, call them and find out if they have set a start date, It’s really inconsequential at this point as to why. They’ll justify one way or another and their reasons don’t matter to the main issue. If they haven’t set a date, explain to them what you will be doing with regard to the tutoring. I would explain it simply as having to commit to your clients as it is unfair to them to keep putting off scheduling them. Another approach is to say, that you have received a better offer since your last contact with the company and have had to commit to the new offer in absence of the retailer getting back to you with a start date. Thank them for the opportunity and wish them good luck in the future.Be matter of fact, businesslike and professional. No subtle digs or insinuation that they did something to upset or displease you. “ I want to call the company and tell them that since they have taken so long to get back to me, I have been left no choice but to pursue another route “ This just comes across in the wrong tone and has an accusatory nature to it.They’ll either be apologetic or not care.

Will companies not hire me because my arms are tattooed?

Legally, it would not be discrimination if a company didn’t hire on account of tattoo’s (although this is slowly changing as more young people are getting ink and it is more socially acceptable) however customer facing roles are likely to be less inclined to hire due to older generations considering them unsavory. Which despite being tattooed, i understand, money makes the world go round and life is about profit.However arm tattoos are easily covered, and as long as they’re not anything blatantly offensive most companies shouldn’t have an issue if you’re not interacting with customers.However, what I think it boils down to, is would you really want to work for a company that would discriminate solely on your tattoos if they wouldn’t effect the business in anyway?

Why do companies always seem to hire straight white men over anyone else?

I think it’s the “seem” part which is the problem. You notice cases where there’s a problem, but you don’t notice the overwhelming number of times when a company hires the best person available for the job.Look. I’m a hiring manager. I need software engineers. I need them desperately, but it’s like pulling teeth finding someone right now. You could be the intersectionality wet dream of a person, having a slice of every oppression category ever dreamed of. I don’t care. All I care about is this:Can. You. Do. The. Job.I don’t want to marry you. I don’t want to beat you. I don’t want to debate theology with you. All I want is a pipeline application for real-time data aggregation. If you can get me that, you’re in like Flynn.As it turns out, I don’t get a lot of women candidates. I don’t get a lot of Latino candidates. I get more Caucasians, East Asians, South Asians. Mostly guys, too for some reason. These are the people available to me. So I’m going to hire them, because they are there. I don’t know if they’re gay. How would I? Maybe they’re all gay. Don’t. Care.Someone else from HR or a community journal or somewhere will wander by later and sniff disdainfully at the stereotypical makeup of my team. My response? Grab ’em by the lapels. Lean in really close. Hiss, “Do you know Kafka?”If I get a startled nod, I will hire them while they’re still off-balance. Had a couple false positives and ended up with some clove cigarette-smoking absurdist philosophers. But hey, they make morning standup meetings much more entertaining.