Pulivarthi Group (PG)

?? ?????????? ???????????????? ?????? ?????????? ???? ?? ?????????????? ????’???? ??????????????????—???????? ??????? This situation brings up legal, ethical, and operational considerations that shouldn’t be ignored. While it may feel like a black-and-white issue due to the past termination, acquisitions change the equation. ?? Key Considerations ?? Time & Performance Since Termination John has been successfully employed for 6-7 years at the acquired company. Has he had any issues since leaving? ?? Legal & HR Compliance Immediately re-firing him without cause could be seen as retaliatory or discriminatory. A blanket “not eligible for rehire” policy may not legally apply in an acquisition scenario. ?? Due Diligence & Risk Before making any decisions, review: ? The specific reasons for past termination ? Any legal risks tied to firing him again ? His current reputation & contributions at the new company ?? Cultural & Leadership Fit Would leadership in your company still consider him a bad fit? If so, a performance-based discussion (rather than a knee-jerk firing) might be the best approach. ?? What Are Your Options? ? Evaluate His Current Performance – If he’s a valuable asset at his new company, does it really make sense to let him go? ? Meet with HR & Legal – Ensure compliance before making a decision that could lead to a wrongful termination claim. ? Case-by-Case Approach – Past bad blood doesn’t always mean someone can’t thrive under different conditions. ?????? ?????? ????????????, ???????? ?? ??????????????: [Insert Booking Link] #HR #Acquisitions #EmployeeRelations #Leadership #WorkplaceEthics

???????????? ?????? ?????????????????? ???????????????? ???? ??-?????????? ??????????? As a middle manager at a large public company, I often wonder if it’s worth approaching a C-level exec—whether at a casual setting like the cafeteria or during an offsite event. Would it be a great networking move? Or would it just be awkward? I’ve personally seen it go both ways: ? Some execs appreciate the initiative—they remember your name and might even follow up. ?? Others seem annoyed or indifferent—like you just interrupted their personal time. So, when does it actually make sense to go for it? ???????? ???? ???????? ?????? ???????? ? If It’s a Natural Opportunity – Walking out of a meeting together? At a company event? Go for it. ? If You Have a Clear, Short Message – A 15-second elevator pitch on who you are and what you do. ? If It’s the Right Setting – Avoid when they’re eating, rushing, or in deep conversation. ???????? ?????? ???? ?? If It Feels Forced – Don’t ambush them in the bathroom or mid-bite at lunch. ?? If You Have Nothing To Say – “Hi, I work here” won’t stick. A quick, meaningful comment is better. ?? If You’re Not Ready for the Follow-Up – What if they ask, “How can I help?” Have an answer. ?????? ???? ???? ???? ???????? 1?? Keep It Short & Relevant – “Hi [Name], I’m [Your Name], a [Your Role] in [Your Department]. I really admire [specific company initiative]. Great to meet you!” 2?? Respect Their Time – If they engage, great. If not, smile and move on. 3?? Follow Up – If they seem receptive, send a short LinkedIn message or email. ?? For Top Talent, Book a Meeting: [https://lnkd.in/gdb2taUJ] #Networking #Leadership #CorporateCulture #CareerGrowth #ProfessionalDevelopment

?????? ?? ????????: ?????? ????????????????, ???????? ?????????????? I’m back in the office three days a week. Not mad about it, but let’s be real—it’s a complete waste of time. ?? No collaboration – Everyone’s in their cubicles, headphones on, silently working as if they’re still remote. ?? Zero productivity boost – The only noticeable change is my gas bill. ?? Perks? Free coffee, snacks, and occasional high-fives from the manager. It feels less like an office and more like a corporate coworking space where no one actually interacts. ?? So why are we doing this? ? Because leadership thinks “in-office presence” = productivity. ? Because old-school management can’t measure output any other way. ? Because if they’re paying for office space, we have to justify it. ?? ?????? ?????? ????????????, ???????? ?? ??????????????: https://lnkd.in/gdb2taUJ #ReturnToOffice #HybridWork #WorkplaceTrends #CorporateLife

?????? ?????? ?????????? ???????????? ?????????????? ????????????????? After years in management and sitting in on leadership discussions, I can’t shake the feeling that promotions aren’t based on who actually does the work. Here’s what I’ve noticed: ?? Domain experts rarely get promoted. Their deep knowledge is valued—until it comes to leadership roles. ?? Visibility > Productivity. Those who spend time on “culture-building” activities (Cleaning Day, networking events) seem to climb faster. ?? Leadership hires in their own image. Career paths and backgrounds tend to mirror those already at the top. ?? Doers stay buried. The ones who focus on execution, avoid office politics, and just get things done? They get left behind. The result? ?? Leadership gaps that require consultants to fix. ?? Extra layers of middle management that add little value. ?? A disengaged workforce that sees no clear path to recognition. ?? ?????? ?????? ????????????, ???????? ?? ??????????????: https://lnkd.in/gdb2taUJ #CorporateCulture #Leadership #CareerGrowth #WorkplacePolitics

?????????? ??????, ???????? ??????, ?????? ?????? ???????????? ?????? ???????????????? – ????????’?? ?????? ??????????? Recognition doesn’t always equal security. Many professionals have faced the harsh reality of winning awards, driving innovation, and still being let go. Seeing former colleagues promoted right after can make it even more confusing. ?????? ?????? ?????????? ?????????????????? ????????? ?? Strategic Realignments – Companies sometimes cut entire projects and reallocate budgets, even if they were successful. ?? Risk Aversion – Those who bring change may not fit into rigid structures, while stable, predictable performers are rewarded. ?? Budget Reallocation – Money saved from layoffs often funds raises and promotions for those staying. ?? Leadership Politics – Higher-ups may favor those who follow company norms over those who challenge the status quo. ???????? ?????? ???? ???????? ????????? ? Own the Narrative – That award is proof of value and innovation—highlight it in job searches. ? Choose Growth-Minded Companies – Look for companies that prioritize forward-thinkers rather than maintaining the status quo. ? Leverage Your Network – Connections made during the project can lead to better opportunities elsewhere. ? Learn from the Experience – Some organizations don’t reward disruption—but others thrive on it. Finding the right fit is key. ?? For Top Talent, Book a Meeting: [https://lnkd.in/gdb2taUJ] #Layoffs #CareerGrowth #Innovation #CorporateStrategy #JobSearch

???? ???????? ????????????????????????: ???????? ???????????? ???? ??????????????????? Receiving an open counteroffer is an indication of being valued in the workplace. Since no limits have been set, careful consideration should be given to the most beneficial terms before making a decision. ???????????????????? ???????? ???????????? ???? ???????????????????? ???????????? & ???????????????????????? ? Higher salary than the competing offer. ? Guaranteed bonus or performance-based incentives. ? Equity, RSUs, or profit-sharing if applicable. ???????? ?????????????????????? & ???????????????? ? Permanent remote work instead of a temporary arrangement. ? Four-day workweek or flexible scheduling. ? Work-from-anywhere option for added freedom. ?????????? & ???????????? ???????????? ? Promotion with a clear advancement path. ? Budget for certifications & training. ? Mentorship or sponsorship for higher roles. ??????, ?????????? & ????????-???????? ?????????????? ? Additional PTO & wellness days. ? Education reimbursement. ? Designated no-meeting days. ?????? ?????????????? ???? ???????????????? ???????????? ?????????????????? ? Whether the counteroffer is genuine or just a retention tactic. ? Why it required an external offer to be considered for better terms. ? Whether work culture, challenges, and career growth will truly improve. ? If future opportunities will be affected by staying. ?? All negotiated terms should be documented before an agreement is made. ?? For Top Talent, Book a Meeting: [https://lnkd.in/gdb2taUJ] #CareerDecisions #Counteroffer #Negotiation #WorkFlexibility #JobMarket

???????? ??????’???? ?????? ???????? ???? ?????? ?????????????? So, imagine putting in 1-2 hours a week at a job and somehow winning Employee of the Year at a 1000+ person company. ?? Bruh moment. ?? ?? Had PTO from my other Js to attend the company retreat ?? Avoided all photos, stayed masked up ?? Was forced to accept the award AND give a speech ?? Marketing posted it on LinkedIn & YouTube ?? ?? Had to request removal for “personal reasons” (aka, not trying to get caught) ?? The best part? The reward was a $150 gift card. All this stress for lunch money. ?? ?????? ?????? ????????????, ???????? ?? ??????????????: https://lnkd.in/gdb2taUJ #OverEmployed #WorkSmarter #BareMinimum #EmployeeOfTheYear #CareerHacks

???????? ?????????????? ???????????????? ???? ??????????—????’?? ?????? ?????????? ???? Let’s be real—going above and beyond doesn’t guarantee rewards. Too many people are burning out with nothing to show for it. Overworking only sets unrealistic expectations, and once you set that bar, it’s nearly impossible to lower it without consequences. ?? ???????????????? ?????? ?????? ???????? ??????????: ?? Do your job—nothing more, nothing less. ?? Stop volunteering for extra work—it won’t get you promoted. ?? Take your breaks—step away from your desk for lunch. ?? Log off on time—your personal time is yours. Companies will take and take until you have nothing left. You owe them your work, not your life. ?? Final Thought: Work should support your life, not consume it. Set boundaries and protect your time. #WorkLifeBalance #Burnout #CorporateCulture #PSA

?????? ?????????? ?????? ???? ???????????? ?????????? ???????? ??????’?? ????????? If you’ve been trying to tailor your resume for each job, only to be disappointed by AI resume builders spitting out corporate jargon, you’re not alone. Most tools promise a lot but deliver generic, clunky resumes that don’t truly reflect your experience. After testing multiple AI resume tools, here’s what actually works: ?? The AI Resume Tools That Deliver ? Teal – Real-time feedback, job description alignment, and easy customization. ? Rezi – ATS-optimized resumes with keyword suggestions and formatting insights. ? Kickresume – AI-generated work experience sections with industry-tailored templates. ? Jobscan – Compares your resume against job descriptions for better ATS matching. ? Enhancv – Visually appealing, content-rich resumes with customization options. ? What Doesn’t Work? ?? LinkedIn’s AI Assistant – Butchers formatting and deletes key sections. ?? Generic AI Chatbots – Overly verbose and fabricate skills you never had. ?? Basic AI Generators – Repetitive phrases that don’t highlight your uniqueness. ? Pro Tip: No AI tool is perfect. Always review and refine your resume manually to maintain authenticity. Use AI for structure, but keep your human touch! #ResumeTips #JobSearch #AIResume #CareerGrowth

?????????????????? ???????? ???????????? ?????? ?????????? ???????? – ?????? ???? ???????????? ???? ?? It finally happened—your new hire left almost as soon as they started. No matter how great your recruitment process is, early quits are inevitable in talent acquisition. But the key is not taking it personally and focusing on what you can control. ?? ??????????, ???????? ?? ???????? ???????? ? It’s not always about you. Candidates quit for many reasons—better offers, personal issues, mismatched expectations, or even company culture misalignment. ? This is part of the job. Even the best recruiters can’t predict everything. The goal isn’t to have a 0% turnover rate—it’s to reduce preventable ones. ?? ?????????????? ???????? ???????????????? Ask yourself: 1?? Was it a cultural mismatch? Did the job or workplace environment not meet their expectations? 2?? Was the onboarding experience weak? Did they feel lost or unsupported? 3?? Did they receive another offer? Were they “buying time” while waiting on another opportunity? 4?? Was the hiring manager difficult? If you already know they struggle with communication, could that have played a role? ?? ?????? ???? ?????????????? ???? ???????? ???????? ? Set clear expectations upfront. Double-check that candidates truly understand the role, company culture, and leadership style before they accept. ? Strengthen the first-week experience. Candidates who feel connected early are more likely to stay. Help them build relationships ASAP. ? Follow up quickly. Check in during the first few days. A quick, casual “How’s it going?” can surface early concerns before they escalate into quitting. ? Work on hiring manager engagement. If your hiring partner struggles with communication, push for more structured onboarding support. ?? Final Thought: You can’t control every outcome, but you can keep refining the process. Learn from it, adjust, and move forward! ?? #Recruiting #TalentAcquisition #Hiring #HR #Onboarding