What is the hiring process like at LinkedIn?

A few good people - but they do not work in sales teams.

The hiring process was misleading, with several promises that were either inaccurate or completely false. The talent/learning org is best avoided. The company culture felt inauthentic and forced, with a prevalent lack of genuineness among employees. UK leadership across all divisions is subpar, characterised by a lack of decision-making ability and management expertise. Favoritism is rampant, with preferential treatment given to friends in account assignments. New hires are often burdened with poorly managed accounts, dissatisfied customers, and unrealistic targets compared to tenured representatives. Performance improvement plans (PIPs) or probation extensions are common, often due to managers' failure to provide adequate support and their refusal to take responsibility. The PIP metrics are unattainable for most representatives, yet they are still expected to meet them. HR consistently sides with managers, disregarding employee concerns. High turnover is a constant, but the company relies on its brand to attract a steady stream of new hires. The term "Enterprise Accounts" at LinkedIn is misleading, as these accounts do not align with the industry standard for enterprise level. DEI initiatives feel forced and unnatural, leading to feelings of imposter syndrome among employees from ethnic backgrounds.

Vibrant Company Culture: LinkedIn fosters a dynamic and inclusive work environment that encourages collaboration and innovation. The team spirit and camaraderie among colleagues make coming to work enjoyable. Opportunity for Skill Development: Working at LinkedIn provides ample opportunities to enhance one's skills in sales and customer relationship management. The company offers various training programs and resources to support professional growth. Global Exposure: Despite some disparities in benefits and office facilities compared to other locations worldwide, being part of LinkedIn still offers exposure to international business practices and networking opportunities.

Lack of Comprehensive Benefits: While LinkedIn is known for its employee benefits globally, the package offered in Mexico falls short of expectations. Limited perks such as PTU (Profit Sharing) and office amenities can be disappointing compared to industry standards. Limited Internal Mobility: The company's approach to internal promotions and career advancement seems rigid, with a noticeable preference for hiring externally rather than nurturing talent from within. This lack of internal mobility can be demotivating for long-term employees seeking growth opportunities. Disparity in Regional Treatment: There's a notable gap between the benefits and office facilities provided in Mexico compared to other regions where LinkedIn operates. This inconsistency in treatment may lead to feelings of inequity among employees.

Usually a good work-life balance, great people, culture, amazing amenities and food at the office, still quite flexible time and place of work

Reversed their stance on hybrid working from allowing employees to be completely flexible to demanding people to return to office 2x week. People who were previously hired under remote contracts don't have career advancement opportunities unless they switch to a hybrid contract. Overall, very few career advancement opportunities, some due to market conditions, other due to internal rules. Most of the amazing perks that really differentiated LinkedIn from other companies (half day Fridays, wellness days off) have all disappeared as soon as the market the hiring boom shifted. Processes change all the time, sometimes not always for the better.

Great culture and benefits; many rewards and incentives to do your work

Lengthy interview process with poor onboarding; Very mediocre minds and ideas. The company acts as if they’re innovating, but is very far behind in industry standards.

The people and company culture are some of the strongest aspects — collaborative, empathetic, and with a genuinely positive work environment. Leadership is young but focused; as with any company, there are areas for improvement, but overall they do a solid job. The office is well located, and the work model is mostly remote, which provides great flexibility. The product is strong and well-received in the market.

Compensation is well below market standards, and the benefits are also limited — especially considering it’s a Microsoft-owned company. The food provided is not of good quality. The onboarding process has many areas for improvement and does not adequately prepare new hires for their roles. The HR team is very difficult to reach and lacks proper follow-up. Additionally, there are very few internal openings, which limits growth opportunities within the company.

- Fun Culture - Good Place to make some money - Good Leadership

- Competitive internal movement - Tied to job market -> When companies are hiring things are good, when not in a strong hiring environment, things can be more challenging.

Good culture across the company. Depending on the team, good work life palance. Good pay and benefits

TIme consuming and frustrating approval and alignment process.

Great culture and people - great hiring too

There are none, it was great

-Base pay, bonus and equity (beware, these can be golden handcuffs and used against you. I have witnessed my colleagues treated poorly and unfairly but they are unable to leave due to the next XY vest, job market, primary income for their family, etc.). -Health benefits and options are excellent. -Perk Up program is helpful (many categories to help self, offset expenses & can also be used for student loan repayments, financial services, personal travel). -Tuition reimbursement is available, and you can use this for student loan repayments. -Internet and cell phone reimbursement is reasonable. -There are some good people who work here. Clear difference with new talent and those who have been with company longer than 4 years (those over 4 years drank the original kool-aid and can be difficult to work with and for). -Snacks!

-Leadership is ineffective to nonexistent. -Dysfunction and chaos due to the lack of experience and too big of heads at the VP level and above. -Politics, bureaucracy, inconsistency across the entire the organization, so many exceptions that it becomes a free for all and they cannot keep the narrative straight. It also takes a village to get anything done. -No accountability or ownership for poor results, behaviors and key messages for employees. -LinkedIn NICE is the excuse for psychologically unsafe environments, toxicity, passive aggression, bullying tactics, mean girls, microagressions and gaslighting. -No diversity, all talk and a show, terrible representation at the Director and above and just a check list. In fact, exclusive versus inclusive. -Favoritism towards certain groups. -M/SM/D Talent is blocked by higher ups from excelling due to the fear of higher ups own incompetence. -Always a celebration when we have some true opportunities to get through and leadership can't face the truth.

Onboarding process was good in the beginning, love the team gatherings and free lunches that goes a long way for comfort work environment

Team is working in silos and culture not that great recently