u/Ok-Grocery283

Hi

'My Friend' is in an unique situation and we are desperately seeking advice.

This is a throwaway account.

Background:

• They have been with a major canadian Bank for almost 5 years. A majority of which has been spent in 1 department.
• They had applied for a L7 position. Got shortlisted but at the final stage, the Hiring manager chose to go with another candidate.
• Considering this chapter closed, further opportunities were pursued and they got promoted to a L6 position in another department

Complication:

• 2 months into the new role, they get an email from the previous hiring manager of the L7 role.
• Another opportunity has opened up, and since they were shortlisted the 1st time, they are now the preferred candidate if still interested.
• However the problem is , even though they have not gained full competency in current new role, the current manager has flat out refused to support or endorse this move, citing this is too early and that they have spent only 2 months in their current new role

Now this is eating them inside. They really want the Level 7 role as that is their dream job and would indicate a significant career progress. This is affecting their morale in the current role, since their manager is not supportive of a promotion

Requesting advice please:

1. From what they understand , the 1 year commitment restriction does not apply to L6 and above. is that correct
2. Though the hiring manager of the L7 role are interested, they doubt they would aggressively "fight" for this candidature. What are their options now?
3. Can the current manager torpedo the whole thing? They have already tried talking to them multiple times.
4. Somebody suggested routing the application externally but that feels unprofessional if this is brought up to the hiring manager and this is also risky, if this means resigning first.
5. Can the hiring manager seek approval from higher authority or hierarchy? Is this too much of a hassle? They are currently not available to discuss these things and the candidate is not sure how to bring this point of discourse up

Any guidance here will be greatly appreciated

We are in Ontario Canada.

They are sure the current manager wont support, what are their options?

Hi

'My Friend' is in an unique situation and we are desperately seeking advice.

This is a throwaway account.

Background:

• They have been with a major canadian Bank for almost 5 years. A majority of which has been spent in 1 department.
• They had applied for a L7 position. Got shortlisted but at the final stage, the Hiring manager chose to go with another candidate.
• Considering this chapter closed, further opportunities were pursued and they got promoted to a L6 position in another department

Complication:

• 2 months into the new role, they get an email from the previous hiring manager of the L7 role.
• Another opportunity has opened up, and since they were shortlisted the 1st time, they are now the preferred candidate if still interested.
• However the problem is , even though they have not gained full competency in current new role, the current manager has flat out refused to support or endorse this move, citing this is too early and that they have spent only 2 months in their current new role

Now this is eating them inside. They really want the Level 7 role as that is their dream job and would indicate a significant career progress. This is affecting their morale in the current role, since their manager is not supportive of a promotion

Requesting advice please:

1. From what they understand , the 1 year commitment restriction does not apply to L6 and above. is that correct
2. Though the hiring manager of the L7 role are interested, they doubt they would aggressively "fight" for this candidature. What are their options now?
3. Can the current manager torpedo the whole thing? They have already tried talking to them multiple times.
4. Somebody suggested routing the application externally but that feels unprofessional if this is brought up to the hiring manager and this is also risky, if this means resigning first.
5. Can the hiring manager seek approval from higher authority or hierarchy? Is this too much of a hassle? They are currently not available to discuss these things and the candidate is not sure how to bring this point of discourse up

Any guidance here will be greatly appreciated

We are in Ontario Canada.

They are sure the current manager wont support, what are their options?

Hi

'My Friend' is in an unique situation and we are desperately seeking advice.

This is a throwaway account.

Background:

• They have been with a major canadian bank for almost 5 years. A majority of which has been spent in 1 department.
• They had applied for a L7 position. Got shortlisted but at the final stage, the Hiring manager chose to go with another candidate.
• Considering this chapter closed, further opportunities were pursued and they got promoted to a L6 position in another department

Complication:

• 2 months into the new role, they get an email from the previous hiring manager of the L7 role.
• Another opportunity has opened up, and since they were shortlisted the 1st time, they are now the preferred candidate if still interested.
• However the problem is , even though they have not gained full competency in current new role, the current manager has flat out refused to support or endorse this move, citing this is too early and that they have spent only 2 months in their current new role

Now this is eating them inside. They really want the Level 7 role as that is their dream job and would indicate a significant career progress. This is affecting their morale in the current role, since their manager is not supportive of a promotion

Requesting advice please:

1. From what they understand , the 1 year commitment restriction does not apply to L6 and above. is that correct
2. Though the hiring manager of the L7 role are interested, they doubt they would aggressively "fight" for this candidature. What are their options now?
3. Can the current manager torpedo the whole thing? They have already tried talking to them multiple times.
4. Somebody suggested routing the application externally but that feels unprofessional if this is brought up to the hiring manager and this is also risky, if this means resigning first.
5. Can the hiring manager seek approval from higher authority or hierarchy? Is this too much of a hassle? They are currently not available to discuss these things and the candidate is not sure how to bring this point of discourse up

Any guidance here will be greatly appreciated

We are in Ontario Canada.

They are sure the current manager wont support, what are their options?

Hi

'My Friend' is in an unique situation and we are desperately seeking advice.

This is a throwaway account.

Background:

• They have been TD Bank for almost 5 years. A majority of which has been spent in 1 department.
• They had applied for a L7 position. Got shortlisted but at the final stage, the Hiring manager chose to go with another candidate.
• Considering this chapter closed, further opportunities were pursued and they got promoted to a L6 position in another department

Complication:

• 2 months into the new role, they get an email from the previous hiring manager of the L7 role.
• Another opportunity has opened up, and since they were shortlisted the 1st time, they are now the preferred candidate if still interested.
• However the problem is , even though they have not gained full competency in current new role, the current manager has flat out refused to support or endorse this move, citing this is too early and that they have spent only 2 months in their current new role

Now this is eating them inside. They really want the Level 7 role as that is their dream job and would indicate a significant career progress. This is affecting their morale in the current role, since their manager is not supportive of a promotion

Requesting advice please:

1. From what they understand , the 1 year commitment restriction does not apply to L6 and above. is that correct
2. Though the hiring manager of the L7 role are interested, they doubt they would aggressively "fight" for this candidature. What are their options now?
3. Can the current manager torpedo the whole thing? They have already tried talking to them multiple times.
4. Somebody suggested routing the application externally but that feels unprofessional if this is brought up to the hiring manager and this is also risky, if this means resigning first.
5. Can the hiring manager seek approval from higher authority or hierarchy? Is this too much of a hassle? They are currently not available to discuss these things and the candidate is not sure how to bring this point of discourse up

Any guidance here will be greatly appreciated

We are in Ontario Canada.

They are sure the current manager wont support, what are their options?