I just looked over the ibm director salary data from the 2017 annual report. There is a long list of high salaries for Director level employees, but I’m surprised that there aren’t more than one or two of that level. Considering the salary level data alone, I think that it is safe to say that it has been a long time since a director has gotten a high salary.
The problem is that it’s an extremely rare event to get a director’s salary. In fact, according to the 2017 annual report, the director position is the only position that has never been filled. In fact, the most recent director to join a company had no director position for over a decade.
This is why its a real problem when directors aren’t being hired in good numbers. In fact, as of 2016, the director position was down to a mere 1.4 directors per hundred million dollars.
This is why it really is a problem when directors are being fired from companies too often. In fact, according to a report released in June of this year, the director position is one of the least competitive jobs in the United States. The report found that only 2.1 directors per 100 million dollars were being hired. The report also found that most companies that want to hire directors are looking for top talent who can do the job at a high level.
A good part of the problem with directors is that they can’t find the talent. They can’t find high-level talent like someone who can write scripts. They can’t find a person who can write content like a writer who can write a script.
The problem with all of this is that most of these directors work for the same companies that are hiring people to read their code and learn their technologies. And what are the chances of these director gigs being up for negotiation when you would expect them to be? For a lot of the directors I talk to, the only position they have available is for a director position that they have no experience in.
The problem is not the fact that there are no job choices. Yes, a lot of these companies know the people in the industry and are in a position to hire them. They just don’t want to. The problem is the fact that they don’t want to because of the industry, the company, and the fact that these people are a dime a dozen. Because of these factors, these directors get passed over for interviews and don’t get hired.
There are a million reasons why a director would want to be a director. They’re not just looking for a job. They’re looking to be part of a team that is on top of the industry, that is respected, that is a leader, that is a professional. The fact is, most directors who are interviewed are not the people who actually get hired.
So what does this mean for the industry? That we should all focus on improving the interview process. That we should all look at the people we interview and ask them what they like about the industry. That we should all pay more attention to the details of their resumes. That we should make it as easy as possible for the people who are interviewed to get hired. That we should all make it easier for everyone else in the industry to get hired.
When it comes to the hiring process, ibm is a notoriously difficult place to break into. When I worked there, the hiring process was broken up into two parts, the interview and the hiring. The interview and the hiring are both pretty similar in that you’re first asked to fill out a stack of information, and then you’re paired with someone who wants to hire your services.