Creating user stories in the context of Workday typically refers to defining the requirements and

functionality needed for specific tasks or features within the Workday system. User stories are a key
component of the agile project management process, often used to communicate how a particular
feature or functionality should work from the perspective of the user.

Here’s how you can create user stories for Workday:

1. Understand the Purpose

 User stories are concise, simple descriptions of a feature told from the perspective of the
person who requires the new feature or functionality. They are usually written in the format:
As a [role], I want [feature], so that [benefit].

 In the context of Workday, this could be any functionality related to HR, payroll, talent
management, or other Workday modules.

2. Identify Stakeholders and Roles

 Who will be using the feature? Understand the target audience or user group for the
feature. In Workday, this could be HR administrators, managers, employees, or other system
users.

 Workday Modules: Identify which module the user story will pertain to, such as Workday
HCM (Human Capital Management), Workday Payroll, Workday Recruiting, etc.

3. Define the User Story Template

A typical user story follows this format:

 As a [role]

 I want [feature or functionality]

 So that [reason/benefit]

4. Break Down the User Story

Each user story should be specific, clear, and actionable. You should focus on the who, what, and
why of the feature, but it doesn't need to be overly detailed.

For example:

 As an HR administrator,
I want to be able to generate monthly payroll reports in Workday,
So that I can ensure accurate payroll processing for all employees.

 As an employee,
I want to be able to update my personal information (address, phone number) directly in
Workday,
So that I don't have to contact HR for minor updates.

5. Add Acceptance Criteria

Acceptance criteria define the conditions that must be met for the user story to be considered
complete. These criteria outline the expected behavior of the feature and are typically written in a
more technical or specific manner. They are used for testing the feature and verifying that it meets
the user’s needs.

For example, for the user story above:

 Given that the user is logged into Workday, When they access their personal information
section, Then they should be able to update their contact details and save changes.

 Given that an HR admin is generating a report, When they choose the "Payroll Report"
option, Then they should be able to filter by date range and employee department.

6. Prioritize User Stories

Prioritize user stories based on their importance and the impact they will have on the organization or
users. For example, ensuring that payroll reports are accurate and accessible would likely be a high-
priority user story for HR teams.

7. Use Workday-Specific Terminology

When writing user stories, use Workday-specific terminology to ensure clarity. For instance, refer to
specific Workday modules, fields, or configurations (like Workday Studio, Workday Integration Cloud,
or Workday Report Writer) when relevant.

8. Collaborate with Stakeholders

Work closely with key stakeholders (such as HR, IT, payroll teams, or business analysts) to understand
the requirements for each user story. Their feedback will ensure that you capture all necessary
functionality and address real-world needs.

9. Iterate and Review

Once the user stories are written, they should be reviewed and refined with the stakeholders.
Iteration is a key part of agile development, and feedback helps improve the accuracy and feasibility
of the stories.

Example User Stories in Workday:

Here are some example user stories specific to Workday's functionalities:

1. For an HR Administrator:

o As an HR administrator, I want to be able to configure Workday’s benefits enrollment

process so that employees can enroll in or update their benefits packages during the
open enrollment period.

 Acceptance Criteria: The HR admin can customize the benefits packages

offered during open enrollment, assign rules for eligibility, and generate
reports on enrollments.

2. For an Employee (End-User):

o As an employee, I want to be able to request time off directly through Workday so

that I can easily manage my vacation days without needing HR intervention.

 Acceptance Criteria: Employees can view their available time off, submit a
request for vacation days, and receive approval notifications.
 3. For a Manager:

o As a manager, I want to approve or reject my team’s time-off requests in Workday so

that I can ensure appropriate coverage for the team.

 Acceptance Criteria: Managers can view employee time-off requests,

approve or deny them, and send notifications to the employee.

4. For IT/Integration Specialist:

o As an IT support specialist, I want to integrate Workday with our payroll provider so

that payroll data can be automatically transferred without manual input.

 Acceptance Criteria: Payroll data is automatically exported from Workday to

the payroll provider on the set schedule, and an error log is generated if the
data transfer fails.

Tools for Managing User Stories in Workday Projects:

 Workday's Project Management Tools: Some organizations use Workday's internal project
management or task management tools to track user stories, especially if they are using
Workday’s more advanced configurations or customizations.

 Jira or Azure DevOps: Many companies use external tools like Jira or Azure DevOps to
manage agile workflows, including user stories, sprints, and backlogs.

Conclusion:

Creating user stories for Workday involves identifying the needs of the users, outlining clear and
actionable goals, defining the expected outcomes, and collaborating with stakeholders for feedback.
These user stories drive the development or configuration of Workday functionalities, ensuring that
the system supports the organization’s HR and business needs effectively.

Data Migration in Workday refers to the process of transferring data from one system (such as legacy
HR, payroll, or financial systems) to the Workday platform. This process is a critical part of the
implementation of Workday, whether it's for a new deployment, system upgrade, or during the
integration of acquired companies or business units.

Key Phases of Data Migration in Workday

1. Assessment & Planning

o Data Discovery: Understand which data needs to be migrated (e.g., employee data,
payroll information, financial transactions, etc.). This step involves reviewing data
sources and formats.

o Data Mapping: Define how the data from the old system will be mapped into
Workday. This ensures the data is correctly aligned with Workday's fields and
structure.

o Data Governance: Determine the rules and guidelines for ensuring the integrity,
security, and compliance of the data during the migration.

2. Data Extraction
 o Extract the relevant data from the existing systems (such as legacy HR, finance, or
payroll systems). This often involves the use of custom reports or data exports.

o The data should be cleaned and transformed as needed to make it compatible with
Workday's data model.

3. Data Transformation

o Transform the extracted data into the format required by Workday. This includes
cleaning up, mapping, and structuring the data to ensure it fits Workday’s schema.

o Validation rules are applied to check for errors, inconsistencies, or incomplete data.
This can involve transforming data into a CSV, XML, or other file formats that
Workday accepts.

4. Data Load into Workday

o Workday Studio or EIB (Enterprise Interface Builder): These tools are typically used
to load data into Workday. EIB is commonly used for simple data loads, while
Workday Studio is a more advanced integration tool for larger, more complex data
migrations.

o The data is loaded into Workday using the predefined formats and mappings created
earlier in the process.

5. Data Validation and Testing

o Testing: After data is loaded into Workday, thorough testing is conducted to ensure
that all data is accurate and properly loaded.

o The testing phase involves checking that data has been correctly migrated, and that
it flows properly within Workday’s functionality (e.g., reports, payroll,
compensation).

o Data validation may include sample checks, reconciliation with the old system, and
ensuring no data is lost during the migration.

6. Go-Live & Post-Go-Live Support

o Once the data migration is completed successfully, the system goes live.

o Post-go-live support involves monitoring the system for any issues, providing
training, and making sure that there are no data discrepancies or errors after the
migration.

Tools for Data Migration in Workday

 Enterprise Interface Builder (EIB): EIB allows for the import of large amounts of data into
Workday via XML or CSV files. EIB is a user-friendly, drag-and-drop interface, which is useful
for standard data loads.

 Workday Studio: This is a more advanced tool for custom integrations and complex data
migrations, typically used when you need to migrate complex data structures or integrate
Workday with other systems.
  Cloud Connect: This Workday tool helps with third-party integrations, particularly for payroll
and benefits providers, helping transfer data between Workday and external systems.

Challenges in Data Migration for Workday

 Data Quality: Inaccurate, incomplete, or inconsistent data from the source system can lead
to errors during the migration, making data cleansing and validation an essential step.

 Data Mapping: Ensuring the correct mapping of fields between the legacy system and
Workday is crucial, as discrepancies in mapping can lead to data mismatches.

 Customization: If your Workday environment has custom fields, business processes, or

integrations, data migration can become more complex.

 Downtime and Testing: The migration process must be carefully planned to minimize
business disruption, and thorough testing is needed to ensure everything works correctly
after the migration.

Best Practices for Workday Data Migration

1. Plan Early: Early preparation is key to identifying and resolving issues before they become big
problems.

2. Data Cleansing: Ensure the data you are migrating is accurate, complete, and consistent,
especially if it’s coming from multiple systems.

3. Use Workday’s Resources: Leverage Workday’s tools, templates, and best practices to
streamline the migration process.

4. Test, Test, Test: Test the data thoroughly before going live. This includes testing the import
process, business processes, and system integrations.

5. Involve Stakeholders: Keep key stakeholders (HR, finance, IT, etc.) involved in the process to
ensure that the data migration meets their needs.

In summary, data migration to Workday is a critical step in successfully

implementing the platform. It requires careful planning, the right tools, and a
systematic approach to ensure the data is transferred accurately and efficiently.
Performance Management in Workday is a module designed to help organizations manage and track
employee performance, set goals, conduct evaluations, provide feedback, and foster employee
development. It integrates with other Workday modules like Compensation, Learning, and
Recruiting, creating a seamless experience for both employees and managers. This module is
particularly useful in aligning employee goals with company objectives, ensuring ongoing feedback,
and facilitating career development within the organization.

Key Features of Workday Performance Management

1. Goal Management

o Goal Setting: Employees and managers can collaboratively set both individual and
team goals aligned with organizational objectives. These goals can be specific,
measurable, achievable, relevant, and time-bound (SMART).

o Goal Alignment: Managers and HR can ensure that individual goals are aligned with
the company’s strategic priorities, helping to drive overall performance.

o Tracking Progress: Workday allows for real-time tracking of progress towards goals.
Employees and managers can update progress on goals throughout the review cycle,
ensuring that adjustments are made if necessary.

2. Performance Reviews

o Continuous Feedback: Performance Management in Workday emphasizes ongoing

feedback rather than annual reviews. Managers can provide timely, actionable
feedback to employees, enhancing development opportunities and improving
performance.

o Self-Assessment: Employees can assess their own performance, reflecting on their

achievements and areas for growth. This is often followed by a manager’s evaluation,
encouraging open dialogue and personal growth.

o Manager and Peer Reviews: Managers can assess the performance of their team
members, and the module also supports 360-degree feedback from peers,
subordinates, or external parties (e.g., customers or partners).

o Customizable Review Templates: Workday provides templates that can be

customized to meet organizational needs. These templates can include various
performance criteria such as competencies, behaviors, and skills.

o Performance Rating: Ratings can be configured to suit your company’s performance

model. This could involve numerical ratings, descriptive ratings (e.g., "Meets
Expectations"), or a mix of both.

3. Development & Career Planning

o Development Plans: Based on performance reviews, employees can create

development plans that focus on skills, competencies, and career aspirations.
Managers can help guide employees in selecting developmental activities.

o Career Development: Employees and managers can collaborate to define career

paths and provide resources for career growth. The module supports tracking
certifications, skills, and training to help employees meet career goals.
 o Learning Integration: Workday integrates with its Learning module, allowing
employees to directly access training resources that will help improve performance
or meet career goals.

4. Calibration & Succession Planning

o Calibration: Workday provides tools for performance calibration, allowing managers

to compare employee performance across the organization to ensure consistency
and fairness in evaluations.

o Succession Planning: This tool helps managers identify potential leaders within the
organization and ensure that high-performing employees are ready to step into
critical roles when needed.

o Talent Pools: Employees identified as high potential or ready for advancement can
be placed in talent pools, enabling HR and management to track and manage these
individuals for future opportunities.

5. Real-Time Analytics & Reporting

o Performance Dashboards: Managers and HR teams can access performance

dashboards to get a comprehensive view of employee performance across the
organization. These dashboards allow for data-driven decision-making and highlight
trends in performance.

o Reports: Detailed reports on performance, goals, development plans, and employee

progress can be generated and shared. Reports can be customized to meet specific
organizational needs and provide insights into employee engagement and
development.

6. Employee Engagement & Feedback

o Pulse Surveys: Workday includes tools for conducting pulse surveys, which can gauge
employee engagement and satisfaction, providing feedback to HR and management
teams.

o Recognition: The platform can support recognition programs, where employees can
be recognized for achievements in real-time, which boosts morale and promotes a
culture of appreciation.

Benefits of Workday Performance Management

 Streamlined Process: By digitizing the performance management process, Workday reduces

manual processes, enabling more efficiency in conducting reviews and tracking performance.

 Transparency and Alignment: Employees can clearly see how their goals contribute to the
organization's overall objectives, fostering better alignment and transparency.

 Improved Feedback Culture: Workday promotes continuous feedback, helping employees

understand their strengths and areas for improvement in real-time. This leads to better
performance outcomes and higher employee satisfaction.
  Data-Driven Insights: Workday's advanced reporting and analytics capabilities allow
managers and HR to make informed decisions based on performance trends and employee
data.

 Employee Development: The focus on goal-setting, feedback, and development ensures that
employees are continuously improving and advancing in their careers.

Integration with Other Workday Modules

 Workday Compensation: Performance Management integrates closely with Compensation,

allowing managers to align performance results with compensation decisions. Performance
ratings can directly impact bonuses, raises, and promotions.

 Workday Recruiting: Recruitment efforts can be aligned with performance data to ensure
that new hires fit into the organization's long-term performance goals and culture.

 Workday Learning: Development plans can be tied directly to learning programs, making it
easier to identify training needs based on performance reviews.

 Workday Payroll: Performance management data can also flow into payroll systems for
reward and recognition purposes, ensuring that compensation is closely tied to performance.

Best Practices for Implementing Performance Management in Workday

1. Set Clear Expectations: Ensure that employees understand the performance management
process, the criteria for evaluations, and how their performance impacts their career
development.

2. Train Managers: Provide managers with training on how to use the tools in Workday
effectively, how to give constructive feedback, and how to create meaningful development
plans.

3. Encourage Regular Feedback: Encourage a culture of continuous feedback, not just during
formal review periods, to create an environment of trust and improvement.

4. Leverage Data: Utilize the reporting and analytics tools to monitor trends, identify high
performers, and manage any performance issues proactively.

5. Ensure Fairness: Use calibration tools to maintain fairness and consistency across reviews,
minimizing bias and ensuring that all employees are evaluated on the same criteria.

In conclusion, Workday Performance Management is a comprehensive tool

designed to manage employee performance, encourage growth, and align
individual contributions with business goals. By focusing on continuous
feedback, development, and data-driven insights, it helps organizations
cultivate a culture of high performance and employee engagement.
The Rewards and Benefits module in Workday helps organizations manage and administer
employee rewards, compensation, and benefits in a streamlined, integrated manner. This module is
designed to align employee incentives with business goals, enhance employee satisfaction, and
ensure that benefits and rewards are managed efficiently, securely, and compliantly.

Key Features of Workday Rewards and Benefits

1. Compensation Management

 Base Pay Management: Workday allows organizations to define and manage employees'
base salaries. It supports multiple pay types (hourly, salaried) and ensures pay structures are
aligned with the company’s compensation policies.

 Incentive Compensation: Companies can manage variable pay such as bonuses,

commissions, or performance-based incentives. Workday allows you to design compensation
plans, track goals, and align incentives with company objectives.

 Compensation Reviews: The module enables managers to conduct regular compensation

reviews, incorporating merit increases, promotions, and market-based adjustments.
Performance data from Workday’s Performance Management module can be tied directly to
compensation decisions.

 Compensation Packages: Compensation packages can be personalized for each employee

based on their role, location, performance, and other factors. Workday supports package
structuring, including bonuses, allowances, equity grants, and other financial incentives.

 Salary Planning & Budgeting: Workday allows HR and finance teams to plan compensation
budgets, track salary increases, and create salary grids based on factors such as geographic
location, skills, and labor market trends.

2. Benefits Administration

 Benefit Plans: Workday enables organizations to create, manage, and communicate benefit
plans for employees. Benefits can include health insurance, dental, vision, retirement
savings, and other wellness programs.

 Open Enrollment: Employees can enroll in or make changes to their benefits during open
enrollment periods directly through Workday. The system ensures that employees select the
right benefits options based on their needs and eligibility.

 Eligibility & Enrollment Rules: Workday automates eligibility rules, ensuring that employees
only have access to the benefits they qualify for. It supports various eligibility criteria,
including employment status, job type, location, or compensation levels.

 Benefit Cost Tracking: Workday tracks the cost of benefits, allowing HR and finance teams to
monitor and manage the organization's benefit spending. The system ensures compliance
with legal requirements such as ACA (Affordable Care Act) in the U.S.

 Integrated Benefit Management: The benefits module integrates with payroll to ensure that
deductions and contributions are accurately calculated and processed for each employee.

3. Equity and Stock Management

  Stock Options & Grants: Workday supports equity compensation plans, such as stock options
and restricted stock units (RSUs). The system tracks vesting schedules, employee holdings,
and the value of the company’s stock over time.

 Equity Plan Administration: Workday allows for the administration and reporting of equity
awards, ensuring that stock grants are awarded and tracked accurately according to
organizational rules and schedules.

 Tax & Compliance Reporting: The system helps manage the tax implications of equity grants,
ensuring compliance with local regulations and tax reporting requirements.

4. Recognition Programs

 Employee Recognition: Workday enables organizations to set up employee recognition

programs, where employees can be rewarded for outstanding performance or milestone
achievements. The system integrates with compensation and benefits to ensure rewards are
meaningful and aligned with business goals.

 Peer-to-Peer Recognition: Employees can also recognize their peers through Workday’s
recognition platform, fostering a culture of appreciation and collaboration across the
organization.

 Rewards Catalog: The system allows employees to redeem their rewards for a range of
options, including gift cards, experiences, charitable donations, or other items, ensuring that
rewards are flexible and personalized.

5. Wellness & Health Programs

 Wellness Benefits: Workday supports the management of wellness benefits, such as gym
memberships, wellness reimbursements, and mental health programs.

 Health & Safety: The system can track and administer health-related benefits, as well as
initiatives to maintain employee safety and well-being, promoting a healthy workforce.

 Well-being Initiatives: Workday integrates with third-party wellness programs, allowing

organizations to offer customized wellness benefits and track participation rates.

6. Compliance and Reporting

 Legal Compliance: The module ensures compliance with local, state, and federal regulations
regarding compensation, benefits, and equity plans. Workday helps organizations meet
requirements such as ACA, COBRA, and other legislative mandates.

 Reporting and Analytics: Workday offers robust reporting and analytics capabilities,
providing insights into compensation, benefits usage, costs, and trends. Organizations can
monitor the effectiveness of their rewards programs and adjust based on performance and
employee feedback.

 Audits and Documentation: The system provides the ability to audit benefits and
compensation plans, ensuring transparency, fairness, and compliance with legal
requirements.

7. Pay Transparency and Market Data

  Market Benchmarking: Workday helps organizations compare compensation data with
market benchmarks to ensure that their pay structures are competitive. This ensures that
companies can retain talent while remaining compliant with pay equity laws.

 Pay Transparency: Workday supports organizations in implementing pay transparency

practices, providing clear communication around pay structures, pay ranges, and the criteria
used for determining compensation decisions.

 Market-Driven Pay Adjustments: Compensation adjustments can be made based on market

shifts, ensuring that employees are compensated fairly relative to industry standards.

Benefits of Workday Rewards and Benefits

1. Improved Efficiency: Automating compensation and benefits processes reduces

administrative burden, improving overall efficiency for HR and payroll teams.

2. Enhanced Employee Engagement: With flexible benefits, performance-linked compensation,

and recognition programs, employees are more likely to feel valued and engaged.

3. Data-Driven Insights: Workday’s analytics provide insights into how rewards and benefits are
affecting employee satisfaction, retention, and performance.

4. Cost Control: The platform helps organizations manage compensation and benefits costs,
offering tools to forecast spending and make adjustments as needed.

5. Employee Satisfaction: By offering competitive compensation and comprehensive benefits

packages, employees are more likely to be satisfied with their total rewards package, which
can improve retention and loyalty.

6. Compliance & Risk Management: Workday helps mitigate the risk of non-compliance by
keeping track of legal regulations and ensuring benefits and compensation are in line with
the law.

Integration with Other Workday Modules

 Workday Payroll: Workday’s Rewards and Benefits module integrates with Payroll to ensure
accurate payroll processing, including benefit deductions, tax calculations, and equity-related
earnings.

 Workday Performance Management: The Rewards and Benefits module is closely tied to
Performance Management. Compensation, bonuses, and other rewards can be tied to
employee performance reviews, ensuring alignment with company goals.

 Workday Recruiting: Workday Recruiting can be integrated with compensation data,

ensuring that compensation offers to new hires are competitive and aligned with internal
equity.

 Workday Talent Management: By tying employee rewards to career development and goals,
Workday helps retain top talent and keep employees motivated.

Best Practices for Implementing Rewards and Benefits in Workday

1. Align Compensation with Organizational Strategy: Ensure that the compensation and
benefits structures support the company’s goals and business objectives.
 2. Monitor Market Trends: Regularly review market data and employee feedback to keep
compensation and benefits competitive.

3. Communicate Clearly: Make sure employees understand their compensation packages,

benefits, and reward opportunities.

4. Ensure Pay Equity: Regularly check for pay equity across genders, job roles, and other
factors, using Workday's analytics to maintain fairness.

5. Leverage Reporting: Use Workday’s reporting capabilities to continuously monitor

compensation and benefits spending, as well as their impact on employee engagement and
retention.

In conclusion, the Workday Rewards and Benefits module streamlines the

administration of compensation, benefits, and employee recognition programs
while ensuring alignment with company goals, legal compliance, and employee
satisfaction. It empowers organizations to attract, retain, and engage talent by
offering competitive, personalized rewards.

Job description
The Position
As Salesforce Developer at Novo Nordisk, you will be anchoring below
responsibilities:
 Develop and maintain Salesforce applications using Apex, Triggers,
Lightning Web Components, and Integration.
 Configure Salesforce using flows, validation rules, Reports and
Dashboards, Object and Field Management, and user management.
 Manage a DevOps process with version control systems and provide
ongoing maintenance, support, and troubleshooting for Salesforce
applications.
 Collaborate with stakeholders, business analysts, architects, and other
team members to understand requirements and deliver high-quality
solutions.
 Ensure compliance with pharmaceutical industry processes and
regulations.
1. Understand the Candidate’s Perspective

 Identify concerns: Is it job stability? Benefits? Career progression?

 Clarify priorities: Do they value growth opportunities, skill development, or permanent

roles?

2. Highlight the Advantages of C2H

1. Pathway to Permanent Employment

o Emphasize that C2H positions often transition to permanent roles after a

probationary period.

o Mention success stories of other candidates who transitioned to full-time roles

through C2H.

Example:
"This C2H position is an excellent way to showcase your skills directly to the client, with a clear path
to becoming a full-time employee."

2. Opportunity to Evaluate the Employer

o Present it as a mutual evaluation period for both the candidate and the employer.

o Highlight how the candidate can assess the company's culture, projects, and team
dynamics.

Example:
"You’ll have the chance to experience the company culture and ensure it’s the right fit for your long-
term career."

3. Immediate Start and Competitive Pay

o Explain that C2H often provides immediate opportunities, especially for in-demand
roles.

o Highlight competitive compensation and benefits available during the contract

period.

Example:
"This role offers market-competitive compensation with immediate onboarding."

4. Skill Enhancement and Career Growth

o Emphasize exposure to challenging projects, cutting-edge technologies, or domain

expertise.

o Mention how C2H roles can be stepping stones to long-term opportunities in high-
demand fields.

Example:
"You’ll gain valuable experience working with advanced technologies like OCI and OIC, which will
enhance your career profile."
3. Address Job Stability Concerns

 Clarify the hiring intent: Assure the candidate that C2H roles are often designed to transition
into permanent roles once performance expectations are met.

 Duration and conditions: Be transparent about the contract duration and conversion
timeline.

Example:
"The company has a strong record of converting contractors into permanent employees within 6
months, provided performance expectations are met."

4. Showcase the Employer's Brand

 Share information about the company’s reputation, growth, and stability.

 Highlight the potential for long-term association with a respected organization.

Example:
"This position is with a globally recognized company known for retaining top talent."

5. Build Trust Through Transparency

 Be honest about the C2H nature of the role and avoid overselling it.

 Provide details about:

o Contract period and conversion criteria.

o Benefits during the contract period (health insurance, PTO, etc.).

Example:
"During the contract period, you’ll have access to full benefits like health insurance and paid leave."

6. Tailor the Conversation

 Use the candidate’s career goals to frame the C2H role as a perfect fit.
Example:
"Since you're aiming to work on advanced Oracle Cloud technologies, this role will give you
hands-on experience while aligning with your long-term goals."

7. Maintain Open Communication

 Offer to address any follow-up questions or concerns.

 Stay accessible throughout the hiring process to build trust.

Example:
"Feel free to ask me anything about the role or the transition process to a permanent position."

Sample Pitch

"This is a fantastic opportunity for a seasoned Oracle PaaS Admin like you. While it starts as a
contract role, the client is highly motivated to convert top-performing contractors to permanent
employees within 6 months. You’ll work on cutting-edge projects with OCI, OIC, and WebLogic,
gaining invaluable experience that aligns with your career trajectory. Moreover, it’s a chance to
evaluate the organization and see if it’s the right long-term fit for you."