Deepak Mishra

I was 100% sure I will be joining Clipshow (name changed) as an Engineering Manager, which was my eighth offer of the season. I even gave my confirmation to join the company, so that the CTO can inform the investors and roll out the offer letter. I changed my status to " not looking out ". The scene with the other company suddenly got aggressive. The offer from Lindakart (name changed) for Principal Engineer was the ninth offer I had. I had even had a quarrel with the CEO of Lindakart when I met him, but still, he kept his ego aside. The HRs from Lindakart were urging me to join them, even though they were offering me Rupees 2 LPA lesser than Clipshow. After hundreds of calls from those HRs, the founders, the VPs and other stakeholders, I started appreciating their perseverance and also started liking the importance I got. I hesitantly called the Clipshow CTO informing him that I couldn't join them. Surprisingly, he was cool about it. I was supposed to join on Monday,...

Finally, I published my first story on Amazon. The title is "Is Lal Bahadur Shastri Fine?" You can search and read it on Kindle. It is a science fiction short story. I hope you like the story. My Author Page: Dr Mystique Kindle Edition: Is Lal Bahadur Shastri Fine? Paperback: Is Lal Bahadur Shastri Fine? It felt great after publishing. It felt even better when one book was sold at Smashwords . -------------------------------- ------------ ------------ --- Updates: I have published another book through a publisher. This is science fiction as well. If you read it let me know how did you like it. Kindle Edition: The Travellers .

Policy 1: Sex ratio Many companies have a policy of maintaining the sex ratio in the engineering teams. Most of them have separate bars while interviewing male and female candidates. The lower bar for female candidates has been pissing off male candidates for very long. The men in the office don't respect the management decision of having women with lower calibre. To decrease the displeasure among the men employees and to justify pay as per productivity, the management offers lower pay scales to women candidates. It creates discontent among the women. If the bars are equal, the ratio decreases. Suppose, there are 80 boys and 20 girls in an engineering college and the percentage of smart ones is the same for both, say 20%. The set of selected candidates will have 16 boys and 4 girls. If the bars are different, the policies for maintaining the ratio will create unemployment among the male engineers or a shortage of women engineers in the long run. What is the solution to this?...