Uber uses the trigger word 'Family,' too often but if it weren't for the Talent Coordination team keeping each other going, it simply would not feel that way at all. They speak of mobility often but there aren't clear ways of enacting it or gaining direct access to it. You have to network HEAVILY in order to learn about new roles and opportunities. There's a good chance your manager has not done your exact job before and you will notice how removed they are from your experiences. Your direct manager is essentially a mouthpiece for upper management and leadership. Management is not helpful in the growth and development of their teammates. Talent Coordinators are expected to bend over backward to get interviews scheduled even if the stakeholders are not helpful.

Leadership expects you to deal with bad attitudes and incompetencies from stakeholders but Talent Coordinators are not afforded the same leniency. Talent Acquisition panders to the stakeholders. Talent Coordinators are at the bottom rung of roles in Uber Corporate.

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