Kathy Oyadomari Deceives Scott Goold

Scott Goold is White Male Cannon Fodder

First Hawaiian Bank advertised their specialist IT position for weeks. Scott Goold could fill the slot and believed he matched competently. Scott performs database analysis on multiple systems and various platforms. Undergrad degree is economics — superior than strict IT background for a financial institution. As a senior specialist, Scott typically serves in consultant or contracted employee roles. Scott could onboard quickly and hit the ground running.

Since FHB could ask Scott to begin immediately, a common request in IT, Scott had to be concerned. Scott had been hugely successful at Hawaiian Electric Co. (HECO). Scott performed so well HECO offered him a permanent position. In their haste, HECO fucked up the process; ended up firing Scott due to his legal, prescribed pain medication. Scott needed to know FHB policy upfront — requires at least 30-days for Scott to change medication if required.

As a disabled worker, Scott faces a discriminatory environment. Difficult to navigate corporate challenges without policy guidelines. If FHB needed Scott immediately, they could move quicly to hire. FHB can cut bureaucratic "red-tape" to expediate onboarding. Scott however would need time to adjust medication. Kathy Oyadomari refused to provide Scott policy he needed to safely modify his medical needs — if required by FHB.

Scott now knows FHB had a favored candidate in mind: 20 years experiece, qualified, worked with similar or same FHB department previously. In fact, seemed to be a perfect fit. Why then delay? Why keep this position open long term?

Likely EEO policy concerns — equal opportunity requirements. Without Scott, there was only one applicant. Too similar. FHB needed to demonstrate a wider search. Scott Goold is a White male. He was perfect "candidate cannon fodder."

Scott Goold's resume shows PhD work in statistics, probabiility and samping. Based on the culture in Honolulu, Scott believes the sole other applicant was an Asian male, about 45 years of age. There is Asian over-repressentation on O'ahu.

While Asians make up about 7% of USA mainland population; Asians account for over 70% locally. Statistically, highly unlikely to be accidental. Asians have a demonstrated preference for hiring other Asians — particularly Japanese.

Doesn't appear Kathy Oyadomari ever sought to hire Scott. FHB had their preferred guy — Mr. Asian. Needed Scott to show FHB made a reasonable attempt to open the position to alternative candidates. Scott Goold, European name, and likely White male, was perfect!

And, this explains why FHB and Kathy Oyadomari refused to provide Scott with any internal policy. They had no interest in hiring Scott. Locals have a strong anomosity toward outsiders. Scott's resume suggested mainland background. Mr. Asian had attended UH-Manoa.

Deceptively, Kathy Oyadomari interviewed Scott after FHB had made their decision to hire Mr. Asian. As preliminary discussions had been strained, Scott courteously suggested Kathy select the interview date and time best for her. Kathy however did not disclose the department's decison prior to the interview. The session was not held in good faith — not Aloha Spirit.

Listen to the audio of the approximately 13 minute interview (right). Scott's resume portrayed a skilled applicant. Interview suggests Scott to be a positive, friendly, respectful, motivated and knowledgable professional. Any "unbiased" technical recruiter would jump at the chance to further consider Scott to fill their long-open position. The opportunity had already closed. Kathy Oyadomari was simply playing Scott.

First Hawaiian Bank Rejects Scott Goold

This experience with First Hawaiian Bank and Kathy Oyadomari was similar to the trap Asian women at HECO set for Scott Goold.

NOVEMBER 9, 2021 at 1:09 PM

Scott,
Thank you for taking the time to interview with me for the Database Administrator II position.

We appreciate your interest in First Hawaiian Bank and the position.

I am writing to let you know we have selected another candidate for this position.

Thank you again for your time.

Sincerely,
Kathy

Kathy Oyadomari | Technical Recruiter
999 Bishop Street, Honolulu, HI 96813
P (808)525-8192 | F (808)525-5798 | koyadomari@fhb.com

Scott Goold Reports Suspected Fraud Immediately

It is NOT reasonable that a senior professional, highly-qualified IT candidate, considering the successful 12+ minute phone interview and long-time vacant position, did not receive a follow-up technical interview.

NOVEMBER 10, 2021 at 9:38 AM

Senator Mike Gabbard
Senator Roz Baker

HCRC Director William Hoshijo
HCRC Investigator Stephen Chang
EEOC Director Raymond Griffin
EEOC Investigator Rogelio Colon

Aloha e Ms. Oyadomari,
Reached out to a local hiring manager yesterday. Shared my resume and recording of the pre-interview screen. He was shocked FHB did not allow me an actual interview. “Something’s not right,” he said.

Thankfully I recorded our brief 12+ minute session. Notifying you at this point I'm filing a formal grievance. FHB’s process appears to be discriminatory. I include the audio clip of your screen session as well as my resume. Please forward to your supervisors. I would not say I was treated with aloha or professional courtesy by FHB. I plan to publish the entire account to alert potential applicants to this potential discriminatory environment.

INCLUDED
Scott Goold Resume
13-Minute Audio Clip

Where's the Aloha Spirit?

Most people would think a company with Aloha Spirit would simply send Scott Goold a copy of their policy. FHB never did provide a copy to Scott. HECO was supposed to provide Scott with their Substance Abuse Policy (SAP), while he was employed with the company. They never did.

What's the point of a legal or illict drug policy if employers don't share the policy with employees? How can employees know expectations? How can the company protect other employees or the firm? Not Aloha Spirit, certainly. Seems negligent and unreasonable.

This brief history shows the obstacles a disabled employee faces. This interaction also shows the added stress, frustration and uncertainty a medical cannabis patient suffers. In Scott Goold's experience on O'ahu, Asian managements does not have the cajones to simply speak honestly, directly and transparently about their corporate rules.

TO Be CONTINUED ...

See: Legal Bullying

The Interview That Wasn't

Kathy Oyadomari notified Scott Goold on July 13, 2021, that he qualified for FHB's open position. Scott was available to work and over-qualified for the position. Kathy was unable to get Scott onboarded. Didn't interview Scott until November 3, 2021. FHB couldn't select a candidate until October 29, 2021. Management in Hawai'i has one of the worst reputations in the nation. A competent company would have filled the position by August 1st.

When pandemic closed businesses in March 2020, Scott Murakami, director of DLIR, panicked and collapsed. DLIR's IT system was based on '80s Fortran. Murakami's agency wasn't fully staffed; could only process about 200 claims per week. Murakami now faced 250,000 hungry unemployed workers each week. Murakami went on vacation!

On August 8, 2023, Hawai'i Emergency Management director, Herman Andaya, declined to sound warning sirens. He only had SOP for tsunami. Nobody trained Herman for wildfires. Herman was unable to think it through himself. Herman did nothing and wildfires incinerated 1,000s of homes and at least 102+ human beings. E komo mai, Hawai'i.

What is Kathy's purpose? FHB labels Kathy a "technical recruiter." She interned for three years before joining FHB [history]. No listed IT experience. Kathy likely doesn't know the difference between a refresh and restore operation. Why then is Kathy screening a 30-year IT professional like Scott Goold?

Listen to the 13-Minute Phone Screen

The 13-minute phone screening interview between Kathy and Scott is telling. Kathy has NO Aloha Spirit. Doesn't ask Scott about his day; how he's doing or engage in any informal small talk. Scott could program SIRI or ALEXA to do her job.

Listen to the questions Kathy asked of Scott. Can Kathy evaluate Scott's IT knowledge? Possibly Kathy is simply measuring Scott's social skills. Any reason to deny a follow up interview? See why corporate America is broken? This process does not bubble up qualified talent and shows why companies in Hawai'i over-hire Asians, friends and family.

Kathy didn't extend Scott professional courtesy to speak with the IT hiring manager — someone who could actually evaluate Scott's skill level. As we now know, FHB had filled the position. FHB bullied Scott for months refusing to provide their substance use policy. They feared a discrimination or retaliation lawsuit. Kathy therefore dutifully read directly from her script, as FHB attorneys advised. They could then dispense with Scott Goold.

The job description is listed below. Listen to the phone interview. Does Scott demonstrate sufficient experience and skill to earn a technical interview?

Database Administrator II
Location
Kamehameha Industrial Center (00002)
Department
Data Management Department (0030616)

Database Administrator II
Grade 9

Department
Data Management Department (Honolulu, Oahu)

Work Schedule
Monday - Friday 8:00AM - 5:00PM (hours may vary)

Responsibilities
Are you interested in working alongside a group of dynamic thinkers, innovators, and leaders who thrive together as a team? Looking for a fun, collaborative, and challenging environment where you are empowered to make decisions? Would you like the opportunity to grow professionally and personally within a forward thinking company? If so, you've come to the right place. At First Hawaiian Bank, we invest in you. We offer an award winning training and development program to set you up for success. We pride ourselves on our company culture and core values: Caring, Character, and Collaboration.

Under general supervision of the manager/supervisor and with the assistance of senior staff, the Database Administrator II determines data and application requirements and coordinates the implementation of database solutions (SQL Server and/or Oracle); provides users with ongoing database support, including assistance with reporting, tuning, development (including ETL), analysis, design, testing, conversions, interfaces and other system implementation activities. Also provides administrative and operational support in accordance with established policies and procedures.

Required Qualifications
3 years SQL or Oracle database experience.
Bachelor’s degree, preferably in Management Information Systems or Computer Science, or three years of equivalent work experience.

Preferred Qualifications
Three years of equivalent work experience.
Intermediate knowledge of SQL programming language.
Intermediate knowledge of procedure or scripting language.
Powershell
Javascript
Python
PHP
ASP

Able to design and build databases (Oracle and/or SQL Server).
Proficient in developing database specifications and documentation.
ETL development (Informatica, etc.). MDM -- Master Data Management, fueled by CLAIRE: AI/ML-enhanced entity. Know some Python
iPaaS -- Integration platform as a service

RDBMS
SSIS -- integration services
SSRS -- reporting
SSDT -- Data Tools
Visual Studio 2019
R or Python -- machine learning
CRM -- customer relationship management
ERP -- enterprise resource planning
API -- application planning interface
Hadoop -- non relational
Informatica PowerCenter for ETL
Informatica PowerCenter Repository to store ALL data
Informatica PowerCenter Server to execute commands
Alooma -- real time data ETL
Security: SOC2 type II -- System and Organization Controls 2
ISO27001 -- international standard on how to manage information security
HIPAA -- Health Insurance Portability and Accountability Act
GDPR -- General Data Protection Regulation

Data warehouse development and support.
Knowledge of business intelligence and analytic software tools.
Familiar with database and data warehouse tuning and administration tools.

Familiar with building schema, tables, procedures, and permissions.
Six schemas: flat, heirarchical, node, relational, star and snowflake.
Fact and Dimensions

Active Directory

Able to gather technical and business requirements and develop feasible solutions.

Good interpersonal skills and is able to work well with end-users in assisting them with system and application problem resolution.

Knowledgeable in project life cycle requirements (PLC) and able to apply them to application development projects.

Good written and verbal communication skills in order to address user concerns, document systems and procedures, prepare evaluations and proposals and provide reporting to management.

Athena Long shares the history and folklore surrounding the captivating and beautiful goddess. Legend states Pele’s journey began in Tahiti. She then took an arduous voyage looking for a new home. Throughout the Pacific Ocean, she ran into numerous obstacles. She eventually arrived in Hawaii and proclaimed it as her domain. Her effect is strongly noticed in the majestic landscapes shaped by volcanic eruptions. Her reputation is one of strength, ardour and destruction.

Unique Mythology of Pele: Hawaiian Goddess of Fire [source]