You asked for brutal, so here is my take, with no sugar-coating.
I don't hire people to promote them in two months. If I thought they were going to be up for promotion that quickly I'd have hired them at the next level up to start with.
Similarly, how can you feel like you're not getting appropriate compensation when sixty days ago you agreed to that wage? Everyone contributes a lot, that's what they're paid to do. Most large orgs of the type you've listed have set promotion cycles and nothing you do short of buying the damn company is going to get you special consideration for that.
Also, ageism doesn't really work that way for lower-level jobs like you've described. People in tech are not afraid to hand responsibility to a young employee who has demonstrated responsibility. Related: you cannot possibly demonstrate responsibility in two months. Two months is essentially zero hours of tenure. I don't even consider an engineer fully onboarded before they've been here a year.
I think you need to focus on strategic thinking rather than ladder-climbing at your next job. Get a foot in the door and then start asking yourself how your contributions can align with the strategic goals of your org, then work along those directions. Keep your sense of entitlement tamped down, because most managers do not want to hear it, but pursue opportunities within the org as they come your way.
At this point you need to hold a job for at least five years just as damage control for your resume. By then I think you'll have a better sense of how to handle these places.
I don't hire people to promote them in two months. If I thought they were going to be up for promotion that quickly I'd have hired them at the next level up to start with.
Similarly, how can you feel like you're not getting appropriate compensation when sixty days ago you agreed to that wage? Everyone contributes a lot, that's what they're paid to do. Most large orgs of the type you've listed have set promotion cycles and nothing you do short of buying the damn company is going to get you special consideration for that.
Also, ageism doesn't really work that way for lower-level jobs like you've described. People in tech are not afraid to hand responsibility to a young employee who has demonstrated responsibility. Related: you cannot possibly demonstrate responsibility in two months. Two months is essentially zero hours of tenure. I don't even consider an engineer fully onboarded before they've been here a year.
I think you need to focus on strategic thinking rather than ladder-climbing at your next job. Get a foot in the door and then start asking yourself how your contributions can align with the strategic goals of your org, then work along those directions. Keep your sense of entitlement tamped down, because most managers do not want to hear it, but pursue opportunities within the org as they come your way.
At this point you need to hold a job for at least five years just as damage control for your resume. By then I think you'll have a better sense of how to handle these places.