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100% agree - I joined a FAANG company 2.5 years ago and was given a $280k package as a mid-level. After two annual review cycles, I currently make $318k. My ini

100% agree - I joined a FAANG company 2.5 years ago and was given a $280k package as a mid-level. After two annual review cycles, I currently make $318k. My initial RSU grant is about to hit double what it was ($105k initially), and my refresh RSU grants are close to hitting 50% above their initial value (two grants of $125k) still as a mid-level. Benefits like 401k matching and ESPP stock purchasing also push up effective compensation. I worked about 5 years in startups and small companies beforehand, and I probably work about the same as in a startup (long hours, partially because I'm a workaholic/ambitious), but with far better quality of life due to management being more competent and working with me to manage stress. Some comments on specific bullets: > - Vesting schedules can vary. Some are monthly, some every 3 months, some annually. Try to avoid anything less frequent than once every 3 months. It can create bad incentives for the company to get rid of you before a big vest date. I have not seen Apple trying to play that game at all (their vesting schedule is every 6 months) - my understanding is if the company wants to get rid of someone, they give them zero refresh RSUs come annual review time as a strong hint. > - Vacation days vary but 4 weeks (20 days) should be considered the norm for the US (30 for Europe/Australia). Apple is a bit abnormal in that they give you 12 days to start, but the company typically has ~18 company holidays. Creative folks could negotiate with their manager to make those more flexible with comp time after showing competence. > - Unlimited time off is bullshit. Think of this as no time off. I agree for most companies, but Netflix I think is an exception here - my Netflix friends all enjoy copious time off and still get sizable annual raises, one even being offered a promotion to manager.

pc86 7y ago
Does Netflix have a true "unlimited PTO" policy or do they enforce a minimum PTO usage per year? I've heard of places with unlimited PTO but they require their employees to take a minimum of 2 weeks a year (and strongly, strongly encourage 4-5 weeks a year).
- geoelectric 7y ago
  I've been at Netflix a few years now as a SWE. There's no forced PTO, though good managers will encourage you to take it. That's relatively common from what I gather. I've never had any friction around taking time off, if I was responsible about clearing/delaying/delegating projects and getting my day-to-day work covered. It's easy to fall in the psychological trap of thinking you never can, sure, but since Netflix pretty much starts at the Senior level for hires (biggest reason they aren't in the first two sections probably) I think it's less of an issue. The fact you see your coworkers taking time off without the world blowing up is also a powerful social cue. I'd never trust a startup with unlimited PTO, but Netflix actually does mean it.
superfrank 7y ago
> Unlimited time off is bullshit. Think of this as no time off. I'm so tired of hearing this. I think there are some professions/job levels where that is true (client facing jobs or higher up managers), but for most non-management development jobs, this just isn't the case. I've worked at three different companies that have had unlimited time off (I seek it out now) and I have plenty of friends who have worked at companies that have unlimited time off as well. I've had a few friends work at companies where "unlimited time off" = "no time off", but those are the exception not the rule, in my experience (and usually down to a bad manager somewhere in the chain of command). I've been at my new company 6 months and have already taken 4 1/2 weeks off. I had a friend take 6 weeks off to backpack through Europe. Two companies ago I took off the entire month of September one year. I'm convinced people who say "Unlimited time off is bullshit" are just bad communicators. If are at a company that has unlimited time off and actually want to use it beyond just a few days a year, here's my tips: - Get your work done. Above all else, when you are in office, get your shit done. You want your manager to trust you and be able to justify your job if someone higher up goes "why are we paying someone who isn't even here". - Be aware of your teams workload. Don't try and take a month off two weeks before you're about to ship a mission critical piece of feature. - Communicate with your manager/PM/team early and often. If you want to take a month off, let everyone know a few months in advance. Planning is usually done quarterly. Letting your boss know you are going to be gone for a month allows them to only schedule two months of work for you instead of three. Additionally, remind them occasionally that you are going to be gone (I usually bring it up every other one on one) - Before you go, make sure your work is wrapped up or handed off to someone else. Don't start a task and then disappear for a month. - If possible, leave a "how and when I'm reachable". You don't need to always be working or even online, but seeming available (even if you're not needed) does a lot to calm nerves. Things like leaving a phone number where you can be reached incase of emergency, listing dates where you will be 100% unreachable, and checking email or slack occasionally for high priority things (I tend to do this while I'm sitting in the airport) make things so much easier for managers. I know a lot of this seems like common sense, but so people get it wrong and then complain when they get reprimanded because they didn't do it. If you provide value when you're at work and make sure you leaving causes as few disruptions as possible, taking large portions of "unlimited vacation" is totally possible.
tikiman163 7y ago
Unlimited PTO is bs because when you give unlimited time off people usually request less time off, and companies don't have to pay you for unused time off when you leave. The potential to punish for taking time off isn't a thing anywhere I worked that had the unlimited deal, but the result was typically that the average employee would rarely ask for more than 8 days a year because they didn't feel like they had anything worth taking time off for and there was no use it or lose it mentality either. Unlimited PTO is always in the company's favor because even if you try asking for more time off than you might have been granted your manager can simply claim that now isn't a good time, or say too many people have asked for the same days off, or point out that others haven't taken as much time off so they should get more time off before you do and because it doesn't risk you not using limited time off they can feel like it's not a problem and it leaves you with no way to prove a loss.
- excursionist 7y ago
  If the company says you get unlimited pto, and actually delivers on it's promise, why couldn't you just take off for like 6 months every year? If you actually need to get approval for time off, then it's not 'unlimited', because they are literally 'limiting' your pto. Is there anything to these 'unlimited pto' offers, besides being an obvious scam?
  - thraxil 7y ago
    I don't think they're usually a scam. Typically, small startup (which may have quickly grown into a larger one) with idealistic founders who fancy themselves as being forward thinking and pro work/life balance and think that an unlimited PTO policy will allow employees to take care of themselves. Likely they at some point worked somewhere with a very strict policy and saw bad things happen to people who had medical problems, family emergencies, etc. and don't want to subject their employees to that. The reality of course being that nothing is truly "unlimited" and instead there's an unspoken limit that you don't want to cross (because it will affect your performance reviews whether it's mentioned or not) and the fear of accidentally doing so means that people take less time than they otherwise might. Then of course, because people look at how much time their coworkers take off to figure out what the "norm" is and stay on the safe side of that, the "norm" edges even further down over time and eventually no one ever takes time off unless it's a true emergency. So generally, I think their heart is in the right place; they just didn't fully think through the systemic effects. Or who knows, maybe by now some truly unscrupulous execs have figured it out and are actually doing it on purpose...

pc86 7y ago

Does Netflix have a true "unlimited PTO" policy or do they enforce a minimum PTO usage per year? I've heard of places with unlimited PTO but they require their employees to take a minimum of 2 weeks a year (and strongly, strongly encourage 4-5 weeks a year).

geoelectric 7y ago
I've been at Netflix a few years now as a SWE. There's no forced PTO, though good managers will encourage you to take it. That's relatively common from what I gather. I've never had any friction around taking time off, if I was responsible about clearing/delaying/delegating projects and getting my day-to-day work covered. It's easy to fall in the psychological trap of thinking you never can, sure, but since Netflix pretty much starts at the Senior level for hires (biggest reason they aren't in the first two sections probably) I think it's less of an issue. The fact you see your coworkers taking time off without the world blowing up is also a powerful social cue. I'd never trust a startup with unlimited PTO, but Netflix actually does mean it.

superfrank 7y ago

> Unlimited time off is bullshit. Think of this as no time off. I'm so tired of hearing this. I think there are some professions/job levels where that is true (client facing jobs or higher up managers), but for most non-management development jobs, this just isn't the case. I've worked at three different companies that have had unlimited time off (I seek it out now) and I have plenty of friends who have worked at companies that have unlimited time off as well. I've had a few friends work at companies where "unlimited time off" = "no time off", but those are the exception not the rule, in my experience (and usually down to a bad manager somewhere in the chain of command). I've been at my new company 6 months and have already taken 4 1/2 weeks off. I had a friend take 6 weeks off to backpack through Europe. Two companies ago I took off the entire month of September one year. I'm convinced people who say "Unlimited time off is bullshit" are just bad communicators. If are at a company that has unlimited time off and actually want to use it beyond just a few days a year, here's my tips: - Get your work done. Above all else, when you are in office, get your shit done. You want your manager to trust you and be able to justify your job if someone higher up goes "why are we paying someone who isn't even here". - Be aware of your teams workload. Don't try and take a month off two weeks before you're about to ship a mission critical piece of feature. - Communicate with your manager/PM/team early and often. If you want to take a month off, let everyone know a few months in advance. Planning is usually done quarterly. Letting your boss know you are going to be gone for a month allows them to only schedule two months of work for you instead of three. Additionally, remind them occasionally that you are going to be gone (I usually bring it up every other one on one) - Before you go, make sure your work is wrapped up or handed off to someone else. Don't start a task and then disappear for a month. - If possible, leave a "how and when I'm reachable". You don't need to always be working or even online, but seeming available (even if you're not needed) does a lot to calm nerves. Things like leaving a phone number where you can be reached incase of emergency, listing dates where you will be 100% unreachable, and checking email or slack occasionally for high priority things (I tend to do this while I'm sitting in the airport) make things so much easier for managers. I know a lot of this seems like common sense, but so people get it wrong and then complain when they get reprimanded because they didn't do it. If you provide value when you're at work and make sure you leaving causes as few disruptions as possible, taking large portions of "unlimited vacation" is totally possible.

tikiman163 7y ago

Unlimited PTO is bs because when you give unlimited time off people usually request less time off, and companies don't have to pay you for unused time off when you leave. The potential to punish for taking time off isn't a thing anywhere I worked that had the unlimited deal, but the result was typically that the average employee would rarely ask for more than 8 days a year because they didn't feel like they had anything worth taking time off for and there was no use it or lose it mentality either. Unlimited PTO is always in the company's favor because even if you try asking for more time off than you might have been granted your manager can simply claim that now isn't a good time, or say too many people have asked for the same days off, or point out that others haven't taken as much time off so they should get more time off before you do and because it doesn't risk you not using limited time off they can feel like it's not a problem and it leaves you with no way to prove a loss.

excursionist 7y ago
If the company says you get unlimited pto, and actually delivers on it's promise, why couldn't you just take off for like 6 months every year? If you actually need to get approval for time off, then it's not 'unlimited', because they are literally 'limiting' your pto. Is there anything to these 'unlimited pto' offers, besides being an obvious scam?
- thraxil 7y ago
  I don't think they're usually a scam. Typically, small startup (which may have quickly grown into a larger one) with idealistic founders who fancy themselves as being forward thinking and pro work/life balance and think that an unlimited PTO policy will allow employees to take care of themselves. Likely they at some point worked somewhere with a very strict policy and saw bad things happen to people who had medical problems, family emergencies, etc. and don't want to subject their employees to that. The reality of course being that nothing is truly "unlimited" and instead there's an unspoken limit that you don't want to cross (because it will affect your performance reviews whether it's mentioned or not) and the fear of accidentally doing so means that people take less time than they otherwise might. Then of course, because people look at how much time their coworkers take off to figure out what the "norm" is and stay on the safe side of that, the "norm" edges even further down over time and eventually no one ever takes time off unless it's a true emergency. So generally, I think their heart is in the right place; they just didn't fully think through the systemic effects. Or who knows, maybe by now some truly unscrupulous execs have figured it out and are actually doing it on purpose...