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My initial thoughts are that this does not actually tell me anything. Take this... "What traits do you value in engineering managers and leadership?" "Servant

My initial thoughts are that this does not actually tell me anything. Take this... "What traits do you value in engineering managers and leadership?" "Servant leadership is everything to us. We want managers and leaders who are humble and know that their role is to support their teams and make sure nothing is standing in the way of doing great work. So not only work blockers but also ensuring our team has the time and energy to balance their personal lives with their work lives." Every company I have ever worked for claims something similar. This doesn't actually tell me anything. I would still need an inside person to tell me how it actually is to work at the company.

bwb 6y ago
Yep, one thing that is part of our process is pulling specifics for how they support that value/trait. That means how they spend time or money to provide that value to the team. You might have two companies that each list "Cross Department Teams" but how they actually implement that tells you so much about them (along with specific examples gathered from the individual engineers). We want to show how the company delivers on that value/trait, and what individual engineers say as well. We know we can't be as good as the friend who is on the inside. But, we are trying to get closer to that gold standard.
Nextgrid 6y ago
In the past year or so I noticed a lot of companies started having a set of "values" that are (or used to be) just common sense. Like things that you'd be doing anyway if you were a decent human being but now they are official company "values" and they even had an interview process around those. Of course, those values magically go out the window when an incident gives the higher-ups a reason to cover their ass.