4 ms·

Apart from the mutually exclusive options, I'm sure a lot of companies claim lots of these. Is it entirely self reporting? How does it not end up as a game of

Apart from the mutually exclusive options, I'm sure a lot of companies claim lots of these. Is it entirely self reporting? How does it not end up as a game of companies trying to pick the values they think are most in vogue?

3fe9a03ccd14ca5 6y ago
I’m not sure the point. You can’t trust the company, and you certainly can’t trust the recruiters. The only real way to get the data points for “great team culture” is to ask literally everyone but the recruiters and managers.
- bwb 6y ago
  Yep that is what we are trying to do, profile from the bottom up by surveying the entire engineering team every 3 to 4 months. We also think it is important to show what the leadership team wants their culture to be, how they spend time/money on that, and how that is going.
bwb 6y ago
This is the harder part :). We are trying two things: #1 - Interviewing companies to build a profile. We are working with ~25 companies to pull this information and build a profile of their culture. And, we are working to add more companies. You can see an example of the process and what we are trying to create on the other side of this at WorkDNA (https://workdna.com/ https://workdna.com/ - email me at ben@workdna.com if you are interested). This process is largely self reported, but our team writes everything and we have a framework where we look for proof that time or money is being spent on a value. #2 - Survey individual engineers to build a profile. We are in the early stages of working with companies to profile them by giving their entire engineering team a survey. This is a bottom up approach. We are also looking at ways we could collect individual data points from engineers. We both want to augment company profiles with this data but also use it to match engineers to team's that have what they want.

4 ms·

Apart from the mutually exclusive options, I'm sure a lot of companies claim lots of these. Is it entirely self reporting? How does it not end up as a game of

by insomniacity 6y ago

3fe9a03ccd14ca5 6y ago
I’m not sure the point. You can’t trust the company, and you certainly can’t trust the recruiters. The only real way to get the data points for “great team culture” is to ask literally everyone but the recruiters and managers.
- bwb 6y ago
  Yep that is what we are trying to do, profile from the bottom up by surveying the entire engineering team every 3 to 4 months. We also think it is important to show what the leadership team wants their culture to be, how they spend time/money on that, and how that is going.
bwb 6y ago
This is the harder part :). We are trying two things: #1 - Interviewing companies to build a profile. We are working with ~25 companies to pull this information and build a profile of their culture. And, we are working to add more companies. You can see an example of the process and what we are trying to create on the other side of this at WorkDNA (https://workdna.com/ https://workdna.com/ - email me at ben@workdna.com if you are interested). This process is largely self reported, but our team writes everything and we have a framework where we look for proof that time or money is being spent on a value. #2 - Survey individual engineers to build a profile. We are in the early stages of working with companies to profile them by giving their entire engineering team a survey. This is a bottom up approach. We are also looking at ways we could collect individual data points from engineers. We both want to augment company profiles with this data but also use it to match engineers to team's that have what they want.