4 ms·

Having been in OLR/calibrations/etc at several FAANG and FAANG adjacent at a pretty senior level it always matters. Specifically when layoffs or top grading com

Having been in OLR/calibrations/etc at several FAANG and FAANG adjacent at a pretty senior level it always matters. Specifically when layoffs or top grading comes around the people with potential to advance are always more highly valued. Up and out never ends.

moandcompany 3y ago
Also having been in FAANG calibrations, even when people are at so-called "terminal levels" the performance ratings distribution rules still become a problem. There are often team members that are at terminal levels, not interested in promotion, but doing well relative to their level standard (i.e. performing at or near the next levels). Those team members often won't be happy with a "meets" rating and still expect a rating and bonus multiplier above "meets." Meanwhile, had they been promoted, they'd probably be a solid "meets" and another team member that wants/deserve a promotion needs those above-meets ratings too. Ratings distributions usually aren't bound to just one single level, nor are they done with all levels as a single bucket, but within certain level groups, having a terminal level + rating distribution shaping is an issue.
red-iron-pine 3y ago
been FAANG adjacent a few times, but in several of F500s, and in different industries/verticals. no "official" up-or-out in any of those, but definitely a thing in all of them. at a mid-to-senior level or above you're getting paid -- not FAANG pay, but in most cases pretty solid -- and you need to justify your existence. If you're not getting "atta-boys" on the regular then you're gonna get chopped. One place fired all of the Architects, for example, because they felt they didn't really do much. Three quarters of "what does this team do to deliver" and they were gone.
- loeg 3y ago
  Yeah, delivering on expectations for your current level is a given requirement. That's very different from "up or out."

moandcompany 3y ago

Also having been in FAANG calibrations, even when people are at so-called "terminal levels" the performance ratings distribution rules still become a problem. There are often team members that are at terminal levels, not interested in promotion, but doing well relative to their level standard (i.e. performing at or near the next levels). Those team members often won't be happy with a "meets" rating and still expect a rating and bonus multiplier above "meets." Meanwhile, had they been promoted, they'd probably be a solid "meets" and another team member that wants/deserve a promotion needs those above-meets ratings too. Ratings distributions usually aren't bound to just one single level, nor are they done with all levels as a single bucket, but within certain level groups, having a terminal level + rating distribution shaping is an issue.

red-iron-pine 3y ago

been FAANG adjacent a few times, but in several of F500s, and in different industries/verticals. no "official" up-or-out in any of those, but definitely a thing in all of them. at a mid-to-senior level or above you're getting paid -- not FAANG pay, but in most cases pretty solid -- and you need to justify your existence. If you're not getting "atta-boys" on the regular then you're gonna get chopped. One place fired all of the Architects, for example, because they felt they didn't really do much. Three quarters of "what does this team do to deliver" and they were gone.

loeg 3y ago
Yeah, delivering on expectations for your current level is a given requirement. That's very different from "up or out."