dunpeal

20 ms·

151.
by dunpeal 8y ago
So, your response is that these declines don't affect you very much since you have faith in future growth of your employer's stock value to compensate you for the current slump. (Your current grants are only "cheap" and
152.
by dunpeal 8y ago
> That's why you should always negotiate hard on the base salary and signing bonus. These are guaranteed money not like RSU's. The two FAANGs I have personal experience with aren't very flexible when it comes to base sal
153.
by dunpeal 8y ago
Microsoft back to its old tricks, I see.
154.
by dunpeal 8y ago
Or maybe they have that (dirt cheap) benefit so folks would assume they have great benefits. How costly and valuable are a few Uber rides per year (that are also justified as a business expense)? Now compare that to a decent 401k matching p
155.
by dunpeal 8y ago
Right, the claim was that he should be allowed to make any statement as long as there's "an iota of possibility" that it is or will be true. That's obviously not the case.
156.
by dunpeal 8y ago
> I have a hard time seeing how overly optimistic projections can be criminal if there is even an iota of a possibility that they could be met, no matter how unlikely. This is a public company, not an Avengers movie trailer. They can&#
157.
by dunpeal 8y ago
Oh, yeah, I totally agree with that. People tend to work hard and accept a lot of crap as long as they are making a lot of money, or hoping to. Once those prospect dim, hell does tend to break loose. People suddenly lose patience with bad p
158.
by dunpeal 8y ago
> to the management you are a very expensive line item which needs to be minimized. "Expensive" is relative, though. The top places are growing and in constant need of great new employees. Firing an engineer making $250k just
159.
by dunpeal 8y ago
> Know cases where $100K-$200K higher total comp offer from FAANG (i.e. mostly RSU) wouldn't move the NFLX employee - $500K cash change your view of the world :) That's really silly, but demonstrates Netflix's pay strate
160.
by dunpeal 8y ago
> there's no vesting period ; it's dependable, there's no weird dips because an investing firm got spooked; it's liquid, you can spend it at the bar tonight, right now; taxes are straight forward. For the most part,
161.
by dunpeal 8y ago
There are multiple Netflix employees in this thread, all citing the same $360k total comp figure. I'm guessing GP is someone who heard base salary data for Netflix vs other FAANGs, and doesn't realize how much of total comp at a
162.
by dunpeal 8y ago
Hate to break it to you, but $360k total comp for a senior engineer (the only type Netflix hire) is at best on par with FAANG.
163.
by dunpeal 8y ago
> When news of the firing leaked to the trade press, Mr. Hastings, irritated at a very un-Netflix breach of trust, fired off an email to his executive staff saying whoever leaked it should report themselves to HR. Are you a member of N
164.
by dunpeal 8y ago
Netflix apologists in this thread love to use words like "salary" and "cash", then compare against the base salary of other FAANGs. Effectively what they're doing is comparing total comp at Netflix with base salary
165.
by dunpeal 8y ago
> The pay for Senior & Principal level positions at Netflix are $350k-$500k+ base compensation. The same shape of thing at Apple, Facebook, etc. would be about half that in many cases. A Principal Engineer at FB would make "ha
166.
by dunpeal 8y ago
I didn't choose this analogy, GP did. That said, I do think it conveys - somewhat hyperbolically - the premise that your own managers and teammates are encouraged - as a matter of policy - to disparage you and your performance once you
167.
by dunpeal 8y ago
> It’s that it just wasn’t a good fit due to misalignment of goals. That's not what Netflix's own spokesman say: > Richard Siklos, a Netflix spokesman, said the company only fires employees for performance reasons Only &q
168.
by dunpeal 8y ago
>> (Netflix employees, why do you accept this?) > Let me take a stab at this: money is good. Better than everywhere else, including other FAANGs, where you don't have to tolerate such policies?
169.
by dunpeal 8y ago
The specific problem here is with the quota. I've been in teams where firing a few bad actors was definitely a good idea. I've also been in teams that were well-oiled machines where everyone was doing their part. You want to tell
170.
by dunpeal 8y ago
> If an employee engages in behavior that frustrates, annoys, or confuses others, performance suffers, particularly in any role above entry level, where leadership, communication, and mentoring ability are part of the job description.&q
171.
by dunpeal 8y ago
> Look, again, I'm NOT doubting that any of this is true. In fact, as it's coming out of the WSJ, I'm pretty certain it is true. So you are "certain the article is true", then why does it matter that the compan
172.
by dunpeal 8y ago
Very true. A pattern I've seen when relationship between employee and superior goes south is similar to disfavored step-child: They get less praise for doing well, and more blame for any mistake. This tends to escalate over time, and v
173.
by dunpeal 8y ago
Sure, correlates highly, but not perfectly. Some people just don't get along. It's a fact of life. Managers are humans, and they detest working every day with people who rub them the wrong way. Couple that with upper management at
174.
by dunpeal 8y ago
You can get similar comp at Google and Facebook, to name just two examples. Why should I choose Netflix if I can get the same pay there, minus the BS? Also, I won't have to live in Los Gatos.
175.
by dunpeal 8y ago
> Money, of course. If they are such solid performers, they can get jobs in other FAANGs who pay just as well. Netflix pays well, but does it pay so much better that I should put up with this BS? I doubt. In fact, by keeping up this ab
176.
by dunpeal 8y ago
Also, I don't think after you get KIA in the armed forces, they hold a special funeral where your commanding officer tells your entire battalion that you were a coward and a poor soldier so justifiably you got shot.
177.
by dunpeal 8y ago
> Many employees say they see the keeper test as a guise for ordinary workplace politics while some managers say they feel pressure to fire people or risk looking soft. Postmortem emails and meetings explaining why people got fired are
178.
by dunpeal 8y ago
I've never seen an employee getting fired "because their manager didn't like them". I've seen plenty of employees getting fired because their manager, who didn't like them, gave them a bad review. In fact, acro
179.
by dunpeal 8y ago
Correct me if I'm wrong, a friend of mine who looked into it, all he could get in Berlin was less than half his American salary, while his taxes were very substantially higher. His take-home would have been slashed by about 70%, so he
180.
by dunpeal 8y ago
I've been using Gitlab for a while, and while it's not yet quite as polished as Github, it is rapidly improving and the gap is already far too small to justify Github's restrictive license and policies in general. I strongly

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