Does FANNG suffer from reverse racism and sexism?
During technical interviews, adjusting for all other factors, is the bar lowered for women and minorites?
Of course the bar is lowered and exceptions are made for minorities and women. These companies are the cheerleaders of social justice garbage.
Seriously, why is this even a question?
Use of the term "unfair advantage" in that third option I think will bias your results.
Thanks, NYT. Expert in doing things like this
It makes me inexplicably happy to see NYT on here.
The bar is lowered; but that’s not “reverse racism & sexism”, it’s just racism & sexism.
At Microsoft CVPs and up have a “diversity quota” tied to bonus. NEXT was the perfect example of this.
Steve Jobs' company? No it didn't. Fake news is back at it again. You should join Infowars or PrisonPlanet.
I’m not convinced that there are actual differences in interview difficulty in that many places. But companies are fairly open about tilting the playing field in every other way possible in the other stages of the recruiting pipeline (initial sourcing, resume screen, help before interviews, etc). Some companies (e.g. Microsoft) give management incentives to improve diversity numbers as well as the capability to be biased in the interview bar (because interviewing happens on the group level). I would be surprised if there aren’t at least isolated cases of bias there.
This has been disproven at Microsoft. There are reports of tons of well-qualified Black/African American applicants who get ignored.
Specific cases don’t disprove anything. There is clear incentive and ability for any group manager to do this (since they make the final hiring decision) and there have been plenty of anecdotes that they do
What counts as a "minority" for technical interviews? Engineering teams are already multicultural.
White, Asian, and Indian males have the cards stacked against them in technical interviews.
What are the two ns in your fanng
Racist
I think nvidia and Netflix based on their stock performance
Do you mean lowering the bar to GET an interview or to PASS an interview? Because those are quiet different, lowering the bar to pass is a much more serious violation.
To pass
and who exactly would be doing this passing? In every company I have worked at, there’s input that’s taken from multiple people along this hiring pipeline. There’s too many people involved in hiring decisions that you would already have had solid evidence by now that it’s easier to PASS and that it’s a serious, ongoing issue. But you don’t have that evidence. Sure there may be one off cases, but isn’t that the same story for every gender/ethnicity one in a while. And corrections are made.
The GMs or CVPs. Just because a loop has input x at msft doesn’t mean the GM can’t pull the trigger anyways. Maybe it’s different at google but there are level 67 engineers in my org who literally couldn’t reverse a string hired because they’re “women in tech”
Poll title does not match poll question. This is a suboptimal post.
I appreciate your use of the word “suboptimal”, token Amazonian.
Another title would be more performant.