My understanding is that all engineers in Netflix has the same level. How do people feel on career development in such an environment?
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- Google / Eng euosmoreI am leaving Google for Netflix specifically for this reason. I’ve been Google L5 for 5 years, did great job (my solo work was mentioned on the first page of Hacker News quite a few times) but was unable to get promotion due to bogus promo requirements. I am looking forward to not have my comp limited by a random committee that doe not know me and does not care about what I’m doing.
- Lyft bambamlyftAre you sure you want to be comparing matching on the dollar amount from both these companies? With all cash from NF, you will end up in higher tax bracket and end up paying a good chunk on taxes. At google, you get to hold for long term gains or offset losses with your other investments.Jun 22 0
- Bayer macysFrom what I know, your compensation is revised every year with a good faith effort to assess your top of the market rate.
- Microsoft mominYour career is limited to the needs of Netflix. It has been documented they will fire you anytime without any help to make you better.
- There is no career growth for ICs here, only management track has levels and defined growth plan.
- Netflix wants to hire seniors that already know how to get things done. It is not responsible to train you for new skills. But it is willing to pay to help you get the new skills.
Think of pro sports team. Team is willing to pay for a trainer. But if you don't make the cut, then you don't.
- Rand55. I am an old timer that had dismissed the use of some new technologies a few times because they were not proven. And in a case that I didn't get the chance to review. It led to a big disaster and the leadership and some engineers were let go.
We are not a company that needs to be cutting edge in many new technologies. High reliability, high availability are much more important. And unlike Google, we don't have many resources to work on tooling. It's OK to experiment, but experiment with something small that won't hurt the team if it's a failure.
- You have the freedom to pick the technologies but you are also responsible of the results. Experiments shouldn't lead to disasters. If it does, it's lack of judgements.
Inexperienced engineers jumped into these buzzwords technologies, ending up instability of critical services and long delay of important projects. That's why engineers would be let go. Timeline is called bottom up by engineers, no excuse for long delay. And the leadership is always responsible for timely delivery of projects.
We are not a start-up. We are a big company with very few engineers compared to peers. A bad decision can be very costly.Mar 28 1
- No career growth at Netflix for most IC's. This is good and bad. Good is because you can concentrate on doing good works and forget about the need to move up to get paid more. Bad is that if later on there is no netflix or you want to leave the company, you are stuck as an old IC where not many companies want to hire.
- First, I was talking about being in the 40s, I don't even want to work at 50. Second, making $500k is just a recent thing for the past couple years, before that I wasn't making anything closer to that. Last, either you are a young lad or an old 50 something still working at Microsoft. Why limit yourself to only $500k when you can make millions before retiring?Mar 30 0
- Netflix enjoylyfeI like the culture as a top performer but I've also seen cases where a top performer struggles due to personal reasons like illness of kid, death/illness in family, depression, etc and get booted because they are not at the top of their game.
While I still think having only people at the top of their game is awesome, I also know how much it wrecks families and people.
- As for being let go because of dealing with something in your personal life, Netflix stood by me when I had a personal situation that took a couple of weeks to resolve. I can imagine though at some point (a couple of months maybe?) they'd have to let you go. Again this is a team by team thing.
- Amazon / Eng ex-netflixmoreLiberating!!! You are what you say/do/deliver than what your title says you are. No promos to work towards, just concentrate on solving business problems.
As some pointed out already, there is no structured career development, PIP, educational resources, etc. That doesn’t mean you cannot do any of these. You just have to do these on your own and Netflix will just pay for it - no other help offered.
- In my group, yes. Lots of internal time focused on improving the company. Tons of investment in developing managers. Lots invested towards internal education. Managers held accountable for development.
If you’re not seeing it and taking advantage of it, that’s on you. Or you’ve never worked elsewhere and take it all for granted.
- Ask the question about why you think you need a level to feel successful, then take a step back to assess whether you can accomplish that without a level. It appears Netflix is trying to accomplish that. As someone who has seen the scratch and claw for being at the top because "only the top 10% get promoted" and then feeling completely demoralized because I know my stuff is great, I'd welcome being in a culture where my development isn't in direct competition with others, but rather driven purely by what I can do.
- Adobe / Mgmt TXus40moreLevel, money, etc are forms of rewards, so it really boils down how you will be rewarded. If you believe in reward by merits, then you should agree that whoever drags down the team should be fired, then you should join Netflix. You will be rewarded handsomely at Netflix not because of titles nor associations, but by your merits your team agrees on.
- Netflix culture is great for the firm, because the firm defined the rules to benefit itself. There is no ESG or other considerations.
For the employees its System A vs System B, where ( and when) you feel comfortable or better. Netflix doesn’t care if you burn out in a year or 10, when you do you are out.
- The problem with Netflix way is that every engineer has the same responsibilities, which is not how most of the industry works. People with 20 years of experience are doing test fixes and managing build failures. Other places your title (principal for instance) requires you to do more impactful works, because there is a clear expectation from your title/level.
- I generally agree that it would be nice to have some Jr engineers to push a bunch of work on that doesn't require a lot of experience. On the flip side I've seen issues in other companies where the senior engineers build stuff, it had problems and they just throw it over the wall for the Jr engineers to fix. At Netflix most people seem to own their apps end to end so if something goes wrong the engineer who built it fixes it. Getting paged after hours on a regular basis can be a good incentive to get things fixed. I understand it's not for everyone though
- What is more “impactful” are often subjective. Terms like “across multiple teams impact” provide the soil for unnecessary meetings, collaborations, planning reviews, operational readiness reviews and tons of others. In reality, I often see a team of 15 can be reduced into 3~5 strong engineers that will deliver faster and with higher quality, as there will be less politics, less showing my across team impact but more focus real work etc. In an inflated organization, people are eager building their hierarchy and showing influence but poor at real impact.