Here is snapshot from their “culture doc” When deciding on a candidate, we coach interviewers to ask themselves questions like: Will this person raise the average on my team? Did I leave my interview more inspired and engaged than when I went in? Is this person much better than me in at least one area? Could this person start adding value right away? (e.g. would they take work off my plate or create more work for me) If the answer to any one of those questions is “no” or even “maybe,” then we ask interviewers to round down to “no.” We never treat an absence of red flags as a reason to hire someone. We ask every interviewer to only vote yes if they are a “hell yes”, otherwise we vote no. After reading this, why would anyone waste their time and energy on them is beyond me? Even their TC has been rationalized due to market conditions. #coinbase
Coinbase is a hell no 😂
If only the leadership had put so much thought to the business model
Coinbase leadership is 💩💩💩
I use Coinbase. It’s a mess of an app. Clearly they are hiring the opposite of “yes” 🤣.
On page 126, under section D of article 18, their rule book says - “We embrace delivering and receiving candid feedback”. Aka, just shut up and listen! Where is the scope to improve that mess?
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Why would anyone waste their time on them? > Because they need jobs.
That’s exactly the issue. The doc says they will pretty much not hire random job applicants. It’s a hiring manager problem to source the perfect match from heaven.
you've never heard of a bar raiser before? are you intimidated?