Does Meta do retention offers to keep talent?
I’ve heard that Meta/FB doesn’t do retention offers in general. Does anyone who is a high performer (consistent GE) or holds an important position have experience contradicting this? Thanks! Blind Tax: RL Hardware 300k TC
Lol no. Meta does it right, if you want to leave then gtfo. You ain’t that important
Why would we? There’s 3,000 people applying to fill your spot
I disagree with you when it comes to hardware. Just in the teams I’m working with, there are super specialized positions such as display and optics for wave guides, SLAM tracking, various calibration roles that have been open for nearly a year without being filled. For some of those roles the recruiters can’t even find candidates to match the qualifications at IC5+ levels and sometimes we need to look at really junior candidates and invest a year to bring them up.
They do. I’ve boomeranged since, but during my initial departure I was asked how much it would take for me to stay. It was a bit insulting given that money wasn’t the reason I was leaving at the time but atrocious management.
Tell me more, please. As someone who recently transitioned from IC to EM I’d really appreciate hearing about what drove you away.
Really ineffective manager who didn’t support his team, took credit for our impact instead of scaling our output , and suddenly began intentionally looking for ways to slow my career pace down. He was universally disliked by not just those in product but functional partners in engineering and data science but did a great job managing upwards (I’ve since learned this behavior is common). I communicated with my skip-level who did nothing at the time and after awhile I decided to bow out. Ive been a people manager now for about three years and in retrospect Its helped me become an adequate manager. Sometimes you learn best by learning what not to do.
No
They get a lot of DE so they won’t even consider interviewing due to money.
You can’t outright ask for it, they’ll tell you to walk. But you can hint that you are underpaid or unhappy through various roundabout means and they may eventually reciprocate in H2 PSC with DE. Note: this is mainly an E7/E8 sort of thing, you need to have proven your value there and perception/tenure matters to some extent.
The E7/E8 bit is not true but it is an exception, not a rule. Generally speaking, most companies are flexible when it comes to top tier talent.
No