Everybody talks about how it has poor WLB, but it’s jot clear why that is the case. I’m starting soon and wanted to have a sense of what to exoect.
Just do your job and you’ll be fine. FB is not a place to coast and that surprises many not used to actually working every day
How does it compare with amazon?
I'm curious too, I have excellent WLB
Which team?
yea i don’t get it. i have great wlb and it’s great perks and pay. i’m not scared of pip.
outside perception. Not everyone's experience is great however. Majority like it, but not everyone.
To the Facebookers reporting excellent WLB, what team and location?
No one will dox their team on here. Just like no googlers will dox their team. No one wants slackers (or people who only prioritize WLB) on their team, but if you want to prioritize it, you can find a team during bootcamp. But recognize you might not advance as much. Internal tools is a good bet, however.
>No one wants slackers (or people who only prioritize WLB) on their team translation: be a slave
It’s due to teams with people from a certain ethnicity.
Which ethnicity, just spill it.
Take a look at google's diversity: https://diversity.google/annual-report/ vs https://diversity.fb.com/read-report/
At FB Is it just more work which can be accomplished by more hours or is it very complex due to tech complexity/tech debt etc
As a manager, here's my take on why people feel pressure at FB. First, there is a real financial reward for top performance. Getting a 1.25x, 2x, or 3x multiplier for bonus and refreshers is huge. Also, a promotion will give you a nice bump as well. Second, there is a clock running on your time to get to L5. You have ample, but limited time to get there, but if you're behind schedule it can be stressful. Third, bottoms-up culture means Engineers have a lot of say in what they're working on and how they do it. That puts pressure on them to choose the right things (enough scope, complexity, etc) to really show skills and make a case for good rating and/or promo. One of a manager's jobs is to support ICs to help them along this path. That means constantly providing good, honest feedback, helping identify work that helps grow the Engineers, etc. Doing all that, combined with working to minimize distractions and arranging the org so that ICs can excel is not easy. Many managers don't provide good feedback or want to focus on being decision makers. When not properly supported by managers, ICs can feel even more pressure.
I think the rewards pressure is a good kind of pressure but also optional. Pip is a fire that burns under everyone's ass. How easy is to get yourself on the pip radar ? Are there warning signs ? Is the manager the sole decision maker on pip ?
I've only gone through one non-COVID performance cycle and I haven't seen a pip yet in my org of about 120 people. IIRC, in the last cycle, there were something like 10 people that received a rating that was less than meets all and we spent a lot of time trying to make sure they had a good path to improve that rating. Personally, I've seen no pip pressure, but more pressure around getting Exceeds or greater. FWIW, in calibrations, we spend time trying to ensure we didn't rate someone lower than they deserve rather than vice versa. I'm at the > 20 year mark in my career, and FB has the most fair process that I've seen. It's very hard for a manager to artificially tank or fluff someone's performance rating.
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Seems like they fire a fair amount