271–280 of 342 posts
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Yes, I know talented engineers from several companies that were laid off simply due to being unlucky enough to have ended up on the “wrong” project
Or maybe they are not so talented after all.
Blind[1] is a decent community to get a glimpse into what employees truly feel about employers, get referrals and overall tech career advice. It can get rather toxic and troll-ey at times, but you can filter that out to focus on the useful stuff. [1] - https://www.teamblind.com/
I'll go ahead and defend blind. It's absolutely negative to the extreme, but it gave me the heads up on a layoff and has all sorts of relevant information. I've come to realize I (we?) trust companies so little that many people would never even complain in a private direct message to a coworker -- pretty hard to commiserate if you're remote. Most coworkers I know refuse to fill out any "how happy are you at work?" su…
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Interesting fact - valve no longer works this way because it didn't work.
I've always been curious about claims that such an approach inevitably doesn't work. I feel like my intuition tells me it could with the right people and variation on the concept. But it's probably difficult. Even the best managers I've seen usually have blind spots on how the team is running.
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The coop that I'm a part of (Quorum1) has been using game theory to play out just those scenarios. We've been at it for two years and you're right it's been like 10x as difficult as starting a normal company (I'm a serial entrepreneur and have started lots of traditional companies too). But we think the payoff is worth it, plus doing things differently is just straight up more fun, so there's that. What we're finding…
I am very interested in what you have built. I've recently stepped down as a director of engineering at a fintech startup where I was building self-organizing teams based off the models I found in the book Reinventing Organizations. I have been considering starting a coop much like Quorum1, but I haven't been sure where to start. I'd love to chat sometime about Quorum1 and perhaps get the chance to work together in t…
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>> to GPT Nice verb, is this an original coinage?
love it, I'm going to use it when someone talks without knowledge of what they're talking about.
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I am speaking from a position of legal expertise about how Hollywood unions function. I have been part of the legal counsel to several Hollywood guilds/unions, and have participated in the production of multiple Hollywood and non-Hollywood productions. Like you, I was also a member of a non-Hollywood union (while I was in the public sector), though that experience is irrelevant to the topic at hand.
What you see from the legal perspective vs the actual on-the-ground wheeling, dealing, favor-trading, social circle maintaining, networking actions to even get onto a union production as a non-union worker can be quite a big spread. The intended legal requirement can be very different from the way it’s practiced on the ground. My own attempts to break-in + friends’ experiences shows a clear pattern: the guilds gateke…
It sounds like you and your friends tried to get hired as crew onto jobs for which you have no experience, because if you guys did have the experience you would already be union members and you would be swamped with work or offers. (The thresholds are pretty low. I'm one production away from being a member of several unions and I'm trying very hard to avoid that since it would limit my ability to work on non-union productions).
Most jobs don't hire people without experience without someone vouching for them. Why would you think that Hollywood would be different? They don't know you from Adam and from their point of view there are millions of other people just like you that are willing to put in the time and effort to start at the bottom instead of trying to skip a few rungs.
If you want to work in film, start at the bottom (i.e., meaning as an assistant or an extra) or work non-unionized productions (generally, low-budget or student films).
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At Valve the corporate wing made (and still makes) those decisions, trying to have ten people agree on who deserves to be paid what and whether it should be invested instead hasn't been tried in any company I know of. In contrast having managers who are collectively answerable to those ten employees through the share ownership structure has been tried, and it works out okay.
> having managers who are collectively answerable to those ten employees through the share ownership structure has been tried How does that work? As in the employees are owners but the managers aren't?
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