As a FAANG engineer going on 9 years now, let me address the usual rebuttals: - There is a selection bias. Nope, this is pretty much accurate. - These aren't real. Yes, yes they are. - Self-reporters are lying. Maybe some do but these numbers are pretty accurate. If anything, I question Lyft and Airbnb as such outliers. I wonder if this factored in Lyft's post-IPO stock performance and makes unrealistic valuations of…
100% agree - I joined a FAANG company 2.5 years ago and was given a $280k package as a mid-level. After two annual review cycles, I currently make $318k. My initial RSU grant is about to hit double what it was ($105k initially), and my refresh RSU grants are close to hitting 50% above their initial value (two grants of $125k) still as a mid-level. Benefits like 401k matching and ESPP stock purchasing also push up eff…
I'm so tired of hearing this. I think there are some professions/job levels where that is true (client facing jobs or higher up managers), but for most non-management development jobs, this just isn't the case. I've worked at three different companies that have had unlimited time off (I seek it out now) and I have plenty of friends who have worked at companies that have unlimited time off as well.
I've had a few friends work at companies where "unlimited time off" = "no time off", but those are the exception not the rule, in my experience (and usually down to a bad manager somewhere in the chain of command).
I've been at my new company 6 months and have already taken 4 1/2 weeks off. I had a friend take 6 weeks off to backpack through Europe. Two companies ago I took off the entire month of September one year. I'm convinced people who say "Unlimited time off is bullshit" are just bad communicators.
If are at a company that has unlimited time off and actually want to use it beyond just a few days a year, here's my tips:
- Get your work done. Above all else, when you are in office, get your shit done. You want your manager to trust you and be able to justify your job if someone higher up goes "why are we paying someone who isn't even here".
- Be aware of your teams workload. Don't try and take a month off two weeks before you're about to ship a mission critical piece of feature.
- Communicate with your manager/PM/team early and often. If you want to take a month off, let everyone know a few months in advance. Planning is usually done quarterly. Letting your boss know you are going to be gone for a month allows them to only schedule two months of work for you instead of three. Additionally, remind them occasionally that you are going to be gone (I usually bring it up every other one on one)
- Before you go, make sure your work is wrapped up or handed off to someone else. Don't start a task and then disappear for a month.
- If possible, leave a "how and when I'm reachable". You don't need to always be working or even online, but seeming available (even if you're not needed) does a lot to calm nerves. Things like leaving a phone number where you can be reached incase of emergency, listing dates where you will be 100% unreachable, and checking email or slack occasionally for high priority things (I tend to do this while I'm sitting in the airport) make things so much easier for managers.
I know a lot of this seems like common sense, but so people get it wrong and then complain when they get reprimanded because they didn't do it.
If you provide value when you're at work and make sure you leaving causes as few disruptions as possible, taking large portions of "unlimited vacation" is totally possible.