What Working At Stripe Has Been Like

Post by [deleted] » Fri, Oct 09, 2020, 1:36 AM UTC

ffggvv wrote: post #106

ivalm wrote: post #95

Earlier quoted context omitted.

Not patio11 but you can still evaluate something like net preset value by doing discount to the eventual liquidity event. In reality this is complicated as you need to assign probabilities to (1) when liquidity event can occur (2) real value of your equity at the event (3) discount rate. While estimating probability distributions is probably beyond what one can do without detailed inside knowledge (and even then), it…

that makes sense. though it seems like many companies these days such as uber, palantir etc are actually worth less after IPO than before.

Post by [deleted] » Fri, Oct 09, 2020, 1:38 AM UTC

thewarrior wrote: post #82

ditonal wrote: post #57

Earlier quoted context omitted.

Stripe was founded over ten years ago, is worth tens of billions of dollars, thousands of employees, and has tons of software expertise. And the excuse for bad candidate experience is a lack of resources.

Well the answer is that they get lots of applications from really good developers who also have top colleges on their resumes and top companies they've worked at. So they interview them first and can't get to the rest. This is obvious but can't be said publicly. This is also why people fight so hard to get prestigious companies and universities on their resume.

Post by heavyset_go » Fri, Oct 09, 2020, 2:08 AM UTC

slumpt_ wrote: post #45

wbronitsky wrote: post #40

Earlier quoted context omitted.

In my experience, stories like this are par for the course. While at Stripe, a few of my close friends and former co-workers were treated so poorly during the application process that I stopped referring anyone over a year before I left.

Yeah. I wouldn't be shocked if a lot of these blog posts are just astroturfing. Well designed astroturfing, nonetheless. Edit: Astroturfing is the wrong word, perhaps. What I mean to say is vocalized better in the replies. These all should be taken with a substantial grain of salt. A rock of salt?

Post by austinpena » Fri, Oct 09, 2020, 2:23 AM UTC

philfreo wrote: post #153

mchusma wrote: post #122

I mean this in the most constructive way possible. As a stripe customer for 6 years, I effectively only care about reducing transaction costs. Period. Stripe's core business is being a part of a "credit card sales tax" that is substantial. Much of this is the fault of Visa/Mastercard/Amex, but that is the problem-space they exist in. Payments are transferring bits, and should be effectively free. If they want to "mak…

As a customer of Stripe too, I almost[1] couldn't disagree more. Running a global online/SaaS business is hard. So much complexity everywhere. I wish Stripe would handle MORE problems & complexity and would happily pay for it. Just a few examples Stripe could handle: - Checkout + Portal is a great start, but it still takes too much (expensive) design+dev brainpower to create the entire experience of a high quality tr…

Post by com » Fri, Oct 09, 2020, 2:51 AM UTC

gault8121 wrote: post #148

pc wrote: post #111

Earlier quoted context omitted.

There are two somewhat separate issues, I think. (1) The practical reality that a lot of people will have a suboptimal experience until we (both "we Stripe" and "we the industry") figure out more scalable ways to assess people. We'll do the best we can to identify promising people but a lot of people will get something somewhat functionally equivalent to a form rejection. You could argue that this is merely a priorit…

Couldn't you "pen test" your own hiring process? Have some folks stage applications and see the process failures first hand. You might get better data from running these experiments yourself rather than through a survey.