81–90 of 167 posts
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People forget that (1) women are not a minority, and (2) that tech is one of the kost diverse industries (full of Asians, Indians, immigrants, …)
That's why I prefer the term "marginalized groups".
Is it to explain away shortcomings? Seek reparations? The feeling of being part of a group? Or simply attention seeking?
I'm not sure the diversity stuff helps. People who look different can still be dysfunctional. For me the big one is whether people in the interviews have the same mission. I went to an interview with a large investment bank where a friend turned out to be one of the interviewers. I thought highly of him, so naturally I thought his colleagues would be similar. He gave me the speil about what he does, sounded reasonabl…
It's almost as if diversity is more than skin deep.
> This is a GREAT one: “As a white man, I’d ask what they’ve done to find qualified women and minorities for the role I’m interviewing for.” I can't help but feel that asking questions during an interview that encourage the interviewer to hire someone who is not you, is a bad strategy for actually getting the job.
If you're already interviewing, they are unlikely to restart the whole process based on that question, they will answer it and keep going.
Reddit and HackerNews for more larger companies.
Also, recently discovered a Chinese language forum 1point3acrees where there is some real candid talk about the larger/FAANG companies and their offices around the world.
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Pardon my ignorance. What's MD in this context?
Managing Director, it's a sort of middle management role that a lot of people aspire to. Running a team, getting paid fairly decently.
really, 7 figures a year is "getting paid fairly decently" ?
MD in IB is the equivalent of "partner" in consulting, law firms etc. But the IB companies all went public so there is no controlling "partnership". Like "partner" it's the highest rung in the hierarchy and the distinction between them comes down to what team/desk/department they run & additional executive titles.
Depends. If you identify as a minority and want to exploit that, these hints are great. Also it might identify companies that have such great profits that they can easily afford spending money on being exploited. OTOH, this might exclude a lot of great companies specifically in niches with heavily skewed university alumni gender quotas, such as engineering in some countries. Be especially careful if this company then…
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You haven't had enough jobs to make a statement like that, no one has. Your effortless translation of "90% white" to "assholes" is a bit of a tell. For instance, you're white, and used to thinking this kind of trashing a group of people is ok because of your socially dominant position. Because these whites resemble you physically right? But of course you mean the bad whites; you're one of the good whites! It isn't ok…
I think the point was that diversity is often lacking in situations with bad people, because those bad people behave in ways that undermine heterogeneity...especially by mistreating the people who are different. Since racial heterogeneity is a more easily observable situation than, say, diversity of opinion, it's a healthy sign of a tolerant culture. That doesn't mean that a workplace lacking racial heterogeneity is…
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> Do you enjoy working here? I wouldn't ask non-factual questions. Of course the default answer is "yes". I wouldn't be able to answer such a question honestly in front of a stranger.
> I wouldn't be able to answer such a question honestly in front of a stranger. For me it is even easier to be honest to a stranger. "You may or may not find it as rewarding to work here as I have- of course it is a rollercoaster but I wouldnt still be here if I didnt like somethings about it but it is a job like any other."