421–430 of 613 posts
Earlier quoted context omitted.
I haven't worked at apple, but I suspect that this is the result of only having Some companies like to spam new products, others like to perfect what they have.
Apple spent ~22B in R&D in 2021, but they definitely have large-scale decision makers expecting near-perfection on anything considered for released, probably before they even push it to DVT.
Earlier quoted context omitted.
It sounds you had bottleneck in product management pipeline. Product managers should generate enough creative and significant features to justify stream of large projects.
Meanwhile at Apple, there aren't product managers and the business doesn't create an expanding stream of new products.
Thoughts on the following idea? I think Google's incentives have a problem similar to the incentives of any other company: It's open-ended, and possible to game everything. Whether promotions are based on the "hard problems" solved by your work, or the revenue it generates for the company -- or hell, even the software quality/performance -- this will always cause drama, people will get mad and leave. Any choice will…
Earlier quoted context omitted.
> There was nowhere near enough big projects to get everyone the evidence they needed for promotions. Would the goal be to promote everyone ? Who's going to do the work they all used to do?
It's a retention issue. If people don't level up fast enough and get raises they'll leave for another company.
Earlier quoted context omitted.
Yes, and it doesn't stop there: L3: $192,064 L4: $268,758 L5: $358,423 L6: $502,465 (!) https://www.levels.fyi/
Why dont people work for themselves, you can earn alot lot more, like over 20x more!?!
serious question here - how does Apple deal with this problem ? Apple also survives on big bang releases - the next iphone, macbook pro, etc etc. But also is famous for not abandoning old phones. iphone 6 was still receiving updates in Dec 2021. so how does Apple manage this dichotomy ? or is the company level yearly release completely wipe out the need for individual "hard problem" solving ?
Earlier quoted context omitted.
The original contention was that women held out for higher-status men, leading to selection pressure such that men evolved to be more competitive. If women are only very recently even able to be more selective, then I don’t see how all this is supposed to work. Is there even any evidence that modern women are more “choosy” than men? You’d have an hypothesis like: among married 40-something women, the distribution of…
Every bit of both historical and contemporary data we have contradicts what you and GP say.
Earlier quoted context omitted.
As stated in TFA and throughout this thread, moving the burden to the ICs means they will be incentivized to focus on Promo Packet instead of real work. No offense intended, but in your comment it comes off a bit selfish and bears the hallmarks of a classic archetype of terrible manager. I'd never willingly work for you. Being in management isn't for everyone, it's a people-focused domain. The whole job is about supp…
It's hard to believe that someone can write these sentences based solely on the OP's statement. You have no idea who this person is.
So the GP comes on here, sharing a perfectly nice and candid opinion, and our friend sees the chance of a lifetime ("terrible manager", "would never work under you", "management isn't for everyone", "find a higher-quality organisation", etc). Simples.
Earlier quoted context omitted.
There is no single correct take, and I appreciate you filling in more of your perspective on the matter. I'd be curious to understand what exactly you feel my points were, and why you think differently. I can't help but feel like I must be missing something or misunderstanding your comment. Fortunately we're unlikely to ever collide in real life :). Again, I mean no disrespect. Genuinely would like to understand your…
Sure - >> moving the burden to the ICs means they will be incentivized to focus on Promo Packet instead of real work Such has not been the case. In fact, I've had to repeatedly remind people to add things to their promo packet. The point is that documenting successes as they happen means they get to own their own visibility; I've walked into multiple teams where people chafed at being passed over, because their past…