81–90 of 451 posts
Probably back home to their original country since they only have 60 days to find a new job. I imagine that is extremely hard when you are in competition with a lot of your former colleagues.
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>Only 56.7% of these people joined a tech company Does this suggest that a large fraction of laid off employees were in non-tech roles (e.g. pro{ject,duct} managers, scrum masters, sales, etc.)? If so, perhaps the layoffs are a good thing—in my experience, the worst tech companies to work for are those dominated by non-technical employees. Perhaps layoffs are being used as a blunt instrument to shift the balance away…
I guess working on your empathy skills and trying to understand emotions of others (instead of solely focusing on your own) might make your life easier. I have met many engineers who thought along the same lines of “technology is the end and sales and product managers are the means to have me do whatever I want to code" and agree that these people struggled in environment focusing on "the customer". I doubt, that "cu…
https://journals.sagepub.com/doi/full/10.1177/13623613198835...
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“Moving down” can be more difficult than it looks. Anecdotally, employers can be reluctant to hire “overqualified” people (indicated by a high previous salary), because they believe these people will jump ship at the earliest higher paying opportunity elsewhere.
New employer has no reason to know previous pay.
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Are you expecting a salary similar to the one you were getting at a FAANG though? Because that seems to be the main issue - FAANG people thinking they're worth way more than they actually are.
“Moving down” can be more difficult than it looks. Anecdotally, employers can be reluctant to hire “overqualified” people (indicated by a high previous salary), because they believe these people will jump ship at the earliest higher paying opportunity elsewhere.
We actually tracked every laid off individual from Google to understand the story behind the layoffs. Here's the summary: - 747 out of the 2,762 laid-off Googlers have since updated their profiles to indicate a change of employment status in the last 4 months since November 2022. - Only 56.7% of these people joined a tech company. - 1/3 of these ex-Googlers joined startups. See the full blog post here: https://nubela…
“every laid off individual” should be “every laid off individual with a LinkedIn account”.
We actually tracked every laid off individual from Google to understand the story behind the layoffs. Here's the summary: - 747 out of the 2,762 laid-off Googlers have since updated their profiles to indicate a change of employment status in the last 4 months since November 2022. - Only 56.7% of these people joined a tech company. - 1/3 of these ex-Googlers joined startups. See the full blog post here: https://nubela…
> 56.7% Do you know what a sigfig is?
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And probably leading to the next wave of innovation and/or unicorns. https://www.wired.com/story/tech-layoffs-are-feeding-a-new-s...
I seriously doubt that. Might be true for younger people who were laid off by the "LIFO rule" (i.e., cheaper severance), but anyone with a 10y+ career would at least think twice before joining a startup... Especially in Europe, but these kinds of stories are never about Europe.
I think SV is a joke compared to what it was, but it's still easier to do a startup thing there than anywhere.
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“Moving down” can be more difficult than it looks. Anecdotally, employers can be reluctant to hire “overqualified” people (indicated by a high previous salary), because they believe these people will jump ship at the earliest higher paying opportunity elsewhere.
New employer has no reason to know previous pay.
Which is logging into Glassdoor or levels.fyi and checking. Shit you can do that right now and get some rough ballparks.
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Could also be why you can't find a job. You may be too expensive, and they're looking for engineers in the sweet spot of cheap/can keep the machine running.
There is always an element of "let's see how low we can get" in mainstream IT, since people outside tech view tech as a cost center and not a profit center, which devalues candidates.
Most of IT is there to support business ops, and is basically there to do what a secretary pool did 60 years ago.
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Are you expecting a salary similar to the one you were getting at a FAANG though? Because that seems to be the main issue - FAANG people thinking they're worth way more than they actually are.
“Moving down” can be more difficult than it looks. Anecdotally, employers can be reluctant to hire “overqualified” people (indicated by a high previous salary), because they believe these people will jump ship at the earliest higher paying opportunity elsewhere.
I phone-screened someone from a FAANG, and they knew very little about non-proprietary technologies that we used on a day-to-day. Any of the big-branded commercial apps, they weren't familiar with, and I can hire someone for a lot less with the required working knowledge AND know that they won't be resentful about it.
I think it's going to take a year for some of the young engineers to level-set their careers in some places.
I'm trying to remember how long it took after dot-com bubble busting, and back then I know a lot who went back for their MBAs, Law degrees, etc. during a softening market. And I know personally how long it took for me to recover to the same economic level.
Also, I get emails a few times a week from recruiters saying something like "Ex-Meta Employee/ex-Faang available for employment", leads....