Earlier quoted context omitted.
Clearly.
Are they public?
Yes.
Why Good People Leave Large Tech Companies
11–20 of 265 posts
Re: Why Good People Leave Large Tech Companies
#12Earlier quoted context omitted.
But the vesting schedules sure make a difference. It's amazing how things change once you've made it past that cliff, and how people jump ship once they've got their first year. Also a year is pretty standard to get a signing bonus and relo package covered.
I don't understand why they don't hand out options on a more continuous base the way executives get them. It seems everything is geared towards staying 1-4 years and then jumping ship.
Many (if not most) companies do stock refreshes annually, don't they?
Re: Why Good People Leave Large Tech Companies
#13This is why its always possible to hire great developers - because some companies and hiring managers think that people should be not just great developers, but willing to jump through ridiculous hoops to work there.
If you want to hire people, drop the attitude of "we don't want people who aren't willing to prove how much they want to work here". Instead, give them every reason to want to work for you.
Re: Why Good People Leave Large Tech Companies
#14Earlier quoted context omitted.
Tesla?
That seems to fit: 1.) move from Palo alto to east bay 2.) manufacturing company with software engineers 3.) lots of people leaving 4.) CEO changing the world. However, I'm sure many companies meet that.
Wasn't there the story where Musk scolded someone who took off to be at the birth of his child?
Re: Why Good People Leave Large Tech Companies
#15Despite the overall theme of this interaction, opening an office in the East Bay seems more employee friendly than keeping them in Palo Alto.
Re: Why Good People Leave Large Tech Companies
#16Earlier quoted context omitted.
I don't understand why they don't hand out options on a more continuous base the way executives get them. It seems everything is geared towards staying 1-4 years and then jumping ship.
Many (if not most) companies do stock refreshes annually, don't they?
There's refreshes and then there's the speed of the vesting schedule.
Some places offer a bunch to start, but very little after that, which means people tend to leave once they have vested all their options/RSUs.
After the first year, sometimes your vesting schedule will be monthly, quarterly, twice a year, or once a year. As to why they don't allow everyone to be monthly - it's probably because they get to claw back a fair amount of the equity if people leave.
Re: Why Good People Leave Large Tech Companies
#17Earlier quoted context omitted.
That seems to fit: 1.) move from Palo alto to east bay 2.) manufacturing company with software engineers 3.) lots of people leaving 4.) CEO changing the world. However, I'm sure many companies meet that.
Wasn't there the story where Musk scolded someone who took off to be at the birth of his child?
This somehow seems relevant - http://nypost.com/2017/05/21/coachs-viral-response-when-aske...
Re: Why Good People Leave Large Tech Companies
#18Anyone have a guess as to what company this was?
My guess is square. The CFO went to stanford for an MBA, where the author taught.
Neither CFO Tesla has had went to Stanford.
Can't find anything about Dorsey working at one of the startups listed on the author's wikipedia page, but he seemed to have been involved with many so it would be unsurprising if it just wasn't listed there.
Re: Why Good People Leave Large Tech Companies
#19Earlier quoted context omitted.
I don't understand why they don't hand out options on a more continuous base the way executives get them. It seems everything is geared towards staying 1-4 years and then jumping ship.
Many (if not most) companies do stock refreshes annually, don't they?
From what I know the refreshes are typically pretty small.
Re: Why Good People Leave Large Tech Companies
#20This is why its always possible to hire great developers - because some companies and hiring managers think that people should be not just great developers, but willing to jump through ridiculous hoops to work there. If you want to hire people, drop the attitude of "we don't want people who aren't willing to prove how much they want to work here". Instead, give them every reason to want to work for you.
Fwiw, one "advantage" of "wanting to work there" is that counterproductive management practices can survive longer.
If I'm your boss and am treating you like trash, and you complain, I can just say "oh it sounds like your commitment to this company isn't very high, shall we discuss your future?"
That will work a multitude of times with a gaslit employee who really drank the company kool-aid.