Uber Fires More Than 20 Employees in Harassment Probe

Post by mlindner » Tue, Jun 06, 2017, 7:02 PM UTC

zorpner wrote: post #17

ramshanker wrote: post #11

Does it make having "Uber" in your Career Profile look bad now? Even if someone wants to genuinely switch job within next few month out of Uber, It would raise eyebrows at next interview table. So Uber gonna have very mall attrition rate now. Every action has both side of coin. :)

Depending on where you are, it already has been. I recruited a friend recently who worked for Uber two jobs ago , and got objections at multiple levels (pulled them through because I knew they left Uber originally due to ethical objections and could speak to that directly). At this point having it in your job history needs to be addressed in your e-mail/cover letter.

Post by mdpye » Tue, Jun 06, 2017, 7:03 PM UTC

user5994461 wrote: post #53

tdicola wrote: post #45

Earlier quoted context omitted.

That's why you list references from your last job and people call them to see what kind of person you were while there.

You never list references from your last job. You don't want your future company to call your current company to give them a heads up that you are leaving. For this very same reason, companies never ask for reference from your current job.

Post by macspoofing » Tue, Jun 06, 2017, 7:03 PM UTC

vkou wrote: post #55

macspoofing wrote: post #34

Earlier quoted context omitted.

>Seems risky to hire a recent Uber employee at this point because bringing a toxic sexist into the company can inflict massive damage. Jesus. They are still people. You want to ostracize them from all society and prevent them from earning a living in their chosen career? 'Sexual harassment' is also a catch-all term that can encompass all kinds of actions. It could involve a clueless, inexperienced 20-something asking…

As a manager, if you have a clueless 20-year old making an inappropriate proposition to one of your reports, and you hear about it, you are legally obligated to deal with the situation. It could mean reprimands, demotions, pay cuts, and re-assignment. It could mean termination. Harassment happens in every single company. The difference between companies is whether or not management takes the problem seriously. I assu…

Post by icebraining » Tue, Jun 06, 2017, 7:05 PM UTC

mattzito wrote: post #27

komali2 wrote: post #16

Earlier quoted context omitted.

I ask that about Twitter - these companies always seem to have more than I would expect necessary.

i think you underestimate the massive amount of backend and internal optimization that's required. Sure, the MVP of Twitter is a few thousand lines of code, but think about ad buying, ad display, abuse detection, customer service, content management, APIs, mobile, mobile web, etc., and that's just on the engineering side of things. For every engineer you'll need business folks, PMs, designers, operations, etc.

Post by [deleted] » Tue, Jun 06, 2017, 7:07 PM UTC

erikpukinskis wrote: post #51

ThrustVectoring wrote: post #6

The article doesn't discuss the seniority of the fired employees. It's very hard to distinguish between scapegoating and actually working to fix the problem without that information. The problem with Uber isn't that some employees engage in sexual harassment. The problem is that there's a culture where sexual harassment isn't taken seriously, is tolerated if the perpetrators are "high performing" in other respects, a…

Um, it's not scapegoating if these people are harassing other employees. Scapegoating is when you hire underlings for projects that senior management was driving. No one forces you to harass another employee.