211–220 of 340 posts
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I wouldn't. I work with lots of (non-software) engineers and I bet that most of them couldn't produce an non-trivial .bat without a lot of googling.
I'm pretty sure the structural engineer next to me has no clue wtf a script is. Fortunately this conversation is about software engineers.
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> They don't even know how to write bash scripts Is this weird? I only know of one or two coworkers who knows how to write bash scripts.. Despite almost knowing no bash, I was hired as an SDE1 at Amazon so your story adds up though!
It's super weird that anyone exposed to a Unix system can't write a bash script!
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Managers are cogs too. The way to work that kind of system is to identify and exploit the fears of the boss or his boss. I've seen this happen with employees under the thumb of micromanaging PMs in particular. They start spreading rumors, then undermine PM. My solution is to eliminate micro managers asap.
Interesting, never heard about this dynamic before. How does spreading rumors help them get out of being micromanaged? (sincere question)
It does it by getting the micromanaged fired.
Amazon screws employees in ways unseen in other companies. From the perspective of an engineer, this is a terrible place for people to work and grow. To list a few things: - Equity vesting schedule is 5%, 15%, 40%, 40% over 4 years - Relocation package is prorated for TWO years. If you leave after staying for a full year, you still need to return 50% of it. - 401K matching only vests after working for 3 years. If you…
I was at AWS for six months as a contractor and a year as an SDE3. Equity vesting was low for the first year, but they gave me a (cash) signing bonus that made up for it. Pretty much one-to-one based on the starting value of the equity, and it paid out monthly instead of waiting until the end of the year. The cafes were awesome and the prices there were decent. I was paid more than enough to buy my own lunch. Catered…
The man had recently put in a request to transfer to a different department, but was placed on an employee improvement plan, a step that can lead to termination if performance isn’t improved, said the person, who asked not to be identified discussing company personnel matters. PIPs are bullshit, and fundamentally degrading. Just tell people "Maybe it's your fault, maybe it's our fault - but either way, it's not worki…
Can anyone think of a single instance where an employee survived the PIP in any organization? I've never heard of one.
Then, because the PIP actually defined the job standards, and involved checking with people who actually could evaluate the employee's performance, it became patently obvious that the employee was meeting them (and actually doing a great job).
Of course, in both cases the process was so insulting that the employees began interviewing around immediately and quit within a few months. And, no surprise, it left such a bad taste in everybody's mouths that almost the entire team quit over the next few months as well.
But, I don't think this is common. :)
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SDE3? Isn't that a semi-mythical level with just a handful of people? I suspect your experience is atypical.
Not really. Principal, maybe, but SDE3 is a position you can be easily hired into with enough experience. As a promo it's a bitch, though, and absolutely not worth it. Jump ships for something level equivalent at a company with better comp and get promoted there. I say this having stuck it out at Amazon for SDE3 before jumping ship. My only regret is that I stayed too long.
Amazon screws employees in ways unseen in other companies. From the perspective of an engineer, this is a terrible place for people to work and grow. To list a few things: - Equity vesting schedule is 5%, 15%, 40%, 40% over 4 years - Relocation package is prorated for TWO years. If you leave after staying for a full year, you still need to return 50% of it. - 401K matching only vests after working for 3 years. If you…
Is tuition reimbursement a thing at companies? That would be pretty awesome. TIL
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There's nothing subconscious about it. A boss by definition has more power. Pretending it's not so won't change the facts.
The boss has the power to terminate your employment relationship. You have the same power. If you are in software, most likely you'll find a new job long before they find a replacement. That's certainly true of my team. What "power" do you believe the boss has that an employee doesn't?
What of that do you have in common with them?
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Remember that the most vocal are the most dissatisfied. Also remember that at a company that large there are going to be more dissatisfied than smaller companies. Lastly, don't forget that no one wants to read a story about an upset engineer from a small no name company. People like seeing big brand names fail and we as a society are a sucker for a negative drama. They retain people because not every team is like wha…
Interviewed with Amazon, and they were offering less than my current salary in a market where housing isn't nearly as crazy as Seattle.