311–320 of 339 posts
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What? Isn’t revenue kind of … revenue? What else can it be?
To my knowledge, there isn't any reason klarna can't describe their transaction volume as revenue. Then declare their margin 3%. As a private tech company I would assume that they are using the broadest possible definition of revenue.
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You’re doing the same thing now. Valid, level-headed criticism isn’t “shitting on someone”.
> You’re doing the same thing now. My wife does call me her favorite hypocrite :) My statement was certainly an oversimplified assessment. > Valid, level-headed criticism This is a good clarification to make, thank you. Ultimately this is what I'm longing for more of in the world. "shitting on" either yourself or someone else isn't helpful.
The problem with this stupid website is I (or no one else) couldn’t even properly reply to you due to censorship.
I intended to write a sample of what actually “shitting on you” would actually be, but I knew the autistic mods would ban me just the same as if I was actually doing so because they lack the prefrontal cortex material responsible for comprehension.
So engaging with you, or really in any valuable conversation on HN, is an exercise in bad faith, everyone must always wrap themselves in a thick layer of bullshit to appease the gods above or else face sanction.
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> Best layoff I ever went through was when my boss came to our team and said, "look, don't tell anyone, but we have a layoff coming in a few days. I have to let one of the three of you go. Do you want me to decide or do you want to decide amongst yourselves?" Judging from your reaction, it sounds like yall had a great work environment, and that this was a good way to handle the layoff for your team. It sounds like it…
Fwiw there is a more normalized practice that resembles this and is, afaik, not a massive hr risk: openly offering a voluntary severance with defined benefits. Obviously it's not a great signal to those who don't take it about the health of the company, and you might lose a bunch of people you'd rather not, but I think allowing some level of self-selection is good when it's possible.
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To my knowledge, there isn't any reason klarna can't describe their transaction volume as revenue. Then declare their margin 3%. As a private tech company I would assume that they are using the broadest possible definition of revenue.
No. GAAP and IFRS have very strict definitions of Revenue. Transaction volume falls under the agency principle. Its not the Co's revenue.
Klarna pays the vendor immediately (with its credit line), and the user enters into a sort of debt contract with klarna.
Klarna's revenue is what it receives from the user.
It's a great business model when the interest rate is 0%.
Earlier quoted context omitted.
Fwiw there is a more normalized practice that resembles this and is, afaik, not a massive hr risk: openly offering a voluntary severance with defined benefits. Obviously it's not a great signal to those who don't take it about the health of the company, and you might lose a bunch of people you'd rather not, but I think allowing some level of self-selection is good when it's possible.
This way you probably lose the best people, the ones who is in high demand on the market (probably having several informal offers right now), and left with mediocre ones, who are too afraid to look for new jobs.
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This way you probably lose the best people, the ones who is in high demand on the market (probably having several informal offers right now), and left with mediocre ones, who are too afraid to look for new jobs.
If you had offers and your company announced layoffs but you weren't one of the people being laid off, would you stay?
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For transaction processing, wouldn't a 1-3% margin be about the maximum achievable? That would translate to about 15 million dollars in potential profit against a 730 million loss.
Per https://www.klarna.com/international/regulatory-news/klarna-... their volume was $80B last year, 1.4B was their cut (1-3%) aka revenue, and the profit would depend on bunch of things such as their marketing/sales spend, wages, debt servicing, etc and most likely has been negative. Edit: not "most likely" - apparently they lost to the tune of $700M
> The culture of “we are awesome” has dominated most internal communications for the last couple of years, including in 2022. We all believed that we were awesome and would continue growing and winning. This is the big thing that drives me nuts . I don't know if it's a fragility of ego thing or what the cause may be, but it results in a corporate inability to critically self-evaluate at the highest levels. If you can…
> The self congratulatory back-patting HN is guilty of this constantly. Everyone who posts here is implicitly in the right and users unequivocally back that attitude, even when it realistically is a scenario of "maybe you were a shit employee and were fired for it and your employer isnt in the wrong?" or "your Show HN really isn't that impressive". We're not allowed to say anything critical of other HN users without…
"Oh, you slightly smiled when everyone else did not? Not appropriate, we are a serious and professional enterprise, you should be fired and restricted to ever work in this industry again."
That said, claiming the audience is or does something specific is probably always a large generalization.
"your Show HN really isn't that impressive"
On that I do agree. The criticism is often very direct. There is a certain aspiration that product or solution x must be either the best or it doesn't deserve to exist at all. On the other hand such criticism can still be valuable if it is still received as hinting to stuff that can improve.
I was actually surprised to read that the Swedish CEO "took a dab at unions". Sure, relationships with unions can be complicated, but I've never heard an employer talk negatively about them here (maybe I'm just sheltered?). I am used to seeing union reps come to the office a few times a year for Q&As and feedback sessions, and taking about union membership was normal in internal channels. Never heard of anyone in lea…
Have you considered that this: >Being hostile to unions seems like a normal thing for some other parts of the world, but seeing a Swedish employer talk like this about union membership here immediately leaves a bad taste in my mouth about the company. It's a red flag. is the reason for this: >I was actually surprised to read that the Swedish CEO "took a dab at unions". Sure, relationships with unions can be complicat…
> The culture of “we are awesome” has dominated most internal communications for the last couple of years, including in 2022. We all believed that we were awesome and would continue growing and winning. This is the big thing that drives me nuts . I don't know if it's a fragility of ego thing or what the cause may be, but it results in a corporate inability to critically self-evaluate at the highest levels. If you can…
> The self congratulatory back-patting (even if it's just "everything is fine, we're doing great") is treating success like an achievement. Success requires vigilance. Excellence is not an achievement, it's an activity. I used to wonder why friends of mine would get gifts for things like graduating elementary school or even high school. I asked my father for something because I was graduating highschool on the honour…
But in the last 30 years or so, I have noticed that many now celebrate completing high school, completing primary school, or even completing kindergarten (!) — and not just something symbolic or small, but big events.
Maybe I'm just old and grumpy, but this rubs me off in the wrong way: I also believe that these "achievements" are things that you are simply expected to do. Congratulations and positive reinforcement are always welcome, but when there is an expectation of a reward then to me it crossed the line into something unhealthy.