391–400 of 1001 posts
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The term still exists, but it's not one you'd expect people outside Google to be familiar with.
Is it pronounced like “shoogler” or like “zoogler?” Or do they buy a vowel and say “exoogler?”
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You're focusing on one word and missing the meat of my comment. The EU equivalent to US employment in terms of employee rights and pay is contracting. People in IT who take the employment route rather than contracting, do so because they want job security. eg they might have families. And much as you might be happy with your arrangement, there are plenty in the UK and Europe who do prefer longer-term job security ove…
I also have a family. I’ve managed to support my family across those 10 jobs. I need a job to support my family. But my duty is stay *employable”.
Lots of people, when evaluating the risks of contracting vs employment, find the reward far outweighs the risk. It sounds like you'd be one of them if you were presented with the same choice. And that's a fine decision for you to come to. But that's not going to be the same conclusion for everyone.
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this doesn't make sense. so why do usa companies hire contractors then? I worked as a contractor for decades and made 150% what perm employees made.
That I don't know. But the contractor market in the US is very different to the contractor market in the UK and EU. And from hiring in both US and UK, my experiences have been that US employees are more comparable to UK contractors in terms of rights and pay.
did you account for rsu value too or just basepay/hours . now that i am a perm employee a big share of my comp comes from rsu.
Please test your site on a phone. 2fps while scrolling text is not ok.
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> Without Google Translate I'd have had a much harder time in a recent trip to Japan. I haven't used Google Translate in years. You do know there are alternatives, don't you?
I do. I try them from time to time, they weren't better.
I had a very similar experience at Google about a year ago, and the worst part of it was that they did it 2 weeks before I was set to receive a 6-figure retention bonus for sticking around for 2 years after an acquisition.
Several other members of my team got the boot at the same time. All of us had come in via that acquisition and were set to receive that bonus, and because of the layoffs, none of us did. Folks I talked to on the inside stopped just short of saying that was why we were chosen.
It was especially galling because years before at the company that eventually got acquired by Google, I survived a round of layoffs, and leadership issued stay bonuses for everyone who was left. Those bonuses explicitly stated that they were still valid in the event that we were laid off before their time period was up.
Big companies are soulless.
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Weird, as someone from Europe I've never experience anything else. Layoffs here are always done in conjunction with the unions. People are moved to different jobs, helped with training etc... Only in very critical jobs they'd walk you out immediately but then you still get the pay.
It really depends on the people you work for, it's not like Europe is some kind of paradise in this matter. I was working as a contractor for a company in Germany, after a few years working together, they cut me off from one day to the next (the new manager decided to start saving money), even though my contract included a clause about a one-month notice period. They didn’t even bother to pay the invoice for the work…
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> Weird, as someone from Europe I've never experience anything else. As someone from Europe, I’ve never experienced US salaries. Go figure.
what about US costs of living?
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> People who worked there for 40+ years were basically given a few months' pay Those few months pay thing is the key difference. That is legally mandated.
You also get a few months pay in the US unless the company is truly broke.
Some states require payout for unused, earned vacation time.
State-managed unemployment pay is also a thing, assuming the employee wasn't fired for cause. I think some states require employers to pay into this via a payroll tax.
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i have had to avoid hiring excellent candidate(s) from EU, just because they would become unflushable if it comes to that.
How exactly would they become "unflushable"? Also, surely if they were excellent candidates then you'd be doing your absolute best to keep them around?
Well to be fair excellent candidates are excellent on paper. It sometimes happens (not often, but not once in a blue moon either) that the candidate turns out to be completely unsuitable for the job.