81–90 of 734 posts
>a little over four years Full vest. Time to go. I've had WFH people around for more than 20 years at all the places I worked over that time. Mostly they were doing their job, yet there were always limits felt to what they can do and how much they can do.
Pretty much everyone who has them is at least considering--even relatively modest--vesting schedules when they make moves.
>a little over four years Full vest. Time to go. I've had WFH people around for more than 20 years at all the places I worked over that time. Mostly they were doing their job, yet there were always limits felt to what they can do and how much they can do.
Pretty much everyone who has them is at least considering--even relatively modest--vesting schedules when they make moves.
I recently left Amazon for a fully remote position and that was my sole decision making factor.
I am working for Amazon, fully from home. Zero expectation to ever step into the office. Each organization within Amazon is taking a different approach, leading to a lot of variability. Throwing this information out there in case anyone is put off by assuming that Amazon is demanding a return to office.
If you’re considering an offer from Amazon I suggest you make it very clear from the start to your hiring manager your expectations on remote work and working hours. Theres some teams at Amazon that are taking a strong return to office stance and others like mine that allow for fully remote.
>a little over four years Full vest. Time to go. I've had WFH people around for more than 20 years at all the places I worked over that time. Mostly they were doing their job, yet there were always limits felt to what they can do and how much they can do.
Pretty much everyone who has them is at least considering--even relatively modest--vesting schedules when they make moves.
Earlier quoted context omitted.
Do they leave them all the time because of a return-to-office policy?
Probably not. I really doubt that most people would give up a job in a satisfying office environment with people they truly enjoy working with on a product/project they are excited to work on everyday simply because of they are told they have to go in and meet those people they really groove with three times a week.
Earlier quoted context omitted.
> We deserve to have input into how we work best and if that means walking away from companies run by egomaniacs that need to see butts in seats, then so be it. The logical conclusion of this line of thinking is to organize your coworkers. You have much more bargaining power about your work conditions as an organized union. The history of unionization stems primarily from workers demanding safe working environments.
> You have much more bargaining power about your work conditions as an organized union. You also give away your power as an individual to those running the union.
Is there anything HNers feel more passionately about than remote work?
Earlier quoted context omitted.
> We deserve to have input into how we work best and if that means walking away from companies run by egomaniacs that need to see butts in seats, then so be it. The logical conclusion of this line of thinking is to organize your coworkers. You have much more bargaining power about your work conditions as an organized union. The history of unionization stems primarily from workers demanding safe working environments.
> You have much more bargaining power about your work conditions as an organized union. You also give away your power as an individual to those running the union.