The adjective "conservative" is a short way of saying "averse to taking risks". This video has zero political meaning or reference. Thank you :)

@RossRyles

3 жыл бұрын

At least in the UK, a distinction is made between Conservative and conservative. The capital letter Conservative is a proper noun related to "The Conservative Party". Small c conservative is used when you don't intend any political connection. Obviously this is problematic when capitalising a title, but you can be explicit. e.g. "Why Big Tech Hiring is Conservative (with a small c)".

Elon Musk says in interviews that he’s open to hiring anyone regardless of education. On Tesla’s website, they want an MBA, and 10 years experience.

@FurEngel

3 жыл бұрын

If you actually study this, you will find out that concept is BS. He asks if a company would not hire Steve Jobs? Well, in an alternate universe which only differs by him not founding Apple, he would be a smelly bum that other people don't like to work with, and so no, no company would hire him.

@Pre-Omniscient

3 жыл бұрын

@@FurEngel If it only differed by him not founding apple he'd still be a Pixar founder :p

@pedrovega4059

3 жыл бұрын

It's a wishlist just apply anyway if you think you can do it.

@FurEngel

3 жыл бұрын

@@Pre-Omniscient Nope. He bought Pixar from Lucas for 10M from shares he sold from Apple.

@xv179

3 жыл бұрын

Sometimes Elon musk contradicts himself quite a lot. He says about "open hiring" and he also mentioned "the broken software engineering interviews" but then he also mentions the "super hard" coding test to hire software engineers for the autonomous driving teams for Tesla. Contradictions in his arguments. I would not try to believe everything is says. (PD: I am a big fan of elon musk, don't get me wrong)

Great talk but the opening montage’s frame rate gave me a stroke

I work in FAANG and this guy is making many true points. Big tech companies do not want to take risks on candidates, the interview panel needs a high degree of confidence you can do the job/project and meet their high bar (the standard). Many ordinary professionals would suffer or fail on the type of projects (especially long complicated projects) many big tech companies are working on and that risk of failure both operationally and reputationally is not worth insiders taking. If they hire you and you suck, now they have to backfill and others on the team will need to step in for the failure you've caused.

@andersbodin1551

3 жыл бұрын

I disagree that it is unique for FAANG, it is like this in all companies i worked. Maybe the bar is just even higher in FAANG, but the fundamental problem is the same, its super scary to hire someone new even if they look good on paper, (unless somebody you know vouched for them), Like you say if it does not work out it impacts the whole team, the team might need to do over time to help with on bording, and if the hire leaves the team might have to do overtime to pick up the slack.

@A2Kaid

3 жыл бұрын

@@andersbodin1551 I have worked at both FAANG and financial services and other industries. The bar is lower in other companies. Facebook/Netflix/Google would rather reject a good candidate than hire a bad one.

@andersbodin1551

3 жыл бұрын

​The impact of a bad candidate far outwighs the impact of a good candidate, regardless of wether you are FAANG company or not. Especially if you are in a country where its virtually imposible to fire an employe like it is in many countries in Europe.

@andersbodin1551

3 жыл бұрын

Here most companies will say no to an applicant if there is any doubt in there minds, even if it means that they will have keep the position open for another 6 months.

@A2Kaid

3 жыл бұрын

@@andersbodin1551 Yet time and time again many companies do not and can not hire world class talented people. Some only have access to a limited pool due to geography and resources. The point I'm making is the bar is far higher in FAANG, also FAANG companies have a hiring process that is unique compared to many companies that prevent any single team or manager from lowering the hiring standard. Amazon has their "bar raiser", etc. In most companies only the team with an opening will interview the candidate themselves, in FAANG that is not common they have people outside the team vet the candidate too thus raising the bar across the org.

The other reason why larger tech companies are more choosey is because they can be! The have a large pool of candidates and a large portion of offers get accepted. Startups and smaller companies often struggle with low offer acceptance rates for the most qualified candidates. Sometimes taking a risk on a candidate is better then waiting months (or years) for the ideal candidate to come around.

@sonicbroom8522

3 жыл бұрын

And yet that doesn't stop these smaller companies from making these ridiculous job postings with a laundry list 2 miles long of skills and experience required just to apply. And then they wonder why no one applies to their jobs. Its really stupid

This is going to be a huge channel, been reading the blog for awhile!

@mrgergelyorosz

3 жыл бұрын

Thanks, Moshin!

@bhooshan25

3 жыл бұрын

yes I feel the same

This is exceptional content. Thank you for these. Subscribed and keen for more.

Thank you so much! Videos like these help the candidates to know what happens at the other end.

Thank you for the content you publish. I really like your channel!

You bring a lot of good points. What I would add is that what you describing for big tech in terms of hiring is pretty much how every fortune 500 company hires. The differenciation here is big vs small company. Regardless these really good points you're bringing for your audience.

Very informative and insightful. As an outsider, this made me understand the pains in your work much better. Please make more insightful content for outsiders if possible.

Hi! Thank you, these are some great insights.

I enjoyed your videos and found them very helpful to my processes. One suggestion I would make for this video (can't remember if you fixed it already) is that the constant zooming in and out was distracting and overused; perhaps reduce the occurrences or do away with it altogether? Your content is great and doesn't require zooming for emphasis.

My guess as to what makes big-tech conservative, is their massively deep pockets and reputation. If you're mid-tier and a guy/gal turns up for interview in a dressing robe - maybe eccentric genius you can pick up for under market-rate, or maybe a disaster - it's a gamble, but it might pay off. If you're google (or any big-tech) - you look at that gamble, and you don't need to make it. You've got budget to pay what the market wants and a queue of CVs stacked up behind this one. What I thought big-tech missed out on, is tiering recruitment. If you've got deep pockets, one recruit to fill one vacancy and having to mitigate that risk is something you shouldn't be forced to do. Take on a larger pool than you need, get them working for a reduced rate on non-critical/skunkworks, shed a third that don't work out, promote up a third who work well, retain a third to seed future non-critical stuff. Critical teams are isolated/protected from disruption, but your net is cast wider and picks up the people you might have otherwise missed.

I have no idea about companies like Google, Uber, FB where hiring is for the company and not for the team. If during the team matching phase there does not seem to be specific team that matches your skillset or what you want to do next - what happens then? Do they ask an Android developer to do Big Data all of a sudden? Or are you just simply out of luck! Curious to hear from you!

That was a great video and probably gave to many people that "I knew it!" moment. This conservatism is even worse on places where firing an employee is a long and costly process that still can end in court. If this conservatism is paying off and guaranteeing nice employees, that's fine and nobody can blame the hiring managers. My sincere question is: does it? Or does lucky have a major contribution in the process but having an extremely risk-averse hiring process just covers everyone's asses in case a bad hiring happens?

Can you do a review of the process/expectation of hiring of engineering manager or director of engineering positions. How their onboarding looks like, how long, how their performamance review looks like, etc.

@mrgergelyorosz

3 жыл бұрын

That's quite the topic in size! I would need to do a couple of videos on each. I've added it to my list of video ideas, thanks for the suggestion! Hiring engineering managers will be a lot more bespoke than engineers. At Big Tech, hiring line managers can be a bit more "standard", but because hires are made less frequently, and hiring managers will have specific requirements, there won't be a "one size fits all", in general. I've hired a few managers, interviewed managers of managers and directors and was in some of those debriefs as well and I'll be happy to share what I saw.

This seems to create a setup where you could take a moneyball approach, where you find some signals of underappreciated skills and use that to bring down your mean time to hire. It also seems like a huge opportunity to optimize onboarding so that you can not have that constraint be something that makes you too conservative in your approach.

Thank you so much. I was getting disheartened after multiple rejects. This gives me more hope.

@jonathancohen2351

2 жыл бұрын

It's very common for someone to not get in on the first try. Sometimes it takes many tries with the same company.

How to approach this.. i got a call from the recruiter after my onsite from a big tech telling me that i have impressed everyone on panel but they don’t feel fully comfortable yet to put an offer as I didn’t have the recent tech experience to support my self study i did for the job interview. Now they said they encourage me to prep more and come back after 6 months. Surprisingly when i asked the technical recruiter he didn’t have clear concrete points as to why I didn’t make it this time. Seems like the HM on the panel wasn’t sufficiently convinced on the technical depth. What would you suggest?

This man is speaking the truth again. Thank you Pragmatic Engineer.

Well explained Gergely

@mrgergelyorosz

3 жыл бұрын

Thanks, Adebayo!

Is this conservative hiring process only for engineers, or does it also apply to other professions in big tech like UX Design, for example?

Unfortunately for big Tech good leetcoders are not necessarily good engineers and visa versa. Their hiring practices will likely lead to group think and sclerosis in the long run.

4:55 is definitely not true for all big Tech. In both Amazon and Microsoft, hiring is specific to a team. For some companies, at least at a senior level you need to be somewhat familiar with the tech/domain/stack to even be considered for a position. E.g. an iOS dev is pretty unlikely to get an offer from a team that deals mostly with distributed systems backend: sharding, replication, consisteny, multi master replication, strict linear serializability etc. etc. Neither will a React/web dev fit into a backend team whose sole focus is on big data e.g. data lake, data warehouses, spark, map-reduce, hadoop etc. On the flip side, from what I have heard from my friends at Amazon and MSFT is that if you have to leave your team (due to any reason) you pretty much have to do LC (LeetCode) style interviewing to join the other group sitting in a different floor in the same building/or building across the street. And what I have heard is that it is pretty darn demoralizing/demotivating experience!!

@jonathancohen2351

2 жыл бұрын

Amazon has bar raisers whose role in the interview process is to make sure that the person hired could work on any applicable team. Google has started to be a little team specific in that the team fit meetings occur before the hiring committee makes its decision.

What is "good" performance? What would merit a PIP? Exactly why

I didn't know Uber was considered "big tech", I thought that the tech aspect was just the "tool" for their real business (being a transportation contractor company).

Do you think it will always be this way or you see some change coming?

My biggest fear is that these practices are just going to make 'tech' a smaller and smaller insular world of insiders, thus resulting in a bigger backlash than we've seen towards these companies.

@hqrlock

3 жыл бұрын

Anything elite is a world of insiders. Most of the people who work at top firms, being in tech, finance, health, or anything competitive, come from top universities and often know each other since childhood.

@tfustudios

3 жыл бұрын

@@hqrlock Absolutely! And all very highly trained elites at that! My point is, that's a very bad thing!

@ianbelanger7459

3 жыл бұрын

This isn't a future state problem. It is a current state problem. The baked in assumptions and processes underpin the issues seen across tech and most large Western companies. The hiring practices that require conformity for junior and less skill personnel allow for various abuses of power to be normalized. It also ensures that people that could object won't be hired and limits the type of lateral thinking available when the business environment changes. Hiring only for immediate capability limits the pool of talent to those that have already done the thing and culturally removes any thought about investing in the people. Perks aren't investment they are pay, which is why the employees are mercenary. These methods are good for short term profit, but are less likely to support long term stability because they are calibrated to have other people pay (in terms of time and money) to find the talent.

@hqrlock

3 жыл бұрын

To be honest I think this is just the way humanity works since the dawn of time. And it was worse before. A roman slave had 0% chance of becoming anything else than a slave.

@ianbelanger7459

3 жыл бұрын

@@hqrlock while it is a tendency, it is humanity's ability to temper instinct with culture (in the sense of group norms) and thought that separates humans from other animals. Looking at that Roman slave, they could earn money, buy their freedom and their children were free. During that same period, a barbarian that completed military service gained a pension and became a Roman. Business culture especially at large firms has changed and is responsible for some of the issues discussed. Because business culture is the reflection of senior management's values in the middle management it keeps, the opening of international labor markets in the 1980's allowed senior management to look only at how much a person cost and not that person's potential changing how big companies looked at people. As stated in his video on salary, the hiring process looks across continents for skills, which means there is little culture of developing those skills internally. While there are many reasons to develop a more development focused culture, more limited resources pushes a company that way. This can be seen in militaries where the skills needed generally don't exist in the general population.

Why is the intro slowed down by .5x speed?

Your channel is amazing do you have any information about china

Hi, is it ok to apply 2-3 different position at the same time and same company? (for example, software developer, platform engineer and SRE engineer)

@OmarQunsul

3 жыл бұрын

That's HOW* it works sometimes to increase your chances. When you get a referral at Google for example from a friend, you can apply up to 3 jobs at the same time. What I can suggest you do, is to apply for 1 or 2 jobs (that you like the most) first, if you don't get a call, by the end of the month, before the referral expires, apply for another job. This is just to avoid being called for a role that you don't like from the beginning

@aturan-fo1qt

3 жыл бұрын

@@OmarQunsul Thanks

@mrgergelyorosz

3 жыл бұрын

I would suggest you apply to positions you feel you're qualified for. If there are multiple, do this. There might be a different recruiter for each position. Within the company, recruiters will see that you've applied for other positions (important so they know who is talking with you) but that won't have any negativity with it. If you can get a referral, you have a higher chance of getting a recruiter callback: Big Tech sees large application numbers for each position. Best of luck!

@aturan-fo1qt

3 жыл бұрын

@@mrgergelyorosz 👍🙏

Can you talk a bit more about the concept of a "Bar Raiser"? I haven't heard about this before.

@amonhavers2518

3 жыл бұрын

A bar raiser is usually someone in the hiring loop who is 1) not part of the team the person interviewed will become part of (if you're being hired for engineering, they might be from finance or marketing, etc.) and 2) Trained at interviewing especially for checking if the person interviewed aligns with the company culture and values. They then are a big voice at the debriefing table when the hiring manager is not certain people meet the hiring bar or are a cultural fit. From my own experience I can tell you bar raisers are usually really and know really well how to make you feel comfortable during the interview. They have done the most interviews of all of the people in the hiring loop and thus know exactly what questions to ask in order to get a good overview of the candidate.

Oh... thought he was talking about politically conservative (in the US, that would mean right-wing) haha He really just meant that they hire less-risky...

@alext5497

3 жыл бұрын

Pretty sure it was click bait.

@mauricewalshe8339

3 жыл бұрын

I suspect its American HR people / Pactices.

@luizfelipels7

2 жыл бұрын

Why click bait?

Thanks a lot, all you videos I have watched so far are awesome, and very helpfull. In this oune I need some more information in order to understand it clearly. Could you clarify the numbers a little bit? When you take chances 2 in every 3 are successfull, but when you are totally conservative, what are the numbers? From what you say we are supposed to presume it's 100%, but I highly doubt that. And also, what exactly is the criteria you are using for "this guy worked, this guy didn't".

@mrgergelyorosz

3 жыл бұрын

Unfortunately, I can't share specific details. We're talking about people I hired and worked with, and I can't share anything that could track back to make people identifiable. I have personally observed some "risky" hires earlier at Uber in a greater radius, (giving them a pass on e.g. coding, or communication skills). Some of these people then struggled on exactly those areas: their peers called out the same issues we saw on the interview, they sometimes did not meet expectations, and some might have gotten on a performance improvement plans (PIP) - some stayed and improved (though their career trajectory suffered), some left, and some were let go. It was very painful for everyone involved, in every case (the person, the manager, the team, and, ultimately, the company). On my team in Amsterdam, every hire I made in this "conservative way" throughout my 4 years at Uber did not leave Uber (30+ people) until COVID layoffs. So I'll wager this was a 100% success rate for my specific case - not just due to hiring, but other factors, of course. E.g. I was always big on giving early and specific feedback when I saw issues, talking about their career, or helping people get promoted ( blog.pragmaticengineer.com/software-engineering-promotions ). I did pass on several people who might have worked out well, but there were one or two concerns. In a startup environment, I probably would have hired them. But not in this setting, with a committee decision, uncertainty on what team they'll go on, etc.

@fernando-loula

3 жыл бұрын

Thanks for your feedback, really usefull. I’ve been considering working in the software industry, only started to study programming, but i see I am a total underdog. If I ever manage to get anywhere it will be a really bumpy road ahead, and your advice is really insightfull.

@juandager5220

2 жыл бұрын

@@fernando-loula The beauty of a software career is that one gets better with time. The more you practice, the better you become. So every failure is getting you closer to your goals. It can feel like a lonely sport at times. Engineering is 1% inspiration and 99% perspiration.

Have you ever hired anyone with no real world experience? (Just personal projects and bootcamp, coursera)

@zakraw

3 жыл бұрын

@Parker Sullins Which company are you from? What about hiring as an intern?

Hello Gergely, Is the bar for Big Tech in Europe the same as in the US?

@mrgergelyorosz

3 жыл бұрын

It can vary per location & team. The interviewers will generally get the same training, but it also comes down to the mentality & approach of the people you interview with. E.g. I've noticed SF & Bay Area interviews being far more "algo-heavy" than in other locations, e.g. how we did it at Uber, in Amsterdam (you just needed to use data structures, we didn't push people into exotic algorithms, pathfinding or stuff like that). I've helped interview people in the US, in India and (obviously) lots of people in Europe, and in general, the bar tries to be similar everywhere in theory. But regionally, it will differ and realistically it can be easier to join Big Tech in smaller, and growing offices, where they have a more flexible approach to hiring.

@swagatochatterjee7104

3 жыл бұрын

@@mrgergelyorosz Thank You for the insight. Comparing Google questions in India and Singapore against the US, I found the DSA questions in the US bit easier (i.e. they won't throw you problems like DP on trees). Hence I was curious about the situation in Europe.

@mrgergelyorosz

3 жыл бұрын

@@swagatochatterjee7104 This is exactly where the local office might make a difference, as well as regions. Usually, when Big Tech opens an office, they hire a site lead and give the direction "hire the best. Here's how we do it {e.g. in the US}". Then the local office will adapt it. In Amsterdam, we decided to not do dynamic programming, path finding, sorting etc (at least not in my org). But honestly, every team can vary. At Microsoft, teams decide how to hire and I knew a team in the same office that took it super chill (small takehome and a bit of chat), and another that went all algo-friggin-crazy. When I prep'd for Big Tech (FB and Uber), I refreshed everything, including DP. I never really liked DP and it took far more effort to have it "click" than others, but figured I could get it (did not, in the end). If you can handle DP, I don't think you'll have many surprises after that tbh.

@swagatochatterjee7104

3 жыл бұрын

@@mrgergelyorosz thank you for shedding light on the process of how the regional decision-making processes are made. I didn't know that. What I meant, when I mentioned DP on Trees, wasn't like oh I'm afraid of DP I won't stand a chance there. What I meant was you can be asked DP or Binary Search questions from the difficulty level of "Cracking the Coding Interview" (think the application of Knapsack problem, pretty standard) but you can be asked questions from the difficulty level of ACM ICPC (think two alternating recurrent relations with bitmask). Now making that leap from "Cracking the Coding Interview" to ACM ICPC is indeed a challenge. If Microsoft, Uber, or Amazon follows it, then it's a pretty wide bar.

@mrgergelyorosz

3 жыл бұрын

@@swagatochatterjee7104 Big Tech doesn't do detailed guidance on what questions to choose, just on what signals to collect (the better companies, that is). Many places have internal interview question banks ranked by difficulty, but it's down to interviewers to use them (or not). So what you are asked is super dependent on the team, and even the interviewer. I knew an engineer in Uber Amsterdam who asked DP questions... until we found out, talked with this person and had him do something that was more in-line of what we all did in that location. What I think it much better in sw engineering hiring over other industries is you *actually* can prepare for the range of challenges you might get. This is not true for most professions, where if you interview in another country (or even company), you often have no clue to how to prepare, and what to expect.

Big tech companies are conservative to hire engineers but when they find a successful startup inventing a good product they sell it and combine it to the company. So the startup will continue with the process of the startup or with the process of the Big tech company? and the infrastructure they will use and so many things??... Will they make for the whole teams an interview to accept them? I think their strategy depends on what happens in the market. It's like I don't hire today because you are not good enough to join my company, but when you invent new thing that compete me I'll take you or buy your product.

@mrgergelyorosz

3 жыл бұрын

As I understand you’re asking about a larger tech company acquiring a smaller one. It does happen. Acquisitions are a whole different playbook, and the usual answer is “it depends”. Depends if they’re acquiring the team, the product, both... it gets complicated. There is always a due diligence process, though.

@slimhmidi6398

3 жыл бұрын

@@mrgergelyorosz whatever the process it will be. There will be exceptions; chosen interviewees that won't fit well the team and the process or others like you mentioned in the video who surprise everybody.

So what you’re saying is.... a company that treats its employees well, and has a has a lot riding on their products... will be selective about their hiring? Weird!

What exactly constitutes “big tech”- do you mean FAANG, Airbnb, DoorDash, Uber, Microsoft?

In the UK, we'd say that big tech companies are "conservative", with a lowercase C. You may need to make a distinction between conservative actions and conservative politics (i.e. the Conservative Party in the UK, hence the capital vs. lowercase distinction :) Big tech tends to be fairly liberal and left-leaning when it comes to its employees (at least when you look at the usual SV / FAANG places), however their operations are extremely conservative. Just wanted to point out that this difference might confuse some people, I know I clicked on this video expecting a completely different topic of discussion than I ended up getting (although it was still very interesting). I was expecting a take on the Liberal vs. Conservative politics of big tech.

@mrgergelyorosz

3 жыл бұрын

Thanks. I had no idea people would interpret it as such 😳 I meant the adjective (less risk taking), not the political party.

Am I the only who thought this would be a politivcal video ? Anyway good points.

strange reasoning when a quick google search shows about half of new employees leave big tech right around one year. so most people are gonna be gone anyways in a pretty short period of time.

. . . Did you steal your intro from "I don't know about that" with Jim Jeffries?! 😅

it only big tech it is almost any big company. oil, accounting, motor vehicles. once they become big they are HR departments that have procedures and policies

@mauricewalshe8339

3 жыл бұрын

Yep stopping the "tail" functions like HR, building services and accounting from making long term suboptimal choices that damage the company is key

A coincidence or he beeped out Facebook in the beginning? 😀

Because they can very choosy, lot peopl want to join these big techs. All other companies too have concerns mentioned here, too have same issues and more difficult to hire good people because of popular brand, it’s just that they don’t have an option.

I only work in Tiny Tech. I am the smartest person in the room because I am the only person in the room. As the only programmer in the company, nobody has any idea what I do and everyone just assumes I am a genius.

It's indeed very tiring if not all of your team members perform at the same level. It's unfair when good engineers have to burn themselves to compensate for someone else or worst, the other gets rewards for finishing on time for less work. Bad performers coupled with mismanagement can cause good talents to leave. I've seen it many times, from small companies to big tech. Hiring is for your team, not yourself.

@mauricewalshe8339

3 жыл бұрын

That's why you train and mentor new grads / juniors

@rangermaverick85

3 жыл бұрын

How do you measure performance? What does the word "bad" mean? You are the perfect example of toxic candidate that shouldn't be hired 🙂

The problem: startups follow big techs without knowing why. It's more and more conservative, it's crazy.

What, in your experience, are the typical reasons for people who interview well in coding/algorithms but then fizzle out over time?

@jastat

3 жыл бұрын

That would be because there is no correlation between current coding technical interviews and actual job performance.

All of the arguments made for making conservative hiring decisions apply to small to mid size companies (at least from what I've seen). In small companies, engineers move from team to team, so other HMs may end up managing the new hire. PIPing and firing someone is stressful no matter what size the company is. So I still don't see a clear reason what makes Big Tech special.

If you have the skill to work at big tech you should be trying to start your own. I can't imagine being turned down for some 'conservative' reason that these billion dollar businesses can't shell out a few more dollars on human capital.

@juandager5220

2 жыл бұрын

Paul Graham has written extensively about this. A big company guarantees many perks, including a stable income. It is a safe bet. By contrast, 90-95% of startups fail within the first year. You may be a genius coder, but this does not imply founding a successful startup that becomes profitable long term. But I would take the risk if the worst case scenario is manageable...

I wonder why big tech only has this problem. There are other companies that also have successful stable products/apps but dont have such a conservative hiring approach.

@sonicbroom8522

3 жыл бұрын

Its because big tech wants to feel exclusive and special and 'elite', when in reality the reputations of these companies are at an all time low. There is almost zero trust as far as privacy between the customers and the company, and it gets worse every day. The prestige of Big Tech is eroding rapidly

@DivyaMan

3 жыл бұрын

@@sonicbroom8522 Agreed. I have a friend who works for one of them. Apparently their employees are given rewards for posting online content that paints a good picture of the company (even if its a false narrative)

@sonicbroom8522

2 жыл бұрын

@@DivyaMan Wow. That sounds literally like something China does

As a senior software architect, I will never work for Big Tech because you’re too large to be significant, and will not work for startups because they’re too small make significance. Already refused 2 offers from Amazon.

@sonicbroom8522

3 жыл бұрын

So then WTF do you do?

@DarpaProperty

3 жыл бұрын

@@sonicbroom8522 middle ground is the sweet spot, or simply building your business.

In Germany, the law is that you can take parental leave up to 14 months. It doesn't matter which company you work at.

@mrgergelyorosz

2 жыл бұрын

It’s a great benefit - though it’s not paid (you get government support of up to €1,200/month). At Uber I got 18 weeks paid leave, including stock vesting not stopping. This was global policy (any country that has more generous regulation overrides this of course) In the Netherlands you can also take additional, unpaid parenta leave of 26 weeks during the first 8 years of your child born.

@user-ov5nd1fb7s

2 жыл бұрын

@@mrgergelyorosz I am on parental leave now, in Germany. The government pays 50% of my salary, which is more than 1200 euros. It is called Elterngeld.

Paternity/maternity should just be law as in most countries.

I missed read it. I thought it was referring to hiring Conservative people.

@sonicbroom8522

3 жыл бұрын

Big Tech does not hire conservative people. They will fire you if you are found to be conservative. EEO doesn't apply to Big Tech

In order for you to get in big tech companies you need to be working in those companies already😂😂😂

Big Tech can afford to be conservative - They have thousands of applicants per role. The pickier they are, the easier it is to sieve

Long story short, it is better to discard bozos instead of missing the genius people

I thought they were hiring politically conservative people :'D

@sonicbroom8522

3 жыл бұрын

its the opposite. If they find out you are conservative, they won't hire you. Its illegal, but they get away with it

Why did it take me half the video to realise you didn't mean they will only hire people with right-wing political views

@mrgergelyorosz

3 жыл бұрын

Haha! Didn't even think of that meaning!

@filmbyben2

3 жыл бұрын

@@mrgergelyorosz I think because you capitalized 'Conservative' it made me think it was a noun

@lorrimang

3 жыл бұрын

Conservatives aren't right-wing. Right-wing is authoritarian, like the Left wing just in a different way. Conservatives are (approximately) traditionalists and in modern times tend towards classical liberalism, eg, liberal democracy where the minorities aren't coerced in the private sphere.

@filmbyben2

3 жыл бұрын

@@lorrimang you are wrong. Conservatives are right wing.

@lorrimang

3 жыл бұрын

@@filmbyben2 Lol, thanks for that, but that's just Leftist propaganda. You need to be more circumspect about what you are told. Conservatives are most definitely not rightwing.

And here i was, wondering why would big tech discriminate against liberals.