Can you imagine working at FB, which despite its considerable ethical failings, is a decent employer from what I've seen and suddenly being told you're going to Amazon and need to start memorizing The Principles?
Working at FAANG is easily regarded as one of the higher end jobs in the SWE world (from comp and prestige) and does generally require you to be in the top % of people who know how to code. That much is fairly indisputable so unachievable is a good way to put it for most folks (even if they are into programming already)
It's really not. There's thousands and thousands of engineers, from mediocre to truly great. With the right preparation, a lot of it just comes down to getting lucky with who interviews, how they're feeling that day, etc -- luck.
You might find this interesting: https://www.youtube.com/watch?v=r8RxkpUvxK0
You can't get in without both luck and preparation. That part I won't deny, but most exclusive things in life involve that bit of luck since everyone starts to hit the "threshold" of qualifications pretty fast
No, you cannot say the same thing about Ivy League admissions, at least not at the current point in time. Ivy League has a massive supply of qualified candidates to fill the demand (aka the fixed number of seats they have) many many times over. Tech companies don't have that luxury. They have a lot of candidate supply, but the "qualified" candidate supply is much more difficult to come by.
Ivy League admission officers admitted multiple times in public interviews and public statements that there are a lot of people that would qualify and succeed at those schools just fine, but the schools have very limited numbers of seats, so they have to have the bar be set higher and higher in order to accommodate truly the "best" (based on whatever metrics they use to determine the best).
With FAANG? They are desperate to hire good engineers. As someone who interviewed candidates at one of them, for every single interview I went with the mindset that I want to hire that person, as long as they demonstrate they are competent enough to do the job. There is no such thing as "limited" number of spots (as it is with Ivy League admissions). If every single candidate we interview is qualified, we will hire every single one of them, we won't be artificially raising the bar just to accommodate a specific X number of people because we cannot fit more. We can. Of course, my specific team cannot hire 50 people, but if all 50 candidates are competent, we will try to set them up with one of our sister teams or any other team in the company that desperately needs engineers, and there are tons of those teams.
The real problem is that a lot of those people we interview tend to not even be able to do fizzbuzz, and I am not exaggerating. I used to think that people said that statement as a joke back then, but after interviewing enough candidates, I realized that they weren't kidding.
TL;DR: they aren't similar, because Ivy League has a fixed number of seats available, and even if every candidate is qualified, they can only accommodate a predetermined number of them, so they have to artificially raise the cutoff metrics. For every candidate my team interviews, we can easily hire every single one of them if they are competent, without artificially raising the bar just to have a fixed number of hires.
You have to be capable and interested in passing a FAANG interview. Presumably those that failed the FAANG interview process are either incapable or uninterested. My money says it's mostly the former.
You have to pass-as what FAANG deems as the top 1%. Most people don't.
AND I am only talking about the algorithm and behavioral parts of the interview and working on the assumption that I will pass any general questions on system design, ML, etc.
Other than the CS degree, you are also make a 130+ IQ assumption here.
1. IQ is going to be in the 120-130 range for MIT and other FAANG target schools (https://www.iqcomparisonsite.com/occupations.aspx and factor in the GPA necessary and those correlations). If you are NOT from those schools, you are less competitive and have more to catch up on (like me). Whatever you say, either you had a lot of study free time or your IQ is higher than you think, as IQ translates directly to learning speed, especially on computer-related tasks.
2. Big deal. For a young student out of school? No, it's the rational choice, though a lot of people out of school/college NEED to work to keep the bills paid. For older people - dedicating a good 3-4 hours a day is going to lead them to underperform at work (at least it would for me), so it's kind of a big risk.
The pay increase is also "debatable", arguments like COL, vesting, decrease in quality of life due to commute, relatively-high (by non-FAANG) standards salary, taxes, etc come up. And that's without mentioning potential kids.
There is a reason that most people do not work at FAANG.
And I want to echo a point filoleg made. You don't need to be the top 1%. It's not like Ivy League school acceptance where they are artificially throwing people out. FAANG is dying to hire. My team has been trying to hire multiple people for months and we have gotten exactly 0. Every hiring manager goes into interviews wanting to say yes and the requirements are extremely clear and manageable for anyone willing to put in the time.
https://www.seattletimes.com/business/amazon/amazon-tells-bo...
And “instruct managers to hide from employees when they're on a PIP”
This is not as clear cut. The document cited by Seattle times clearly states to not go into details of the Focus application, and instead go into how they can improve.
A quote: “Do not discuss Focus with employees. Instead, tell the employee that their performance is not meeting expectations, the specific areas where they need to improve, and offer feedback and support to help them improve.”
Start looking for another job before I get fired. Which I assume is about 10x easier than doing so after the fact.
It seems like this is a sorta "pre-PIP"?
> If Amazon employees don’t improve while unknowingly in the Focus program, they are then placed into the “Pivot” program, according to previous reporting from Business Insider. Employees told Business Insider that if they were placed in Pivot, they were either offered a severance package or given a chance to be put on a performance improvement plan.
So "Focus" is more a manager-focused thing and then if the manager isn't able to turn things around, out comes the real PIP, is my impression.
Honestly, I've had to put someone on a PIP before, and more support and training on what to do before it got that bad would've been very appreciated.
I think the manager needs to be transparent about "you need to do better" but not about internal management practices necessarily at that point.
Other companies don't propagate their corporate culture so explicitly, so it seems a little weird and cultish. But if you're a big company doing things the same way other big companies do them, you're going to get the same results that other big companies get. Amazon wants to get better results than other big companies.
When I started at Amazon, I felt like 14 was simply too many. I tried to do a Carlin-style winnowing, but darned if I could get the number below twelve without starting to lose things that the company obviously thinks are important. (They recently added two more, by the way.)
As a bonus, after a stint at Amazon, your familiarity with their leadership principles can make you very desirable to other companies. I know a number of people who were individual contributors at Amazon and were snagged by Microsoft for leadership positions, either team leads or product managers.
Class is also a generalization: I'm a gainfully employed SWE, and I (by choice) live in a neighborhood where I hear gunshots nightly. I don't own any new clothing, my nicest pair of shoes are my work boots, and my friends are almost entirely blue-collar people. I could easily afford to live like an upper-middle-class yuppie, but I border on lower class at first glance.
Is class entirely economic, or is there a social aspect?