I don't care how rich he is, he's wrong. Companies need people at the boundaries of context to clue people in, especially at the rate companies like Google lay people off.
Another way out to avoid laying off or not giving raises to essential employees is better performance management with qualitative and quantitative recognition and characterization without creating specific KPIs falling into Goodhart's law. Peer 360 evals that feed into performance reviews for cross-functional areas to show their strengths when they're supposed to be strong in that area. Also, there should be some discretion given to managers to advocate for staff who improve performance of the team or of multiple teams.
It’s enough that it’s the last place I’d want to start a job at because I could get laid off just as soon as I start.
A Harvard/Stanford/MIT education used to be about the rigor, the education, the knowledge, the tutelage. Now it's about having that name attached to yours. Same goes for FAANG.
“No, it’s just, it’s survivorship bias. There were plenty of people like that there then too; you just haven’t heard of them because they’ve done nothing with their lives since.”