Get a $150k job as a senior software engineer, show up to meetings, do good-enough work and be polite and friendly to your coworkers and you'll basically be fine.
At performance review time you'll get the low-performer raise of 3% instead of the high-performer raise of 4%, but your hourly wage comes out ahead. Maybe you'll be a little more likely to get laid off in lean times, but those are sufficiently arbitrary that you could work nights and weekends and still get laid off.
Plenty of people have lived happy, well-rounded lives putting their energy into their families, hobbies and self-fulfillment while coasting through their career as a lower-than-average-performer in a series of 1-4 year stints at different companies.
I'd argue that this shouldn't be considered 'lower than average' performance. It should be considered average. And based on some companies I've been at, that should probably be considered above-average.
I know that's often not the case by managers and executives (hell I just saw an article about a CEO that is running an AI startup and tells people in interviews that they're expected to work 84 hour weeks[1]), but employees should really push back and insist that this should not be considered 'below average' performance.
[1]: https://www.nbcbayarea.com/news/local/greptile-daksh-gupta-8...
Figure out what you need, specifically, to get to the work-life balance you want. With a child that may mean work from home, flexible schedule, good insurance, day care subsidies.
From my own experience as a parent working in the software field, I found that companies that employed many other parents in my age range helped. If no one else on your team has a family they may not sympathize with the demands on your time you face.
- 5 weeks paid vacation, you can decide per day basis whenever you want (really)
- plus all annual holidays
- 320 paid days (70% salary) of parental leave per kid, divided between as you wish
- 40h work week
- regulatory maximum of 60h voluntary overtime per year
- free nice healthcare
Plus: - free sick child care service (at your home)
- massage benefit, travel benefit, culture benefit, electric bike benefit, car benefit, lunch benefit etc.
Everything except ”plus” is for all Finnish companies with atleast 20 people. Smaller compnies don’t have to provide the healthcare part (then it’s just free public one).
Plus benefits are common for most tech companies and best ones include the child care as well.
So this video is pretty accurate then?
>> - regulatory maximum of 60h voluntary overtime per year
WOT??? 60h of overtime??? What a dump!!! Our company maxes out at 55 hours...
</sarcasm - but I bet there's someone out there who thinks like this... :) >
You will have a good life balance. The pay is usually above average (speaking about the UK, not sure about the US). The benefits are also top notch. The colleagues you work with are really top notch too.
So what's the catch? well, if you want to get promoted, you probably will not. The reason is simple: Cisco has a really bad habitude of promoting people from within who have spent decades there. There are exceptions here and there, but if someone spent twenty something years at Cisco and they apply for a job, they have a better chance to get it than anyone else. Also, almost 90% I met there where already >10 years at the company. People leave Cisco and come back to it again.
PS: There have been layoffs recently, so thing may have changed.
Working at Amazon on boring internal HR tech is very different than working on S3
Also, unless it's a decidedly shitty work life balance company like Amazon's (or few others which might be in general good), there usually no such things as "company's work life balance" but as I said above - team's.
I wish it was not this non-straightforward but it really depends on your team and especially on your lead/manager who actually set that tone and ensure that people work in or around that tone. A shitty manager fucks up the work life balance of the entire team which in some cases might have been awesome for years and often leads to exodus of people who preferred and more often those voids get filled by people who manager prefers and of course sings the same tune manager sings.
Also, some people say "work life balance" is personal. Fuck no. Just like there are generic health and medicine guidelines for populace in general (even though there are some exceptions) there are generic work life balance (which DIRECTLY leads and relates to mental and physical health and well being) - hours, timing, leaves, breaks, clear demarcation of "after office hours", availability expectations esp. after office hours and its frequency, stress, pressure, atmosphere etc etc - and how much agency an employee has in these or deciding on these!
So in short - my experience says manager is the decider of work-life balance in a team.
Basically, do they look like they are chronically sleep deprived zombies? Are their eyes bloodshot? Hair kinda greasy? Movements shaky? Do they stare off into space? Reaction times slowed down? Essentially, do they look like a harried medical resident?
If it's just one person, maybe they are having a bad day, getting sick, or that's just their style. If it's everyone - you know the answer.
Why does this work better than it should? Because once you start down the path of sacrificing long term health for short term gains, there's nothing stopping you (or the management doing the pushing) from escalating further. The difference between normal and zombieland is quite stark.
Note that this is not a good heuristic when talking to managers of said team. They tend to always look fit and polished and well rested. Only the rank and file tend to look this sad.