Open Competitions: Thoughts on the Netflix OSS prize

blog.justinsb.com

23 points·justinsb··6 comments

netflix has a policy of hiring great people and booting them after their first big contribution.

basically a way to get top talent, lure with promises of stability and career, get them to do what should have been a highly paid consulting jig and boot them.

after experiencing that second hand, i will take my time to contribute to projects that wont benefit them directly

Very interesting if true, any proof/resources?

It wouldn't seem in Netflix's (or any company's) best interest to behave like that: essentially, firing someone that has produced, that they're under-paying.

You're under no obligation to share more details, but you'll have to recognize that you have a high burden of proof here if you want others to believe you.

I enjoyed the competition and would do similar ones again.

Source? I worked for Netflix for two years and loved it. I left to explore working for smaller organizations. Most of the best engineers that I worked with are still there. The great engineers I know that have left, left on their own because the recent stock performance has enabled them to explore other opportunities. Netflix has the best engineering culture that I have experienced.

What, in your view, makes its engineering culture good?

http://www.slideshare.net/reed2001/culture-1798664

This deck is an accurate representation of the Netflix culture. The company is big so you will have different experiences in different parts of the company, but I felt like leadership was very serious about encouraging the culture described in that deck.

That deck describes the type of culture that I am productive and happy working in.

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