We've decided to wait till 10th grade to give our kid a smartphone. We might get a dumb phone sooner than that if they need to call us. It's easy to see kids getting addicted to any type of screen - TV, laptops, etc. Having a phone with them all the time seems like a terrible idea.
As per my CEO, it's ok to do endless interviews to find that one good candidate. It doesn't make sense to me but hey it's not my money. One of our engineering managers was complaining that they had to do 80 interviews to hire one candidate. Colossal waste of time and money. No wonder these companies are still not profitable.
Took me twenty years to get it and the only reason it happened in 20 was the increase in number of available green cards due to covid. $5M+ earnings, leading teams of 30+, generating hundreds of millions in income for companies.
I work at a tech company that purports to build the metaverse. Initially they allowed people to go remote. Now they are walking back on it and asking people that don't want to return to take a package. A quite sad story of someone who has a few months old baby at home. They moved to a different city since their manager approved it. Now they have to be back in the Bay Area 3 days a week (in the middle of the week) since their remote application got denied. Literally forcing a parent to be away from their baby (or be jobless).
They are the only company that has not done layoffs. This is their way of doing layoffs without paying severance. Other companies are doing this as well including mine. I hope they all crash and burn when the job market recovers. Apple's AI talent will leave in droves to startups.
You are correct except that it's L1 visa driving wages down. H1Bs are typically employed at FAANG and are paid top of the market. Instead of a lottery system, they should use it for top of the market jobs or proven specialization like published papers in that field or certifications.
Went "unempathetic" mode. He didn't have to do what he did and in the way he did. You were cheering for him instilling fear in the remaining employees.
I feel that executive off-sites will be better discussing cultural/operational shifts the company should make in the coming year and perhaps broad themes for success rather than going deep because most people will just doze through it.