Brilliant engineers, worst leadership in the Bay Area
Brilliant engineers, worst leadership in the Bay Area
The brightest engineers, full stop.
The CEO is a petty narcissist that freaks out whenever there is an incident and shows zero trust in his team. It’s been a known problem for years. No one does anything about it because they are afraid of him, which is strange because he’s not a particularly charismatic or intimidating person.
Leadership openly asks managers to write positive Glassdoor reviews and responds to negative reviews by suggesting employees take it up with their manager. Unfortunately, there is a culture of managers not listening to employees, so nothing changes.
The CEO is obsessed with creating an “office culture,” but can’t seem to describe to anyone what that means.
Leadership loves to toss around the “seat on the rocket ship” analogy but blatantly ignores the fact that rocket ship level engineering requires rigor, deliberation, transparency, and often, moving slower to make sure the right engineering is being done.
The company lurches from one incident to another, never really learning from mistakes, yet is obsessed with growing quickly.
A disaster in the making, and the best employees are leaving right and left.
If you want to grow into a real company, lose all the people who have been promoted because they’ve been at the company a long time. Get senior leaders who understand people management, and put forward a real vision for the future. Talk plainly about how each team contributes to success. Stop asking employees to write positive reviews. Listen to the negative feedback and hold the people responsible accountable.
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Cloudflare Interview Experiences
Engineering Manager
The interview process included multiple stages: * Meeting the Hiring Manager * A phone screen with the Lead Recruiter * Two team panel interviews * A technical interview and challenge * A soft-skills interview Overall, the interviews were
Engineering Manager
The first step was a recruiter screen, and the second was an interview with the hiring manager. Both were very straightforward with no red flags. Unfortunately, after the hiring manager screen, I never heard from anyone. To ghost someone after a fo
Engineering Manager
I went through 5 total interviews, as well as a 15-minute "Meet the CTO" call (which wasn't really an interview). The interviews were all very technical. We covered topics such as high scalability and the architecture of distributed systems.
Engineering Manager
Lisbon, PortugalApril 1, 2025The interview process included multiple stages: * Meeting the Hiring Manager * A phone screen with the Lead Recruiter * Two team panel interviews * A technical interview and challenge * A soft-skills interview Overall, the interviews were
Engineering Manager
United StatesMarch 1, 2025The first step was a recruiter screen, and the second was an interview with the hiring manager. Both were very straightforward with no red flags. Unfortunately, after the hiring manager screen, I never heard from anyone. To ghost someone after a fo
Engineering Manager
PortugalJune 1, 2021I went through 5 total interviews, as well as a 15-minute "Meet the CTO" call (which wasn't really an interview). The interviews were all very technical. We covered topics such as high scalability and the architecture of distributed systems.
