eBay

Some decent engineers who usually leave as soon as they get a job in FAANG.

1. There are no career growth opportunities for people with technical backgrounds. Most of the science teams at the level of directors/VPs are led by non-technical people. In my organization, the average time for non-technical people to get a promotion was around 1-2 years, but for technical people, it was more than 3.

2. A large number of technical teams have non-technical managers. Such managers have a hard time evaluating the quality of the work that their employees have accomplished. Instead, they rely on gut feelings and biases to give promotions.

3. The performance review and calibration process is so flawed that managers can easily game the system. No one checks the accuracy of performance reviews, and managers can easily fabricate evaluation forms and get employees fired.

4. If your manager wants to give your position to a friend or simply does not like you, there is no one at eBay (including HR) to stop that from happening. There have been numerous times that HR has assisted managers in creating a paper trail and getting employees fired.

5. Although HR claims that they are interested in diversity and inclusion, they do not actually care about such issues. If you have issues related to that, HR puts you on the layoff list.

6. If the team culture is toxic and your manager does not care, there is no one at eBay who helps.

Please follow the path of more successful tech companies and hire managers with decent technical backgrounds.

Please reduce the possibility of corruption and politics in performance reviews and end-of-year calibration.