LinkedIn

Well-resourced infrastructure. Good pay and benefits. A chance to work at very large scale, seldom found in our industry.

Stale/older tech in many areas. Little to no product or program manager presence. Not the best in project management. A few years ago, there was a big drive to make a tier of Sr managers to scale the SRE org. Most of that round of Sr managers are shockingly clueless and power-mad. Two-thirds of the Directors/Sr Directors in SRE are below average, so make sure if you are going into SRE, you hire on with the one good director. Ask around to know who that is. Everyone knows. Don't take a job with badly led teams. You might think it'll be fine, but it's not worth the facepalm blisters you'll have.

Get rid of the leaders who have been sitting around getting low EVS scores for years, and the leaders who have high turnover. Metrics are collected, so use them.

We're long overdue for a house cleaning in leadership, and the candidates to get rid of are glaringly obvious to literally everyone.

Also, you need to revisit the new promo process and take it out of the ICs' hands who created it. It's awful and leads to people sucking up to the staff who can promote. A majority of the people on review committees could not pass the process they are a part of, not even close. I'm thinking staff and Sr. staff committees.

It was increasingly common to hear that ICs feel that they could not get promoted at LinkedIn. That's leadership failure, gents.