Clear expectations for each level Support for moving internally Perks that remove complexities from your personal life (e.g., insurances, pension funds, laundry, etc.) Talented managers and engineers to learn from
There's no growth path for M1s at Meta after the layoffs. The performance bar became inconsistent and subjective after switching to a 12-month performance cycle.
Move back to a six-month performance cycle to make sure the bar continues to be high and put the onus on leaders to keep their teams focused on the long-term.
Applied via referral. The recruiter reached out pretty quickly, honestly one of the smoother processes I've had. First was the recruiter phone screen. It was mostly background, why Meta, and if I knew what the role really meant (managing engineers a
I did not get to the second round. I had a decent interview. The interview included a people management question and a system design question. Topics covered: * Hiring process * Performance management The system design question was to design Facebo
Standard and upfront interview process. It was really well described, and the recruiters gave a lot of resources and assistance with any questions and with understanding the overall process and how best to prepare.
Applied via referral. The recruiter reached out pretty quickly, honestly one of the smoother processes I've had. First was the recruiter phone screen. It was mostly background, why Meta, and if I knew what the role really meant (managing engineers a
I did not get to the second round. I had a decent interview. The interview included a people management question and a system design question. Topics covered: * Hiring process * Performance management The system design question was to design Facebo
Standard and upfront interview process. It was really well described, and the recruiters gave a lot of resources and assistance with any questions and with understanding the overall process and how best to prepare.