I just joined Meta as an E4 engineer. What are the ways I can succeed in the people axis?
I joined Meta as an E4. I'm coming from a company which doesn’t have as much structure around performance review.
I feel good about my coding ability and project impact, but I’m not entirely sure what are the ways to think about the people dimension as someone relatively new.
Discussion
(2 comments)- 12 years agoMeta, Pinterest, Kosei
- The standard way that engineers satisfy the people requirement is either through interviewing or managing an intern.
- The idea of people is to benefit the company, it’s kind of like public service. So being able to share tips and make engineers more efficient can also be considered in the people category, things like brownbags, or organizing lunches.
- I shared a bunch of tips in Portal in a group called “TIL” – today I learned, which people found valuable. Make onboarding easier.
- 12 years agoRobinhood, Meta, Course Hero, PayPal
The people axis isn't too important for E4, so I wouldn't worry too much about it initially. It will become far more relevant as you push for E5 though.
E4 is the best time to take on an intern as E3 is too early and E5 is too late. E4 is a good point where the time spent -> PSC impact ratio is pretty good.
The core way to get people axis as an E4 growing to E5 is to show skills bringing people together (primarily XFN) on projects and mentoring others, especially E4s who are further away from E5.
