Meta的动态

No success is just coincidence or hitting a jackpot. I'm glad I read this post while I was looking back at my 2024. The six key principles that shaped Evan's journey greatly enlightened me. So I am reposting them here: 1. Speed as a multiplier - Mastering core work quickly creates bandwidth for growth 2. Operating above your level - Using extra time to think and work like someone a level up 3. Embracing uncertainty - Realizing no one has all the answers freed me to contribute boldly 4. Focusing on simple solutions - Sometimes the clearest path beats technical sophistication 5. Building a favor economy - Early goodwill compounds as careers progress 6. Staying positive - A genuine enthusiasm for the work becomes a powerful accelerant

Yes I think speed has a higher value than ever. Especially since we have generative AI to help increase productivity with things like writing unit tests. Companies now are not increasing headcount but they are looking for higher output.

On influencers who went from junior intern to Super Senior Staff Engineer in 13.76 months: During the ZIRP era (2012-2022), the tech talent war was unprecedentedly fierce. Companies offered 250k salaries to fresh grads. Laundry, massages, three meals a day, and break rooms chock-full of pricey organic seaweed from Whole Foods. Managers pushed for promotions based on potential rather than sustained next-level performance, because if you didn’t, your engineer could find another team or another job in like, 2 weeks. If you joined as a fresh grad in an org that grew massively over the next couple years, and built some of the foundational components, you hit the jackpot. And, a lot of orgs grew massively around that time. However, the reality of today is that companies no longer are desperate to attract talent — no more massages and cushy benefits. Managers are no longer struggling to retain talent, as it’s easy to high-quality replacements. And org leaders are cautious of overhiring and growing too quickly. Long story short, follow your own path, do what’s best for yourself, and respect your own journey.

Junior to Staff at Meta in 3 years. That sentence raises eyebrows. I've dodged telling this story for years - maybe it's the ex-athlete in me cringing at self-promotion, or maybe I'm just uncomfortable with attention I don't think I deserve. But after countless requests to share it, and a gentle nudge from Ryan Peterman, I figured it's worth putting out there—even if it makes me squirm. You can read the full post on Ryan's Substack: https://lnkd.in/ecnsjXGQ TLDR: While I hit the timing jackpot - right org, explosive growth phase, and a manager who saw something in me before I saw it myself - there were six key principles that shaped my journey: 1. Speed as a multiplier - Mastering core work quickly creates bandwidth for growth 2. Operating above your level - Using extra time to think and work like someone a level up 3. Embracing uncertainty - Realizing no one has all the answers freed me to contribute boldly 4. Focusing on simple solutions - Sometimes the clearest path beats technical sophistication 5. Building a favor economy - Early goodwill compounds as careers progress 6. Staying positive - A genuine enthusiasm for the work becomes a powerful accelerant The full post dives deep into each principle, sharing real examples from my time working on projects like counter-terrorism and suicide prevention at Meta. While there's no magic formula for replicating this timeline, these patterns emerged naturally and might offer valuable insights for others on their own paths. You can read the full story on Ryan's Substack here: https://lnkd.in/ecnsjXGQ Hope you all find it valuable.

Great tips for how to provide meaningful contributions quickly when starting a new role! ? 1. Speed as a multiplier - Mastering core work quickly creates bandwidth for growth 2. Operating above your level - Using extra time to think and work like someone a level up 3. Embracing uncertainty - Realizing no one has all the answers freed me to contribute boldly 4. Focusing on simple solutions - Sometimes the clearest path beats technical sophistication 5. Building a favor economy - Early goodwill compounds as careers progress 6. Staying positive - A genuine enthusiasm for the work becomes a powerful accelerant

When I first joined Meta, I was assigned an onboarding buddy who was a VP that was also a former Microsoftie. They told me this parable of the two failure modes they’d observed when people joined the company. It was the parable of the lion and the lamb. Lions join a new team and roar at everyone about how broken everything is then sit back to bask in the glory of their rightness. I originally thought the failure mode here was pointing out problems versus offering solutions. I learned over time that the issue is actually that you need to start from a place of empathy. This means understanding the goals of the organization and its constraints then offer ways to help the team reach its goals. Loudly pointing out problems often makes you out a jerk. Lambs are more of a failure mode unique to Meta. The company encourages self direction and provides lavish perks. Managers are encouraged to “support” and give feedback to people instead of telling people what to do. Lambs don’t know how to handle the freedom of not being told what to do and flounder. The job can feel like this weird vacation where you’re paid well to make your own rules until the end of the year where you’re asked to tally your impact and have little to show. #copied Dare Obasanjo

Meta announced today its ending its DEI programs. Meta is eliminating the company’s DEI team, ending “equity and inclusion programs and changing hiring and supplier diversity practices,” according to a company memo obtained by CNN and sent to all global employees by Meta’s vice president of human resources, Janelle Gale. Wow. Y’all better start paying attention to local government procurement opportunities. While you’re at it, sign up to attend the SMDO conference to learn how. There’s no secret to success; there’s a blueprint. #montinaspeaks

Meta is terminating major DEI programs, effective immediately — including for hiring, training and picking suppliers, according to a new employee memo obtained by Axios. It will no longer use the diverse-slate hiring approach, which ensures a diverse pool of candidates is considered for every open position. The move is a strong signal to Meta employees that the company's push to make inroads with the incoming Trump administration isn't just posturing, but an ethos shift that will impact its business practices. #DiversityAndInclusion #WorkplaceCulture #BusinessEthics https://ow.ly/tVIp50UFSiB

When I was working at Meta, I felt the pressure to represent more than myself. Let me explain. As someone who would often be the only POC in the room, my inner voice would tell me..."Yo P. Do a good job so that they can hire more POC. Yo. They ain't ever going to hire someone who looks like me if I don't do well on this performance review." Let me be clear that this was a conversation that I was having with myself. No one told me this directly. I would often question these thoughts though. "How likely is it that they really won't hire another POC if I don't do well? It's not like they don't hire another white guy from Stanford because he doesn't do well. Are my thoughts based on reality? Have I seen too many documentaries?" My mind raced with these repetitive thoughts/ questions (among MANY others) daily, while also just trying to do my job. This isn't specific to me. Unfortunately, the majority of our thoughts are negative and repetitive. It negatively impacts our productivity as well as our well-being. If depression is focusing on the past and anxiety is focusing on the future, then we need to focus on the present. Although we think we can, no one can accurately predict the future. I can't predict their future hiring decisions. Focus on what you can control. Focus on the present. Focus on today. What thoughts run through your head these days? #Representatiion #RepresentationMatters #diversity #inclusion #emotionaliintelligence #ProcessYourThoughtsWithPlurawl

If you have 3600 "low performers" in your organisation then you have serious issues with: 1. Hiring Process. 2. Management Process. 3. Culture. 4. Motivation. 5. Trust. Meta have announced they are going to cut 3600 "low performers" over the next couple of weeks - 5% of the organisation. This says far more about careers with Meta than it does about the individuals who are about to be let go. It also creates a culture of fear for those who are left when the dust settles. Hardly the best stepping stone to get the best out of people. Meta have some of the hardest interview processes in the tech world - so why are they failing to get the best out of people? Stealth Redundancies?