a_small_island

With all due respect to your freedom of speech, but who cares? I want to read responses about the article, not anecdotal weight loss data and about your daily habits.

This is nonsense.

Fat is good for you. Cut the carbs if you need to lose weight. Meaningless source of food.

I feel bad for the employees. This song will repeat itself many times over. Selfish deluded egomaniac taking advantage of people and their livelihood. Good luck to the rank and file.

Not a snark, but why do you address him as Mr. Buchheit and not Paul?

I can't believe how many typos there were in this article, do editors exist anymore?

What's the likely scenarios for an employee whose been there for 2 years, an employee whose been there for 1 year, and an employee whose been there for 6 months? If we assume 1 year cliff on options.

>Beyond that, when I'm interviewing someone, I know I can't or shouldn't ask certain things, and I don't want to make people uncomfortable or break any laws. So I will often casually mention that I'm married or have a kid if the opportunity arises while we make small talk. I never tie it to a follow up question either, because that's too close to the line for me. But I'm not trying to figure out your situation there either. I'm just putting it out there that I have a life outside of here, that I'm probably going to sneak out (very) early every so often, work from home sometimes to get some other non-work stuff done too, etc. and that I won't hold it against you for being a normal person either.

This is a strange thought process. It's illegal to ask about kids/relationship status and you apparently know that. You just attempt to fish for that information because you want them to know that _you_ personally WFH and have non-work stuff in your life? Why not just describe that work culture? Seems like you are trying to find out if they have kids or a wife, otherwise I don't understand the reasoning.

A _social_ network built by "ex-Google" engineers.

Yeah but why ruin a good headline?

Fair enough. I respect your point of view. I hope you engrain this mentality in your team for future hires and/or when they start their own companies. It's a solid perspective, sorry for being critical.

How do you deal with feedback for the candidate? Are there legal concerns for disclosing too much?

Not sure what's so revolutionary here.

Seems the process is this:

1) Call with "CTO", who answers any questions about the company. Sounds like a standard phone screen.

2) Work sample, the company now wants you to prove you are worthy of talking to them again.

3) Another phone call, this time with "hiring manager" to discuss "compensation" - which I will presume means they will ask you how much you're currently making or expect to make. Do they divulge their salary bands first?

4) Onsite.

My assumption: once their team becomes bigger, the CTO call will be replaced by someone in HR and they will further standardize their process to the current market dynamics. And I still didn't read what was so revolutionary, maybe because they don't do "puzzles" and instead make you spend hours on "work samples"?

Your mindset is very scary to me because a lot of others think like you. If someone earns options over one, two, two and a half year period and then is deemed "toxic" to the company, why should they not receive similar compensation to someone who lasts 3 years in this system? 3 month exercise windows are strictly for investor class and thus founder class.

Employees aren't facing dilution problems from their fellow employees who get to exercise their options while exiting, they face dilution from the investor class trying to own as much of the company as they can.

$500M invested, previous valuation ~$1B, so a "3x" exit.