By the way, I received every rating from Greatly Exceeds (including an additional equity grant) down to Meets Most, and the rating I got overall had very little correlation with either effort or impact. I got Meets Most for some of the most valuable and industry-impactful work I've done in my career, and Greatly Exceeds for something that got replaced in a year.
The culture difference between Meta and any startup will be night and day. People who are self interested min-maxxers don't join startups. Not dealing with "corporate politics" has to be in the top 5 reasons anyone leaves FAANG to join a startup. That has nothing to do with Oxide's comp structure.
Oh, sure! Now tell me another one. The idea that startups don't have politics is - well, I'll say it is extremely comedic, and we'll leave it at that.
Think about it for a minute. I'm not questioning the existence of the pipeline here described, and no one is questioning the existence of many pressing reasons for anyone at the FAANG "top of funnel" to want to flow along that pipeline about as quickly as is achievable.
But those "reasons" have effects on the people who experience them, because humans have emotions and psychologies and other such inconvenient externalities, and for like cause those effects are not instantly and perfectly ameliorated in every case by a simple change of environment.
Can you not straightforwardly see how this might produce some extremely adverse results, in a social and sociological sense? And how overt, documented, attributable, and discoverable personnel processes, far from some unreasonable burden, might serve a broadly beneficial role in such circumstances?
Anyway this is mostly just one example, it's just one that comes up often when I speak with my peers about how Oxide works vs other companies.
And since you can't seriously mean me to believe performance is not evaluated at Oxide, I really can't see how I'm meant to take any of what you're saying at face value. Instead it seems something much akin to "don't worry your clever little head about the boring ol' money stuff, darlin'! Don't you trust me to take good care of you?"
Okay, sure. I am also not a "I only want to put my head down and code" person either.
> And since you can't seriously mean me to believe performance is not evaluated at Oxide,
Not formally, no. Because there are no levels, no corresponding salary bands, there's no need to have a formal process, with all of the justification work that has to go in from the employee, and all of the reading and evaluating all of that stuff from management.
It is true that if you don't do your job, you'll be let go. However, that's a conversation that would happen between you and Bryan/Steve, not an annual or quarterly process with all of the paperwork and such that those formal processes demand.
Instead, we simply do our jobs, and get paid our salary.
It sounds like it isn't an environment for you, and that's okay.
