Netflix reviews

1. Look at the comments on this site around turnover, treating people poorly, sick culture, and weak senior leadership. These are all very accurate. 2. No training, management training, or development. The philosophy is if you don’t have what we need, we will replace you (i.e., fire you for not being a “good fit”) with someone from the outside who has that. 3. Hourly jobs in particular have stagnant pay. 4. There are no bonuses or incentives. 5. The culture has serious problems. a. You will see countless references on this site to a “culture of fear”. This is widespread in every department and division. Even executives laugh that their time is numbered. A company that functions on fear is not a place for the long term. When everyone in a room is asked do they fear being fired and everyone says yes, that is a big problem. b. A culture of watching your back and stabbing others in the back. Many employees, including C level people, participate and have learned that tossing others under the bus, keeps them safe. They see this as a way to protect themselves from scrutiny from above. Employees and managers are all too comfortable talking about what is not working with a person. The 360 review process reinforces this. Those who have been there the longest are almost soulless with regard to firings. They have fired or seen so many people let go that they don’t really care anymore. 6. You can be fired without warning, feedback, or any coaching. Most employees don’t bring any personal belongings to work as they could be let go at any moment. It is often a surprise. 7. Do not move for a job with Netflix. If your partner or spouse doesn’t work, you could be risking your families financial health. There is no job security regardless of how good you are. Performance does not equal security at Netflix. 8. Managers have a 1 year shelf life before they get shown the door. Directors and VPs are constantly evaluating managers, so anytime you make a mistake, are perceived not to be cutting edge, it could be your turn. 9. HR’s job is to hire and show people the door. HR brags about how good they are at firing people. They don’t help employees, nor are they there to help employees become better. Their role is simply to ensure the company doesn’t get sued and headhunt for all the people that are turning over. 10. Managers main role is making their team better through constrantly looking for their weaker employees. Leaders are asked could they hire someone better. Of course the answer will always be yes. 11. No severance package is enough to compensate you for disruption in your career, moving, or the stress that comes without having a job. 12. The recruiting function will hire you fast. The idea is to keep you excited, but if you are reading this don’t get caught up in the Netflix product of movies—look at whether this is actually a place you want to work. 13. It’s incredibly stressful and life-shortening for you and your loved ones. Why work at a place where people, including your hiring managers, treat you as completely disposable?

* "High Performance Culture" = You can hang yourself easily and get canned (Read Reed's slide deck) * If you join a mis-managed group, you'll be posting a negative review on here soon. :-) - Average benefits programs - Inexperienced managers can mis-apply the "high performance culture" philosophy and lead to the "culture of fear" some people have complained about in certain organizations - Double-standard for performance: VP/C-level staff appear immune from "high performance culture". Reed rocks, but some of the others are average/good, not exceptional.