Palantir Technologies reviews

-Flat hierarchy with an emphasis on personal ownership. At Palantir, I can honestly say that I have never been "managed." Leadership is there to guide you and help you when you need it, but not manage you. This helps you gain a huge amount of personal ownership over your projects which is encouraged. Employees are encouraged to make critical decisions in the field and supported by leadership. -Meritocracy. You are only as successful as you make yourself. You are judged on your outputs and not your inputs. While this is a norm and maybe an expectation in Silicon Valley, its nearly unheard of on the East Coast. -No BS. BS in any form is discouraged. From our no politics philosophy to the idea of only having meetings when absolutely necessary, we live and breath a minimal BS culture. -Transparency. Leadership will answer ANY question you have and not only that but they will do it in front of the entire company. -Make my own schedule. This is important to me as I have a family to worry about and a personal life to manage. As long as I excel and keep performing, no one seems to mind how I manage my time. -The People. This is the biggest differentiator about Palantir. Everyone at Palantir is smart, friendly, unique and generally awesome. I know that I could ask anyone to help me with my work and not only would they step up they'd do just a good a job as I could. This is super rare in a company. -Solving real problems. Being able to quantify the real world results of our work is amazing and it happens daily at Palantir. -Fantastic benefits. If you are from the east coast, no one can beat the benefits.

- I work with some truly brilliant people. The value of this can't be overstated. Every corner of Palantir is full of incredibly talented people (from our Directors to the legal team to the guys who stock the shelves in the kitchen... highly talented and hard-working people). - The work seriously, actually matters. When you build the product and train the users who are finding bad guys, solving crimes, preventing money from disappearing to fraud, etc. It's great to point at a headline and say "my work enabled that." - Low levels are empowered to own their work. This is super important. By and large, most employees have clear expectations of their work output and are trusted to own it. I've seen some complaints about meddling managers, but I don't see it at all. It's standard to have a ~30 minute 1:1 with your lead, which I really like. My 1:1's are essentially my lead asking "How are things going? Anything blocking you? What can I do to help you out?" Super low overhead (and very healthy). - And I have to highlight the equity upside... Palantir has the potential to be hugely valuable, which, in turn, has the potential to be very good for employees.