Comment by locusofself

Before Musk made it cool to mass layoff, there was a genuine belief inside of Facebook/Meta that great engineers were extremely hard to find or hold onto and if they weren't on the payroll at Meta, they would go somewhere else.

There was always a "clock" for junior engineers to prove they could handle the high pressure and high intensity work, and as long as they were meeting the bar, they were safe.

They called on-boarding, "Bootcamp", and was for every engineer, junior to staff, to learn the process and tooling. Engineers were supposed to be empowered to take on whatever task they wanted, without pre-existing team boundaries if it meant they were able to prove their contributions genuinely improved the product in meaningful ways. So, come in, learn the culture, learn the tooling, meet others, and then at some point, pick your home team. Your home team was flexible, and you were able to spend weeks deciding, and even if you selected one, you could always change, no pressure. Happy engineers were seen as the secret sauce of the company's success.

I remember that summer, vividly. They told the folks in Bootcamp, pick your home team by the end of the week, or you will be stuck in Bootcamp purgatory. At the same time they removed head count from teams, ours went down to a single one. A new-grad, who had literally just arrived that Monday, picked our team on Tuesday, and then had to watch as most of their fellow Bootcamp mates got left behind.

People wondered what would happen to them for weeks, and then, just like that, the massive layoff sent them all home. It was shitty because from where I sat, it was basically a slot machine. Anyone of the folks in Bootcamp were just as capable, but we had one seat, and someone just asked for it first.

I seem to hear often that Meta is perhaps the most egregious offender of "hire to fire". Seems really wasteful. But man, they pay their employees a lot.