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  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee in San Francisco, CA
Current Employee - Anonymous Employee in San Francisco, CA

I have been working at Twitter full-time (more than a year)

Recommends
Positive Outlook
Approves of CEO
Recommends
Positive Outlook
Approves of CEO

Pros

Great people, great office, fun product.

Cons

Rapid growth, some people don't understand the product.

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  1. Helpful (6)

    Nice work if you can get it

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Engineer in San Francisco, CA
    Current Employee - Software Engineer in San Francisco, CA

    I have been working at Twitter full-time (more than a year)

    Recommends
    Approves of CEO
    Recommends
    Approves of CEO

    Pros

    Fast-paced, growing company. Lots of responsibility to be had early in your career. Smart people who'll help you learn and grow.

    Cons

    Need to be self-motivated, resourceful to succeed. If something's broken, don't expect someone else will necessarily fix it. Step up and make it better.

  2. Helpful (5)

    Addenda to an earlier review

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - SRE in San Francisco, CA
    Former Employee - SRE in San Francisco, CA

    I worked at Twitter full-time (more than a year)

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    Pros

    I have nothing to add from my previous comments, but this requires twenty words, so I need to add them.

    Cons

    Working in SRE has some serious issues. There is an embedded approach -- so one gets one's work assignments and performance assessments from an engineering organization, but promotion/compensation decisions are made by SRE management. It depends on how engaged the SRE management is with the SRE, and some SRE managers are extremely disengaged, or are willing to accept the word of the engineering manager. The engineering manager does not have any incentive to promote the work of the SRE, particularly when the work is a joint project with engineering. Similarly, engineering managers will be more focused on the work of their direct reports, and rightly so.

    This makes the entire SRE employee review process capricious. Strong SREs are more readily lost through bad management, and SRE reviews (conducted entirely within SRE management structure) are more prone to second hand information and favoritism.

    Advice to Management

    Reverse this structure. If SREs are to be embedded, make their performance evaluations the responsibility of the engineering managers, and make the SRE management consultants to that process, providing expertise in SRE training and skills.

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