I obviously hear and read about the horrors of Broadcom and every company. Are there any positive groups or orgs at all ? I was also told RTO is mandatory. Is there anything positive about the company or would you recommend new hires to avoid ? The stock might be good but means nothing if you get laid off prior to vesting
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Taking bets on liberation day, when HT kicks the bucket.
The CEO is blunt and clear, and will take difficult questions and answer them in non corporate speak.
Me f-u long time
Are there any positive groups or orgs at all
Oh young child, you have much to learn…
Though, the mandatory daily water boarding is a slight relief from “real work”
Rumors of HT’s death are exaggerated
@72g
In a decent division, new hires are given the benefit of doubt when maybe sometimes they would deserve a 3. This assumes the person is just struggling with the adaptation and has potential to execute the job. If the person was hired based on an assessment fail, then the odds are it won’t last long. That said, there are no incentives for a manager to intentionally hire to fire, rather the opposite, the aim is to hire well and have peace of mind.
Do not try and understand the ranking—that’s impossible.
Instead, only try to realize the truth.
There is no ranking.
There is only Hock.
Everyone of every performance rank lives in fear of layoffs, not just those designated rank3 (low performer). If say 5% of your BU must be Rank3 per the bell curve but financial/profit target misses mandates a 15% cut to headcount on the cost side, you can see that not just R3s would be getting cut. The main impact of R3 is you get only 50% of your bonus. But being Rank1 won't save you from any layoff possibility and being Rank3 does not mean you will definitely be laid off. It's about bottom line profitability and your whole BU will sink (have layoffs) or swim (get big bonuses) based on that as a "team".
Won’t getting rank3 means you have to live in fear of layoffs and therefore better start looking outside ? As axe will first fall on you ? This is very crazy b/c with this logic attrition should be in every team every year meaning eventually team will die down as no one would want to join this environment? Isn’t it ?
Unfortunately, the terminations are not simply "all Rank3's get fired". They are more based on the financial engineering toward profit margin targets, i.e., cannot spend too much on headcount if sales and profits do not justify that, so if profits down firings happen, and that includes good ones, R1s, bad ones, etc. based not much at all on performance rather product lines and profitability.
Getting a Rank3 does not mean you're fired. If you get 2 or 3 years in a row of Rank3 then you're probably going to be shown the door. Every BU (franchise they call them) has ranking but there are 2 or 3 different bell curves they can choose such as 10% Rank1, 85% Rank2, 5% Rank3 or instead 20/70/10 or sometimes "everyone is a Rank2". On your first year you're most likely to get Rank2 as you're judged on your uptake and learning, but sometimes if you are really not getting it or showing it you could be R3 on first year, it's more rare. Hardware platforms are not exempt from ranking, it's just each BU has some liberty to use a different bell curve option Hock provides.
Is APD group also in same category ?
If there is bell curve grading meaning every group is firing every year including hardware, is that correct ?
Also any idea if rank-3 is given by default to new hire
You are thinking too much. Simply put, you will get fücked. No one will tell you the rules - because in a dictatorship the rules always change.
No one will give a sh-t about you. In fact they actively give a sh-t about making your life miserable. So get used to it and if you have any self respect, leave.
If there is bell curve grading meaning every group is firing every year including hardware, is that correct ?
Also any idea if rank-3 is given by default to new hire
How to avoid R3? #1: Kiss the proper cheek of your mgmt. #2) Hide. Yes bell curve: 5-10% of population MUST be rank3. Could be you, if you didn't see #1 above.
How does employee rating work ? How to avoid rating 3 ? Or is there bell curve forced ?
Being promoted from ICB4 to ICB5 within 5 years is highly unlikely
It’s more likely that you will be “leveled” to ICB3 in a few years.
The CEO is blunt and clear, and will take difficult questions and answer them in non corporate speak.
Yea, stuff like “GTF back to work serf”
And other motivational slogans.
Enjoy the daily experience of your worthlessness being enforced every day.
Only the strong survive - and never promoted.
Enjoy your bleak new life!
@OP Sh*t place to work for huge comp. The money is suoer, the tech is mehh..
the employees are just numbers. Enjoy the money and don't stress out when you get fired.
@OP don’t ever, ever work for this giant sh-t of a company. They do not care about employees and they do not care about customers. The dollar is all that matters and they will fire you as soon as Hock feels he can make another dollar. I am so much happier now that they fired me. Hahaha
It’s a total shíthole. Sorry that you accepted an offer. Look for a new job asap.
ICB5 is a Principal, Getting there wont be easy so might as well come in as one if you can impress management because above 5 is practially impossible
ICB5 from 4 is very difficult - there is a 4 year minimum to be an ICB4 before you can even be considered for 5, and only about 5% of an entire population is allowed to go past 5 compared to about 10-12% promoted (they call it 'progressed') to 4 or lower. And 5 is pretty much as high as you'll eve go, only a few higher at the architect or CTO type levels are higher than 5. Other than that, and GREATLY depending on which division/franchise you're in, it could be the best job ever if you're middle-aged like has been said, or you'd hate it if you're all about the goofy software perks and petting the youngens tend to love.
Being promoted from ICB4 to ICB5 within 5 years is highly unlikely. Less than 1% chance of that happening, unless you have a really close relationship with the management team. Even then, it's unlikely.
What are the odds of a ICB4 to ICB5 promotion ? Or is ICB5 highly unlikely within first 3 years ?
Came over with the CA Technologies acquisition in 2018.
Divisions are run very efficiently. Just say yes to everything, keep your head down, do your work and you’ll be rewarded handsomely with bonus and equity.
The technology is almost an afterthought compared to the operational and financial engines that operate with ruthless efficiency.
Came here as acquisition. No complaints. Great for engineers (me) maybe not so good for less technical folks. Request a high as possible ICB level since you never will get promoted.
Seen many many rounds of vesting, never seen anyone not get their vest. They have especially made sure folks get their end of year bonus and that last vest, even when everyone expected them to come sooner.
Other positives than the obvious stock and refreshers --
Teams are so short staffed there isn't as much time for politics.
Culture is a lot more engineering driven, it's very loud and clear that people building products are the center of the company, not sales, marketing, etc.
Maybe more for people in their mid 30s with kids and other life responsibilities -- the culture is very much just get your work done and get out. Very little time su-k from non work activities that folks in their early 20s enjoy but not so much later in their lives.
High focus on execution
More BU based, but at least at a CXO level, there is a good degree of transparency and direction. The CEO is blunt and clear, and will take difficult questions and answer them in non corporate speak.