• Netflix & brilliant jerks: “Some companies tolerate them – for us, cost to effective teamwork is too high” (and a lot of other insights in the team culture netflix had a few years ago)
  • Brilliant Jerks? Bring ‘Em On!: “If a brilliant jerk is someone who simply questions the answers and rejects the status quo, by all means, he should not only be kept, he should be rewarded.” – response to the comment above. When and what kind of jerk might be good to have around in the company
  • Silicon Valley Lies And Those Who Tell Them: “But the media has played up an untrue connection between successful leaders and their occasionally dysfunctional character and demeanor. Being more like Gates or Jobs doesn’t require that you emulate some of the worst behaviors you’ve read about them.”
  • The Hardest, Shortest, Lesson Becoming a Manager: “There’s something we all talk about in becoming a manager – and that’s the process of writing less code. We bemoan it because it’s hard to let go of that part of our identity. But also because it’s so quantifiable. (..) If you team needs a manager more than they need an engineer, you have to accept that being that manager means that you by definition can’t be that engineer. I know some people manage both, but you need to decide if you’re going to suck at one which one that will be.”
  • How to hire: “We should not be afraid of False Positives. We can quickly fix a False Positive hiring decision. (..) For those of you questioning the morality of fast iteration of new hires please consider the alternative: we deny people opportunity for fear they won’t succeed or we keep people in roles where they won’t be successful.”