> A business that receives a verifiable consumer request from a consumer to delete the consumer’s personal information pursuant to subdivision (a) of this section shall delete the consumer’s personal information from its records
> The CCPA definition of personal information can be best understood by analyzing separately each of the four closely intertwined building blocks embedded in it: (i) “information”; (ii) “that identifies, relates to, describes, is reasonably capable of being associated with, or could reasonably be linked”; (iii) “directly or indirectly”; (iv) “with a particular consumer or household”.
The HN legal page ( linked at the footer of the site ) indicates that Y Combinator considers public submissions to HN (stories and comments) as a category of Personal Information.
Good luck getting through the process. Shopify HR is very slow. It was not pleasant dealing with them. I heard one reason for the slowness is that many HR employees have quit.
I recently accepted an offer from Shopify and they did a reasonable job. 3 or 4 calls over 2 weeks, with an offer less than 3 days after my last call. Rates were very competitive for my roll and skillset.
That said, they do seem to be going through--or have recently gone through--a fair amount of attrition due to declining stock prices. Not surprising given the stock situation and all, but definitely something to factor in if you're considering working there.
EDIT: I'd also like to mention that it was a very humane interview process. I felt well treated, and they definitely seem to be screening more for successful employees than they are to filter out as many applicants as they can. Take that as you will, but I respect an org that treats it's employees well.
I've been at Shopify since the beginning of this year. "Humane" is a great way to describe the hiring process, and I've found that it seems to be built to select colleagues who are self-aware and genuinely pleasant to work with.
You know thousands of people apply to Shopify weekly right? Put yourself in the shoes of the recruiter.
Just because you had a bad experience doesn't mean all of Shopify HR is very slow.
This goes for all tech companies not just Shopify. Many people believe that because the recruiter they were dealing with was slow, that must be the case for every candidate across the entire company they are dealing with.
As with all things in life, remember YMMV. Hiring is crazy right now at all tech companies.
I agree with you here, but regardless of how busy a company is it's not unreasonable to expect a minimum-bar of quality of experience.
Interviews often set perception of how well a company operates. If you or your company care about your reputation, get it right.
Google/Alphabet is still suffering from it's reputation for horrendous interview experience well after a year or so of getting things back on track. Reputational issues are sticky, be they deserved or not.
"Show me the incentives and I'll show you the outcome"
With Facebook products, you see outages in December and May. Why? Those are the last few weeks to complete your project before your performance review. Miss this window and you find yourself in career trouble. Facebook employees put a tremendous amount of pressure on themselves during these months.
I would not be surprised if this outage was caused by a bad pull request related to a new project.
Thanksgiving and Christmas are then some of the quietest times in terms of outages. Of course, the interval right after then is usually worse, since all of the backlogged changes from the holidays land at once.
There is a period just before the freeze which can also get a bit hectic, but we should be well beyond that point for most relevant services by now. Don't know the exact dates since I left in September. But your point stands: holiday freezes exist and are taken seriously.
Depending on your current level, this can be the same thing (Facebook has an "engineering progression" - there's a time frame within which you're expected to be promoted to a certain level).
You go through PSC as if you are the needed level.
So you're calibrated as if you are a 5. But if you're still a 4 because you're not delivering as a 5... then you'll fail to meet expectations, naturally. The rest sort of takes care of itself.
Pro tip: ask them for the severance instead of the PIP, and GTFO.
One or the other, I think they usually try to put you on a PIP before firing though. It can feel like an up or out kind of culture, but the timelines are fairly reasonable IMO - e.g. they give you 5 years to progress from an entry-level SWE to mid/senior-level SWE (L3 -> L5).
In FAANG for typical SWEs it is rare for to outright get fired for a mistake. How you handle the mistake matters a lot though.
Usually if things are less than perfect during performance reviews, you just don't get promoted.
