I would clarify this in the HN post. As it is right now, it looks like this is a remote first role when the reality is it is a hybrid role. Just because you might be willing to make an exception doesn't make it a remote role.
I said what I meant in the original HN post. I would encourage folks with relevant experience and interest to apply regardless of location. The bulk of the current team, myself included, is remote and has been for years.
Are all of your positions like that, or only durable objects? I was always interested but the defined locations in the job descriptions held me back from applying.
This, like most parts of the application process, are team dependent at Cloudflare. I manage another team, Cloudflare D1, and I do not see myself hiring someone for that team that is not willing to do hybrid in Austin or London. The existing team works well being in the office.
“The job description says remote on HN, but it says hybrid Austin on the jobs page, but disregard that, it can be remote like I originally said. But also some teams are only going to be hybrid no matter what.
So some jobs are hybrid onsite and some are fully remote but even if i said just now that all jobs can be remote, some jobs aren’t really fully remote because I can’t envision it in my mind that they would be effective fully remote, even though I myself am fully remote.”
Some of the most important work that a good manager does goes unseen by their team. I've been a manager and now I'm an IC so I've seen both sides. There is a lot of shielding and pushing back that managers do to protect their teams. Unless the manager tells their team about everything they've been doing behind the scenes, the team has no idea.
You say that you've never seen anything get done faster or better as a result of something a manager did but you've probably had managers that were working preventing interference, saying no to last minute requirement changes, pushing back on deadline changes, etc.
I worked at a startup where the founder learned this the hard way. We were trying to sell to government agencies. He insisted on a pricing model that meant we had to go through complex and expensive RFP processes.
We had potential customers come to us and tell us directly that they wanted to buy our product. They explained that with some adjustments to our pricing model, we could avoid the need for an RFP. The founder would not budge and we really struggled.
I hear that narrative a lot and I think it does a major disservice to the people interested in entering the field. Are there blue-collar workers making huge sums of money? Yes. Are most blue-collar workers making huge sums of money? No.
There is also the physical toll that gets glossed over. I know tradespeople who made a lot of money until they weren't physically capable of doing the work anymore. Some were able to focus on running the business and had trained up good people to do the actual work. Others were in a really bad place.
Do you have more documentation somewhere? If so, I’d suggest making it more easily accessible. I couldn’t find any on the site and the support link just takes me to discord. I’d be more inclined to sign up if there was some documentation I could read through to get a sense for requirements, setup, branching, CLI commands, etc.
Thanks for flagging that! Just updated the site and forgot the link. It should be there now!
(You also have an intro video and in-app docs, but there's more work we need to do there)
That was why we used an at home euthanasia service for our dog. He hated going to the vet and had to go multiple times a week toward the end. We didn't want to have him scared and stressed in his last moments.
Look into at home options if the time comes. We actually found that the cost was not much more than doing it at our vet's office. I think it was $500 at home vs $400 in office. $100 extra to give him the best end possible was the least I could do.
Same, he was mostly bed bound as he had been for months, the vet came to our place. My wife and I were crying like no other, was this the right time, the question was haunting us, still does. He still appeared to like to eat, but he was paralyzed, needed help to poo and pee, even to stand to eat, but he could still sit on lap and seem happy but even that was mitigated by the fact he was on a lot of gabapentin. The moment of euthanasia came and he was asleep throughout the whole thing. Broke our hearts but gave him a painless exit. I will say this though, kids under 10 need not be there. I love and miss you everyday W.
This is the reason why I refuse to pay for any work travel expenses with my credit card.
I once worked for a company that had a similar travel process. When I was asked to travel, I insisted that my VP have his assistant schedule and pay for everything. When I arrived at the hotel on one trip, the hotel asked me for a credit card to pay for the booking. I stepped out of line and called my VP to have him fax his card info to the hotel.
I understand this wouldn't work for everyone but I think it's ok to question the policy and see how much flexibility there is. In my case, I was able to avoid taking on personal liability for my employer's expenses by pushing back and working with my VP to find a solution that I was comfortable with.
I'm in the process of transitioning back to an IC role from a management position and that was one of the biggest factors. As a manager, the level of stress I felt just became unbearable. I'm wrapping up my management responsibilities right now but just knowing that I'll be back to IC work soon and won't have that management stress has had a huge positive impact on my daily life.
I am 2 weeks back as an IC after 3 years of management, so I went through the same thing. Take it slowly, youll have some management instincts that are hard to kick.
I am really enjoying logging off and being uncontactable at the end of the day.
I had something similar happen with a Facebook recruiter. I didn't reply to her first two emails so she started emailing my mom to try to get in touch with me. My mom called me because she thought it was a phishing email. I had never had that happen before.
The concern could be a brain drain. If lots of your early employees cash out and leave, you are potentially losing a lot of historical knowledge and expertise at a time when you are trying to build up to a successful IPO. Early employees often leave after an IPO. At that time, it is still disruptive but the company's priorities have changed.
It's difficult to sympathize with Stripe when these options coming up on the ten-year mark, especially because we all know the reason it has been taking so long is that they would really like to just raise private capital forever instead of giving these employees their due.
The employees can always exercise and quit even if they cannot sell it, this doesn’t do a lot for the brain drain. Instead, the main reason is that company wants to control who its shareholders are. They don’t want just any entity to be able to become a shareholder and by this virtue, acquire extra privileges and access.
For the same reason why you might want to borrow money from one person, but not from another: people typically want to choose to whom they are responsible. You don’t want to suddenly acquire an activist minority shareholder, who’ll sue you for alleged breaking of your fiduciary duty to him, and distract you or force you to change your plans.
> They're early employees, why wouldn't they be rewarded? What makes a random person that just walked in with a wad of cash more deserving?
Not sure what you mean. The entire point is that people who run private companies often do not want random people/organizations to come in with a wad of cash and become shareholders, without people running the company having any say in it.
