You think downvotes and character attacks present as a good argument? Doesn't count as proof IMO if there isn't a valid argument presented, you're going to have to do a lot better than that.

And back to the main point, So I assume you agree that Netflix did go completely down the other day then right? It seems according to you that you know better of Netflix's management culture.

> I'm pretty certain this is not how Netflix's culture is.

Would you be willing to share your expert insight of this if you know better then?

I'm not arguing Netflix, its mostly your attitude towards management and engineering culture. Basically your reply to the user "q3k". "Extrinsic motivators like 'we will give you a bonus' or 'we will fire you' are surprisingly bad at getting people to not fuck things up". You don't fire people just because they made a mistake. You find out what caused it, how to prevent it in the future, and you move on. That's what blameless post-mortems are about. No one is perfect and if you really are a manager that expects perfection, you really just suck as a person.

But now getting back to Netflix, they have post-mortems and they don't fire people willy-nilly over mistakes. Sure it's not hugops (a term I don't care for either), but they don't just up and fire people over a mistake. I never said anything about netflix going up or down on that day, but they also have problems just like everyone else. Their SLA is not 100% uptime and neither is Fastly.

In closing, you are being a pedantic little bitch who wants to argue minutia and I'm done with your trolling. I'm done responding to you, feel free to have the last reply as I really don't care anymore.