banana-19
Talk to your doc / therapist, you might be able to extend the medical leave.
Apartments may take into account your bank account balance as something that helps your approval.
If you decide to stay and do the PIP project, realize that it's really about putting a good plan together and executing to that plan, communicating when the plan has a problem etc. Try to remove ALL the ambiguities in the plan before building whatever it is and design each part at one level below where you'd normally do it to make sure you don't have things that come up that surprise you. Everything other than your PIP work doesn't matter - no CRs, no help with design specs, oncall, nothing. Make sure to get sleep and exercise - if you combine stress with lack of those two things you just make things doubly bad.
If you do pass the PIP, change orgs immediately. You need a new start without baggage (my mistake was I got re-orged under a manager that was instrumental in trying to PIP me previously, and then I stuck around to finish my current project instead of immediately leaving).
I'm not a tweep, but I'd add:
- if you have any sort of access to your employer's network from your personal devices (e.g. email / calendar / WiFi etc.) remove it and check for any MDM settings. Especially if your employer has remote wipe capability on your device, or could legally confiscate your device due to some legal policy.
- Get a copy of information that makes it easy to write your next resume. E.g. your job description / leveling guide.
- If you're more nefarious than I am, consider maxing out any temporary benefits that might not be withdrawn after you leave. E.g. taking home company desk / chair / hardware for loan use in your home office if allowed (to improve your productivity). If they want it back after you're fired for cause, make them come get it, you don't work for them, so why do their work?
- Less nefariously, it's probably time that you accidentally "lose your badge" and get a replacement especially if that's used for discounts like car rental, airlines, gym memberships, etc. Copy codes for these things especially if they're a good discount you might use when you're laid off.
- Consider the effect being laid off might have on your 401k match etc. Min/Max it out if this makes sense for your financial situation.
- Go through your emails to get a list of contacts that you've ever worked with / emailed. You never know who will be a good person to have in your network later (and who might not appear in linkedin)
- I have heard people say that there are companies with severance linked non-disparagement clauses that can be a PITA, as well as non-disclosure clauses that make it impossible to disclose severance related things like amounts etc. I'd speculate that these clauses could make it problematic to get advice from your peers / friends.
- Plan something good for after the layoff if you're not immediately in need of a new job (take a vacation).
- Talk with an immigration attorney about what termination and not having a job means for you and your family.
- Find out your employer's policies around termination of people that have immigration issues.
- COBRA can be pretty expensive - find out what this might cost for you and your family (it may work out cheaper to just pay for things as they arrive or look at marketplace plans).
- Join blind for your employer
- Take care of your immediate mental health, when everything is going to shit, remember that making time to do the things that you love doing is important. Walk the dog. Play that game. Go to that happy hour.
Good luck
He's talking about runtime logs of the S3 service, or possibly logs from Amazon's services that are written to S3.
Amazon has ~100K services running on millions of EC2 instances. (Generalizing) each service writes logs to the local machine, and then later compresses and transmits them to a set of systems that are backed by S3 for monitoring / further bulk processing etc.
Some back of the envelope math on this:
For 1 exabyte to be the number, that equates to < 1TB average logs kept per host. Depending on what the service is doing log retention is 3mo / 1y / 10y. Using those numbers we're talking per service average 12-460 MB/hour.
If your management has problems, and those problems haven't changed in 2 years, do you think they're going to soon? If they weren't going to change themselves, can you realistically change them? If you can't change them, does it make sense to stay?
The only real thing that matters is impact. Make sure your tasks are aligned to that (otherwise you just hit a promo wall that you're never going to climb over). Forget about everything else. If your tasks aren't aligned to wider impact in a way that leads to personal goals, leave.
The reality is good manager or not, you'll probably get pipped if you coast, or if you push too hard against the assigned work. Especially if you don't have social acumen to match your technical skills. Your perception of loyalty to your team is likely significantly more than the reality of your manager's loyalty towards you.
Don't make the mistake of staying too long. That's career suicide (been there done that a few times). Move on before you think it's the right time. Now is when you have the leverage. Make use of it. 2 years is enough to spend at a place unless you're chasing a decent RSU grant. Tech stocks are quite a bit down compared to 2 years ago, so regardless it's probably a good time to change jobs.
- Joined early early 2017 as an L5 hire (no previous FANG experience, but 10+ elsewhere) with an an offer of base $145K, sign on of $50K year 1, $38K year 2, 150 RSUs (AMZN worth ~$850 = 127500). Vesting schedule: 5% @ 1y, 15% @ 2y, 20% @ 2.5y, 20% @ 3y, 20% @ 3.5y, 20% @ 4y.
- Negotiated without competing offers a bump to $150K base, $60K / $45K cash, 162 RSUs.
- A breakdown based on Amazon's 15% stock aprecciation YOY gives you Amazon's Total Compensation Target. This is Amazon's projection assuming that you perform at the middle of the expectation of your cohort in the yearly performance review (OLR, not forte as the article states)
- year 1 (8 RSUs): $150K base + $60K cash + 8 * $850 * 1.15 = $218K
- year 2 (24 RSUs): $150K base + $46K cash + 24 * $850 * 1.15^2 = $223K
- year 3 (32 + 33 RSUs): $150K base + (32 * $850 * 1.15^2.5) + (33 * $850 * 1.15^3) = $231K
- year 4 (32 + 33 RSUs): $150K base + (32 * $850 * 1.15^3.5) + (33 * $850 * 1.15^4) = $243K
- year 1 (AMZN @ $1430) = $221K. OLR bumped base salary for next year to $157K
- year 2 (AMZN @ $1844) = $247K. OLR bumped base salary for next year to $160K. No stock grant as projected salary > comp target
- year 3 (AMZN @ $1767, $2307) = $292K. Granted 18 RSUs to vest at year 4.5 and year 5
- year 4 (AMZN @ $3338, $3379) = $378K
- year 5 (AMZN @ $3409, $3400?) = $221K
- due to manager / life reasons, didn't progress beyond L5. If I were to pursue this this year, my comp adjustment would have come about a year after starting at that level (but only to the lower end of the L6 band ~ $250K). $30K for a tonne more work seems rather stupid.
- note the golden handcuffs as well as that huge cliff
- some of the above is intentionally inaccurate (but not by a huge amount)