A tragedy with most megacorps is that they program their talented & ambitious product people to conflate what it takes to get promoted with what it takes to create actual customer value.
What can megacorps do about this?
I am not an expert and I don't know if anything significant can be done. Megacorps are incredibly complex entities and I doubt that any simple/obvious/seductive advice such as "do X, don't do Y" is practicable enough to effect meaningful change.
However, I do think that there's a concrete lesson for talented & ambitious people working at megacorps.
If you want to eventually build your career outside of megacorps, you need to avoid drinking the megacorp kool-aid.
This is not easy, but quite do-able with self-awareness.
You need to accept that a lot of what gets you recognition at a given megacorp doesn't actually matter elsewhere
After a few years at a megacorp, many of the new "skills" you gain are irrelevant for delivering customer value in the outside world.
So operate with this awareness.
Lastly, here are 3 frameworks to better understand your work within an organization.
Your company might have a subtle culture problem when:
1/
The CEO regularly spends more time at all-hands criticizing competitors than on your company’s mission, customers, strategy, and goals
2/
OKRs & targets are viewed as a valid reason not to do something that is otherwise agreed as clearly the right thing to do for customers and for the company
Impact vs. Recognition
Incentives
ROI vs. Opportunity Cost mindset
Product Sense teardown
Context
Radical Delegation
Amateur / Pro product leaders
Recommendations
Scaling, for Visionary founders
Courage
Thread👇🏾
1/ Things that make an impact vs. things that get you recognized
How can you evaluate the caliber of people at a company before joining it?
Here are 10 tips:
1/
Quality of their interview questions. Pay particular attention to their follow up questions. The quality of an interviewer’s follow up questions is a good indicator of rigorous thinking. Did they just ask obvious follow up Qs or insightful ones? Did they make you think?
2/
Overall rigor of the hiring process. If they aren’t rigorous when hiring you, if the process to get an offer seems “too easy”, they will do the same for future hires, leading to a progressive lowering of the talent bar. A very onerous hiring process isn't a good sign either.
Over the past 10 years, I’ve had more than 500 chats with talented tech folks about their job change decisions: should I leave my well-paid FAMG job? should I join Stripe, Facebook or Airbnb? how to evaluate this offer? etc
A thread with 8 ideas I’ve often shared in these chats:
Note:
Each of us has different aspirations, skills & values. No thread can definitively cover everyone’s situation while still offering a new & useful perspective. This stuff likely won’t apply outside tech/startups & won’t apply worldwide.
Take what resonates, ignore the rest.
I highly recommend working at a fast-growth company at least once in one’s career.
(doing it more than once might not hurt either :) )
I’ve seen that even smart & talented people struggle with how to create their shortlist of fast-growing companies.