You probably don't need Hadoop, and you probably don't need 10x engineers.
> This also lets you take chances on engineers that weren’t “perfect” but had a lot of positives to offer.
This is not true. An AS/HFA/Autistic person wouldn't survive very long at Netflix, because they biologically struggle with the goal-setting/performance review game. These individuals may have talents that are biologically unavailable to neurotypical people.
The Netflix approach selects for a very specific type of individual: an extreme degree of rote knowledge and the ability to effortlessly apply that knowledge. There are people who acquire this knowledge and talent via unconventional means, and Netflix is able to grab those people up.
In addition, that individual is likely wasting mental resources gaming performance reviews, or their manager has identified their struggle and is protecting them from the ceremony. Systematically, Netflix is not equipped to deal with them.
Everyone either wastes mental resources gaming performance reviews or ignores them as a sideshow to actually doing a good job. The better the performance review the closer these two approaches are. Unless you have experience of Netflix’s culture and management you are less qualified to opine on whether Netflix is equipped to deal with autistic employees than someone who knows an autistic Netflix employee who is successfully working there.
> Everyone either wastes mental resources gaming performance reviews or ignores them as a sideshow to actually doing a good job.
You can find out that this is a false equivalency in DSM IV. Spectrum individuals struggle with certain executive functions, and performance reviews align incredibly well with those metrics.
You've claimed the anagolous equivalent of "everyone gets tired climbing stairs, paraplegics are no different."
> opine
I hate to tu quoque, but I'm one of those individuals and I do struggle with performance reviews - as would most (not all) adult diagnosed individuals. Literally page 5 of my AS/HFA workbook. I'm lucky to be managed by someone who gives me qualitative reviews, instead of quantitative ones.
I have also been diagnosed. Autistic individuals aren’t paraplegics in this analogy. They are dramatically shorter than average. Working under a disadvantage is not the same as being unable to do something.
It’s not like the population of people who take performance reviews seriously rather than as bullshit hoops that have to be endured or gamed is large.
> This also lets you take chances on engineers that weren’t “perfect” but had a lot of positives to offer.
This is not true. An AS/HFA/Autistic person wouldn't survive very long at Netflix, because they biologically struggle with the goal-setting/performance review game. These individuals may have talents that are biologically unavailable to neurotypical people.
The Netflix approach selects for a very specific type of individual: an extreme degree of rote knowledge and the ability to effortlessly apply that knowledge. There are people who acquire this knowledge and talent via unconventional means, and Netflix is able to grab those people up.