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10 Ways to Get Started in Netflix's Work



Netflix is ​​a very successful company and keeps its (very well paid) employees at a very high level. The best way to survive is to constantly surpass them. And according to the Wall Street Report Journal CEO Reed Hastings wants his people to talk pretty much all the time and think about their survival.

In this kind of culture, such things happen, the Journal reports:

1. "Last year, he fired [Hastings] Neil Hunt, the longtime chief product officer who helped develop Netflix's famous algorithm curating programming for viewers, was one of Netflix's first employees and was Mr. Hastings' close friend for decades, Mr. Hastings told Mr. Hunt that much had changed when Netflix expanded in Hollywood and overseas, and Greg Peters, one of Mr. Hunt's subordinates, was better for them Task suitable. "

Reed Hastings in 2014 [Image: Wikipedia / cellanr]

2. "Ernie Tam, who had been a Netflix engineer for six years, was called to his manager's office on a Monday morning in 2015." You're no longer a star, "the manager said, and a human resources representative came in to discuss Mr. Tam's severance package and pick up his laptop." I left the office and never came back, "Mr. Tam said.

3 , "One former employee remembers seeing a woman being fired while she was packing her boxes while the rest of her team kept away from the scene without offering support, fearing that" her would help [http://en.wikipedia.org/wiki/Accounting_Party]

4. "A former marketing vice president worked on a marketing shoot all weekend in 2014, the second season of" Orange is the New Black "in To promote New York City. During the weekend, her boss, Chief Marketing Officer Kelly Bennett, planned a meeting on Monday morning and said that he and then Chief Talent Officer Tawni Nazario-Cranz would pass on their way from California to London. "[Guess what happened next.]

5." The emails about layoffs can reach hundreds of employees in multiple departments and be painfully specific, calling out mistakes of an employee and at the same time demanding more questions and gossip, many employees say. "


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6. "Chief Financial Officer David Wells emailed the staff in August, saying he had decided to leave David Burt, a vice president. "It is now clear that David did not speak directly to us about an important employee issue that had an impact on the business, even when asked directly," he wrote in the e-mail. One person who was familiar with the case said that the "employee problem" mentioned in the email involved a sensitive medical condition and that Mr. Burt acted to protect the privacy and confidentiality of the person. "

7." When the Netflix Singapore office opened in 2016, staff were affected by the frequency of redundancies. A Korean employee who left the Singapore office earlier this year said the culture, which encouraged too much feedback, reminded her of North Korea, where mothers have to criticize their sons in public. "

8." Belle Baldoza, a former PR manager in Singapore, was in trouble with staffing questions when she asked co-workers if they wanted to help a receptionist who was released during the Chinese New Year and could not receive compensation because of him Working on a contract, people who were familiar with the incident said. Human Resources staff told her that such a collection was not the "Netflix Way" and was "not in the best interests of the company," people said.


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9. "At a company visit to Netflix Inc. in July, Chief Executive Reed Hastings got angry when he spoke to around 500 executives." Mr. Hastings recently fired his Chief Communications Officer because he had the & # 39; N word & # 39; The executive in question, Jonathan Friedland, "glossed over" his vitriol-Netflix jargon for an apology or an act of transparency in front of his colleagues – in the hope that he would tip over – it has not. "[Friedland was fired.]

10th "Several years ago, Mr. Hastings at a board meeting" bashed "that he authorized the company to give some significant cash to some senior executives, including Ms. Nazario-Cranz, the chief talent officer, to assist in the purchase of homes in California The Bay Area, people who were familiar with the matter said … Mr Hastings was dubious when he found out that the executive [again, the talent officer, Nazario-Cranz] had gotten part of their team to cut their hair and make-up Mr. Hastings asked her to show "sunshine" in front of dozens of executives. "[Nazario-Cranz later left due to a heart condition and “a desire to spend more time with her children.”]

Read the Journal & # 39; s exposé here.


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