Career Advice About Meta

As we all know, Big Tech hiring is drastically slowing down, which includes Meta. However, this means people axis sources like interviewing and being a bootcamp mentor become harder to get.

I'm also fairly new to the company, so it's harder for me to do things like mentor and onboard others for people axis credit.

All that being said, how does people axis work for me and how can I get a good rating there?

Meta is slowing down hiring, and they’re trying to focus on a few big bets across the company. As someone who is joining the company soon, how will this impact the bootcamp team selection process, and should this impact my team strategy?

I have been with my current team (a platform team) for about almost 3 years now, and I believe I have build good relationships with others in the org. I am thinking about projects that can get me to E6.

So far, the projects that I come up with, feels underwhelming after talking to more senior IC. The IC either think there the ROI is not high enough, or the project is too much of BE. For other ideas, it feels like that I would have scope collision with other ICs. I sometimes feels too tired to churn through more ideas. I am not sure if this is normal, or if I would be able to succeed in my current team to get to E6. How would you decide it is time to change teams?

Comparing Meta to other companies, splitting between a PM and an engineer is very awkward. PMs end up doing a lot of strategy work, but when it comes to what tactics you pick, it seems like engineers have to pick there.

My PM is very senior at PM6 and their guidance is extremely high-level to the point where the concrete projects we need to work on aren't entirely clear. How do I fill in these details, so I know what to work on?

Now that PSC for the first half at Meta is nearing an end, do you think it makes sense to ask my manager for a raise in our next 1:1?

Or, given that Meta is a big tech company, are raises purely based on rating?

I just had my onsite interview for Meta and I found it really strange that my interviewer only asked me behavioral questions for 30 mins. I used the STAR approach when describing my projects and experiences and I couldn't catch any red flags when talking about my experiences, so I'm surprised that it only lasted for 30 mins and I'm a little worried as to why it was so short. I cross referenced my answers with the junior level interview performance and it matches up with what Alex described. I did fill the remaining 15 mins with questions based on what Alex suggested. Does anyone have any thoughts?

I interviewed with Meta yesterday for a more junior role (I'm actually more senior) and they said it would kick in immediately for fertility in September upon starting a role with a program which is 18 month long (short term employee program) STE program that converts to Full Time Employment (FTE). They said stock would come then, but not upon start in September.

They said they would allow employees (STE/FTE) options to pick the perks of 4, to individually itemize 4-5 choices to make between medical coverage, which as a section on fertility and co-pays for expenses at the maternity level.

• Healthcare
• Dental
• Vision
• Therapy Stipend
• Wellness Stipend
• Family leave,
• PTO and time away benefits,
• Financial benefits (401k matching, financial coaching/planning)

How long does it take for benefits AND stock (vesting) to kick in typically at any FAANGMULA or OpenAI type of startup company? I personally don't want to wait until September, am likely to accept a more senior role at Apple FTE of course or other AI startup companies where these benefits AND stock kick in right away at an L4-L5 to L6 level depending. That role above it looked like IC4 and I was way overqualified and should be interviewing for at least an L5 position and above.

• How to get involved in strategic initiatives that align with the company's long-term goals? This could involve working on new product developments, exploring new technologies, or improving internal engineering processes.
• Where to find those projects and with sponsors?
• Building effective alliances takes time and consistent effort. How to be patient and continue to foster relationships even when immediate benefits are not apparent?

Hi, I have a Meta new grad interview coming up and I got LC premium for the first time. I wanted to ask what filters you recommend using.

I am thinking of this - Filter the list by past 30 days, sort by frequency and then do the top 30 from there.

What do you think? You can also filter by past 3 months, 6 months, all time. Thanks!

It seems to me that Meta has SWEs drive a lot of product decisions but I've always heard Product is better for high growth and the famous examples of Sundar and Satya

I am an E4 Machine Learning Engineer working with a (traditional) Software Engineering Tech Lead who lacks a strong understanding of Machine Learning. This gap makes it challenging for him to communicate clearly the needed technical requirements, set a clear direction for my projects, and maintain consistent priorities, which often shift unexpectedly.

As a result, I frequently feel unclear about my deliverables for this half-year and worry that this lack of clarity might negatively impact my performance review.

Do you have any advice or suggestions on how I can navigate this situation?

How to identify my gap to next level?

How to narrow my gap to next level?

How to define the priority and work on your projects?

How to setup clear expectations for yourself and your team?

There's so many teams to choose from - It can be overwhelming. However, in a company as large as Meta, I'm sure there's huge variance among teams. How can I find one that works for me, particularly when it comes to find E5 scope for promotion?

I would first like to thank Taro for helping me land internship offers at two amazing tech companies. I could not have done it without Taro's amazing courses.

I am trying to decide between the two offers for my last internship. The offers are as follows (both are for software engineering position):

• Meta (Menlo Park)
• Microsoft (Redmond)

I am currently leaning towards Meta due to resume value and opportunity to work on interesting projects. It is also a lot closer to where I live. The pay for Meta internship is also higher by around $10,000.

However, based on initial research, it appears Microsoft's return offer rate is slightly higher. According to what I have heard, Microsoft's FTE conversion rate is generally around 75-80 percent.

Would it still be wise to choose Meta in my case, or would Microsoft be a better choice? I would greatly appreciate any insights.

How to avoid working closely with others on projects that does not allow you to demonstrate your skills in a team context, emphasizing collaboration over competition?

What are the common mistakes to overstep and to look like you are showing off?

How to highlight more of collaborative success that often speaks louder than individual achievement?

Hi team,

I currently work as a Software Engineer (5 months in the role) at a mid-sized firm. I recently received an offer for the new grad SDE role at AWS with a start date in first week of December.

I also just heard back from Meta that they would like to proceed with virtual loop for their new grad SDE role. Given I clear the virtual loop, I am guessing the team matching phase takes a few weeks.

Would you recommend I join AWS meanwhile or push the start date at AWS and complete my virtual loop with Meta?

I am excited about the work at AWS based off of what I learnt from my hiring manager!

Hi!

I have a question regarding Meta's interview selection/rejection criteria.

I recently interviewed with Meta for E4 Software Engineer role and I actually did well on the interview. I answered both questions with optimal algorithms and also did everything that is expected of the candidate in a good interview (like asking clarifying questions, making a framework for the code to be written/ pseudo code, with the explanation of the process of how I came up with the solution, writing optimal code, discussing time complexity and verification/ dry run - everything within that time limit). I received a rejection from my recruiter. I can't think of anything being the reason for the rejection except that I have been a bit nervous during the interview (but did manage to get everything done still).

Is it normal for Meta to reject a candidate in the screen in spite of such performance? What else would they be expecting to proceed with a candidate? It was not easy for me to get this opportunity to interview with Meta, as I didn't have any previous big tech experience. I'm kind of losing hope on my journey to crack a big tech with this experience. To be honest, I kind of feel like I am being discriminated against. Can anyone please share your thoughts on this experience?

I'm pushing for E6, and I'm having trouble doing this in my current org. I'm considering an org switch, and I want to make sure I don't end up in a similar situation - How can I properly evaluate an org for availability of scope and mentorship?

Hi Taro. I have two offers for contract roles through agencies.

First I got a 6 month role at Amazon. I previously worked at Amazon for a couple of years before I got laid off. I signed the offer.

Then I got a 12 month contract role at Meta. I decided that I would renege on Amazon and take Meta because it is longer. So I signed for Meta.

Meta starts in a month and Amazon starts in a week. There is a chance that after reneging Amazon, I could lose Meta. Meta can rescind the offer for example. How should I handle this situation while minimizing damage to my reputation at Amazon because I may return there one day for a full time role?

I am planning to ask Meta if I can start earlier, but I doubt it will be possible.

Thanks

I work on a pretty planning intensive team. Sometimes we'll spend several weeks planning out our next project, but since planning takes so long, not much time is left for execution after we're done planning. This leads to us having to sprint to deliver, and after we go that, we go back to planning and the cycle starts all over again. This is all pretty hectic, so I was wondering if anybody had any ideas on how to improve this process?

Offering advice or solutions without being asked, especially when you may not be fully informed about the situation, can come off as know-it-all behavior. Offer help or advice when it’s requested or when you're sure it's needed.

I'm joining Meta as a Machine Learning engineer. I've found content on Taro (and other platforms) to be helpful, but sometimes I'm not sure how applicable the advice is for my domain. For example, I won't be working with any designers, and I probably won't touch any UI components in the way a mobile developer might.