I think every enterprise tries to build this themselves and ends up buying a very expensive platform when their internal project fails. Thanks for creating this.
NYC Spotify employee here. Spotify has a very honest, open, and autonomous culture. Spotify is comprised of many Missions which are defined by a business purpose like ads, user engagement, or analytics. Within a Mission you will have one or more Tribes. Each Tribe is loosely associated with the Mission goal and addresses a portion of the overall Mission. A Squad is a delivery team/product team. Squads are accountable for building great products. They are given autonomy to make the right decisions for the direction of their product. Squads function as "mini-startups", if you will. A grouping of many Squads is called a Tribe. A Mission will have one or more Tribes. It's a tad confusing and I'm sure I've gotten some of definitions wrong, but you get the general gist.
As for the people culture, Spotify values the growth of employees. We focus heavily on personal growth over product delivery. We believe if we build good people they will build good products. I was doubtful before joining Spotify that they would fulfill everything I was told (about the culture) during the interview process but everything has held true.
Thanks I really appreciate the perspective! Quick follow up, are you assigned a team from the get go and what's the the mobility between missions/tribes?
I'm definitely going to apply, but I image they get inundated with apps so I'm trying to learn as much I can for that cover letter (hopefully that counts for something,haha?).
Would you suggest I email a recruiter directly on top of applying online?
Join one the fastest growing disciplines at Spotify! We are looking to hire Data Engineers to help derive knowledge and insights from large volumes of behavioral data. Good candidates will have a natural curiosity to explore data, experience using Hadoop or Spark, and love creating products which help drive critical business decisions.
Data Engineers at Spotify:
Develop data pipelines using Scala
Work with Google Cloud, Dataflow, and BigQuery
Partner with Product Owners and Data Scientists to build new products
Join one the fastest growing disciplines at Spotify! We are looking to hire Data Engineers to help derive knowledge and insights from large volumes of behavioral data. Good candidates will have a natural curiosity to explore data, experience using Hadoop or Spark, and love creating products which help drive critical business decisions.
Data Engineers at Spotify: Develop data pipelines using Scala Work with Google Cloud, Dataflow, and BigQuery Partner with Product Owners and Data Scientists to build new products
We use OfficeVibe (http://www.officevibe.com) which allows employees to provide anonymous feedback (good and bad) and helps us track our ongoing progress. It's quite helpful.
Join one the fastest growing disciplines at Spotify! We are looking to hire Data Engineers to help derive knowledge and insights from large volumes of behavioral data. Good candidates will have a natural curiosity to explore data, experience using Hadoop or Spark, and love creating products which help drive critical business decisions.
Data Engineers at Spotify:
Develop data pipelines using Scala
Work with Google Cloud, Dataflow, and BigQuery
Partner with Product Owners and Data Scientists to build new products
I just went through the interview process for a management role at a company in which they stressed the importance of "cultural fit." I assumed this meant I would be evaluated for my ability to work within a startup vs the traditional large enterprise companies I had been working for over the last few years.
I was caught a bit off-guard when the interview pivoted towards inclusion and diversity. I stumbled through some questions which, in hindsight, were geared around determining if I was a "brogrammer". The questions were very open-ended like: "How do you deal with diversity?" and "How do you accommodate other's working styles?"
Speaking with HR after the interview the company their definition of "cultural fit" was much broader than just work or programming style. The company is extremely interested in building a talent pool that is diverse in all ways (age, gender, ethnicity, etc...) and viewed the engineering practices as something that can be taught.
Their belief, if you invest in good people who like their jobs then they will build good products. And if those products are good then the company will make money.
> "How do you deal with diversity?" and "How do you accommodate other's working styles?"
I don't understand these kind of questions, culture shouldn't play a role as long as core values are shared (like honesty, empathy, humility...) The rest should be irrelevant in the workplace
> I don't understand these kind of questions, culture shouldn't play a role as long as core values are shared (like honesty, empathy, humility...)
It's important to have non-toxic and morally good employees, but if you start forcing a "core value" system on subjective morality you're going to throw a wrench into the cogs.
Shared core values are better for goals and brand identity. Company culture is more leading by example, than meticulously choosing what is honest and empathetic and humble.
