The Hidden Challenges of Working for Major Tech Companies
Written on
Chapter 1: The Disadvantages of Major Tech Employment
Having spent time in various tech firms throughout my career, I've engaged in informal conversations with senior colleagues about the downsides of working for large tech companies. While they often cite issues like tight deadlines and management challenges, my perspective reveals additional concerns.
Section 1.1: Limited Job Choices
One of the primary drawbacks is the lack of control over job assignments. New graduates may be asked about their preferences during interviews, but it's rare for them to land precisely the roles they desire. For instance, I aimed for mechanical design and development in a B2C context, but instead, I found myself in production control for B2B.
The decision-making process for placements often hinges on factors like educational background and personality traits assessed during interviews, as I learned from HR discussions.
Subsection 1.1.1: The Role of Education
A second disadvantage is the importance placed on educational qualifications. I entered the industry with a degree from a technical college, which is generally seen as less prestigious than a master’s degree. While many colleagues possess specialized skills, the salary disparity—approximately $150 monthly—is notable. Large companies often employ a point system for salary increments, favoring those with advanced degrees, creating a noticeable gap in earnings after a few years.
Chapter 2: Additional Challenges in Big Tech
The first video titled "Truth about working at Big Tech: Is it worth the hype?" discusses the realities and misconceptions surrounding employment in large technology firms.
The second video titled "The HARSH Reality of Working in Big Tech" delves into the tough truths that many face within these large corporations.
Section 2.1: The Presence of Ineffective Employees
A fourth challenge is the presence of individuals who contribute little to the team. While this phenomenon is not exclusive to large firms, it tends to be more pronounced in bigger organizations. Often, older employees command decent salaries without delivering commensurate productivity. Working alongside such individuals can diminish overall efficiency and foster negative sentiments.
Section 2.2: Skill Acquisition Barriers
Finally, a significant drawback is the outsourcing of critical tasks like design and assembly. To cut costs, many large companies delegate these responsibilities to external vendors, a trend that seems to have intensified during recent economic downturns. This shift is particularly evident in software design, where in-house teams set specifications while outsourcing coding tasks.
As a result, engineers may find themselves missing out on essential design and assembly skills, which is a considerable disadvantage in the long run.