No promises of lifetime employment. I’m focused on the long-term health of the company, and our needs will inevitably change. If we continue to grow, it’s almost guaranteed that not everyone will be the right fit at every stage.
No expectation of loyalty. The flip side is that we aim to attract ambitious, hungry people, which means we need to provide real opportunities for career advancement. If we can’t, I understand you’ll move on.
If we let someone go after a single bad quarter, that’s on us for being shortsighted. We know people have ups and downs, and we don’t want to be overly sentimental, but we also don’t want to act rashly. On the other hand, if someone’s job-hopping every year, that’s usually a sign of short-term thinking. From 2014–2021, job-hopping didn’t matter much. Now, it’s becoming clear that those signals are important again.
At the end of the day, it’s not about judgment—no good/bad or right/wrong here (aside from obvious dealbreakers like dishonesty). It’s just adults making tradeoffs.
That said, I’ve seen how some companies shy away from being upfront about this, which leads to cynicism. We’ve had moments like that too—at some point, we started calling ourselves “a family.” I shut that down fast. It wasn’t popular, but it helped clarify our stance. You know what you’re signing up for with us.