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Snap CEO Hired Chief Business Officer, Then Changed His Mind (bloomberg.com)
According to a report from Bloomberg, citing people familiar with the matter, Snap CEO Evan Spiegel officially made Kristen O'Hara, former longtime WarnerMedia/Time Warner exec, the chief business officer of Snap, but changed his mind two days later. Spiegel decided to hire Jeremi Gorman, who oversaw ad sales at Amazon, instead. "The switch was jarring for Snap's sales division, as O'Hara was well-liked," Bloomberg reports. "Now she's gone." From the report: In a statement to employees Monday, O'Hara told colleagues she is leaving due to changes in team structure. Even if Gorman works well in the role, the incident has eroded trust in Spiegel's decision-making as he is working to improve his leadership skills, and as Snap is depending on new managers to help boost the company's performance. Snap confirmed O'Hara's departure and declined to comment on the circumstances. In an email to the business solutions team on Monday, provided by Snap, Spiegel praised her leadership. Spiegel wrote: "In her time here, Kristen had an immediate and positive impact on the company. She had a deep understanding of our business from the outset and forged strong client relationships that we will continue to build upon. I will miss the leadership and enthusiasm she brought to the organization and wish her only continued success. Jeremi joins us with proven expertise and talent that will make our platform even better for our partners, and I am excited to have her on our team."
Why is this on slashdot? It's meaningless drivel. Who cares who is hired/fired to "manage"? It's not relevant to the success of the company. The people on the ground will be who makes things succeed or not. How is this, "Stuff that matters?"
What does this have to do with technology or nerdy news?
What the heck is "Snap"?
, but changed his mind two days later.
...
Kristen had an immediate and positive impact on the company.
Did I miss something? How on Earth do you make an impact in two days.
This article has no relevance on Slashdot. If this article makes the cut then so would hundreds/thousands of other irrelevant topics.
https://food-stamps.org/snap-h...
-or-
Snap Inc.
Snap Inc. is an American technology and social media company, founded on September 16, 2011, by Evan Spiegel and Bobby Murphy and based in Venice, California. It has four products: Snapchat, Spectacles, Bitmoji, and Zenly. The company was originally named Snapchat Inc. upon its inception, but it was rebranded on September 24, 2016, as Snap Inc. in order to include the Spectacles product under a single company.More at Wikipedia
Formerly called:
Snapchat Inc. (2011â"2016)
Type:
Public
Traded as:
NYSE: [ ], Class A (non-voting), Class B (single vote, private), Class C (10 votes, founders only, private)
errr....umm...*whooosh* *whoosh* Is this thing on ?
Things I always ask in an interview, because no one fucking tells you if you don't explicitly ask:
Is this a full-time, permanent career position?
Is this a new position, or an existing position?
- If it's an existing position: Is it already vacant? If not, will there be overlap with the current person in the position?
- If it's a new position: Is it an additional position in an existing role, or is it a new role entirely?
Do you do 9-5? Or is it 8-5 with a 1 hour lunch?
Do you have options for working remotely, either occasionally or on a regular basis?
Where would I be working? This office, or a satellite/branch office?
Is it salaried, or hourly? How is overtime handled, and how often is that offered/expected?
The best way to improve a business is to improve the product of that business. What's a "business solutions team" supposed to do? Improve business opportunities? Improve recognition by other businesses? I'm not sure.
In a time of universal deceit, telling the truth is a revolutionary act. George Orwell
What the heck is "Snap"?
A snap judgment/decision is "a judgment or decision made quickly, without careful thought or discussion."
;-)
https://www.ldoceonline.com/di...
https://www.youtube.com/watch?...
She had a deep understanding of our business from the outset
I call bs. Even a cursory look at Snapchat's history and recent business decisions shows no one there has a deep understanding of their business.
The only thing necessary for evil to triumph is for it to be pitted against a slightly greater evil
How the fuck is a CEO "working to improve his leadership skills"? That's some next level shit.
Does that make it a "snap decision"?
Maybe more like the place Dilbert "works".
In a time of universal deceit, telling the truth is a revolutionary act. George Orwell
Shall we call it a "Snap decision"?
<rimshot!>
Really?
"In her time here, ... ... I will miss the leadership and enthusiasm she brought ..."
In two days? What kind of time scale are they working on?
Perhaps they are working with ultra micro incremental development. Perhaps 1 hour sprints.
My bro just took a job that was supposed to be a 12 month contract to hire sys admin job with an emphasis on writing automation scripts. Pay was good so he took it. Turns out it's just a monitoring gig, 6 month contract that might get extended twice to 18 before they fire him
He didn't even read the terms of the contract he signed? Hate to say it but someone who can't be bothered to read his contract is a low-level grunt, not to be entrusted with anything important, so sounds like he is in the correct position for his abilities.
(Yeah, mod me down all you like, that statement will remain true).
I'm a minority race. Save your vitriol for white people.
The questions about new vs. existing role and overlaps with existing people are important. I work as a contractor all the time and find that a lot of weak managers don't do a lot of explicit responsibility assignment, it's often an organic power grab among a team of people ostensibly at the same level. When one of those people leave, the remaining team members cherry pick that departing employee's responsibilities, and the new team member is left with all the shit work even though the entire team is essentially peers. I only care as a contractor because if I'm installing something, I need to know who actually is lead on networking, storage, etc. It's amazing how many managers are clueless about who actually does what and often how power hoarding leads to single person dependencies. Sometimes the conflicts are bad enough that employee A who does networking literally won't do work for employee B who does storage or backup, despite the fact that Manager bought $100k gizmo that needs A & B to cooperate to get the job done. There's a lot of bullshit in IT, but the petty conflict and I'm-smarter-than-you stuff is what really drives me over the edge.
This is the main problem I have with capitalism. ... .... .
Turns out it's just a monitoring gig, 6 month contract that might get extended twice to 18 before they fire him because 18 months is the most you can keep a contractor before the state gov't starts asking questions about taxes.
We need more worker protections.
It sounds like those worker protections that the government enforces are more the problem than capitalism.
And leaving any job for a new job is a risk. Sorry your brother was lured in by the money (i.e. his own personal capitalism) and left the job that was stable,
Just curious, should there be protections for employers that invest and treat their employees well to prevent people from quitting just to go to a company that can pay more?
This was a clever strategy to get credit for hiring two women, but only having to keep one on full time.
This posting is provided 'AS IS' without warranty of any kind, implied or otherwise.
None of those are salary negotiating questions. Further, I won't even go to an interview unless they tell me a salary range ahead of time. (Not that it matters anymore - in my state the law says employers have to post the salary range when advertising a job.)
None of those are salary negotiating questions.
Of course they are. They are things of interest to you (or you wouldn't be asking them) directly related to the *conditions* of how you would be working. They are prime things to bring up during a negotiation unless you're stuck applying for cubicle roles where negotiation doesn't really come into it.
salary range
So something that is able to be negotiated about.
So tell him to start looking for another job now, if he has found one then don't sign the next contract renewal. When they ask him about such a short duration at that job (and they will) he can explain why. I had a job where I had to quit shortly after joining to move to another city and look after my dying father, I don't even put it on my CV, I have a good reason, but I don't like explaining it over and over. When they ask about the gap (and most don't even notice) I just say I took a break.
There are three kinds of falsehood: the first is a 'fib,' the second is a downright lie, and the third is statistics.