Performance review
Performance reviews are generally conducted at the end of each year for team members with their manager. For new team members, typically there is an additional one after 2 or 3 months on the job.
Currently, there are 3 main factors to performance reviews: project completion, peer review, and work ethic. Each factor is treated equally. A good performance review would result in compensation increases, or bonuses, or both.
Project completion
Project completion is centered on the quantity of output. Projects that are not challenging should be avoided. There is plenty of subjectivity in scoping projects. Ensuring projects are challenging is a responsibility of all, and is key to maintaining a fertile growth environment for us.
Peer review
Compared to project completion, peer review is more centered around the quality of the work, though it also touches on quantity. How well do you plan, execute, help others? What complex problems do we solve? How innovative and creative are we? How are you performing relative to your seniority level expectations?
For a project or tech lead, peer review is gathered mainly from other project leads or tech leads, people working in their group, and their manager. For non leads, peer review is gathered mainly from their project lead or tech lead, the people from their group, and their manager.
Work ethic
Work ethic centers around the non domain specific aspects of our jobs. Being motivated, proactive, hard working, respectful and caring of others, ready to help, etc, all contribute to a good work ethic score.
One on ones
Currently, there are no regularly scheduled one on one meetings between team member and manager. Instead, we are free to schedule when we see the need. In addition, we are all encouraged to regularly check in with your tech lead, project lead, peers, and leaders of the teams. Notably, the last Friday of each month is "feedback" day, when you are encouraged to seek feedback from and give feedback to any team members.
Last updated: @March 5, 2026