rapidsave.com_ae_at_cloudflare_records_hr_trying_to_fire_her-n9tmcohti0cc1
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I can’t give more approval for this woman, she handled everything so well.

The backstory is that Cloudflare overhired and wanted to reduce headcount, rightsize, whatever terrible HR wording you choose. Instead of admitting that this was a layoff, which would grant her things like severance and unemployment - they tried to tell her that her performance was lacking.

And for most of us (myself included) we would angrily accept it and trash the company online. Not her, she goes directly against them. It of course doesn’t go anywhere because HR is a bunch of robots with no emotions that just parrot what papa company tells them to, but she still says what all of us wish we did.

(Warning, if you’ve ever been laid off this is a bit enraging and can bring up some feelings)

  • GoodEye8English
    1·
    9 months ago

    As you said, he said firing here wasn’t the mistake. They determined that she wasn’t working out there so they fired her. That’s within their rights.

    Maybe were you live at. For instance where I live at the employer cannot fire anyone without an explicit stating why that person is getting fired. What they did is illegal where I live at.

    The “nondescript performance metrics” aren’t non-descript, we just don’t know them because we don’t work for cloudflare. Her job seems to be to bring in clients. She admits herself that she hasn’t brought in a single client, and lost one at the final hurdle (could be because of her, might not be).

    I agree, we don’t know the metric and we don’t need to know. They however should know their metrics and should be able to present them. Even you were able to come up with a least 1 possible metric and you don’t even work there, but the HR who works there and should be aware of the metrics can’t even name a single one. The fact that they couldn’t even bring up a single specific metric is a pretty clear indicator that the metrics are nondescript.

    The mistake was her manager not being in the call. That’s pretty much the only “mistake” they made here.

    Have you wondered why her manager isn’t on the call? The CEO seems to make it pretty clear that firing people is a pretty regular process there so it’s not like they’re doing it the first time and simply forgot. Maybe the manager simply wasn’t available at that time? But they do regularly so they should be aware that it’s important the manager be present which means it’s also important to plan the call when the manager is available. What is the good-willed reasoning the manager couldn’t attend? Because I can name a few nefarious reasons why the manager wouldn’t be in that call.