I see what you’re saying and I respect it. You have to take care of yourself first.
However, as someone who worked in one of those fields, it’s draining when over half of your leaders are trend hoppers. They get up on stage frequently and talk about how excited they are, and how it’s a long journey ahead. And then as soon as the industry takes a slight downturn they all leave in unison.
Some of the leaders are truly passionate about the field and they’re still around. It’s very clear who is who from the way they act towards the employees.
The experience taught me to avoid hype industries unless I’m willing to make money the number one goal in my life, which is harder than I thought, since life has plenty of things more enjoyable than money.
It's not about company loyalty, it's about whether you actually believe in any of this tech. And you're supposed to, when you're a director with PR duties.
Until someone looks in that employee's wake and sees one dumpster fire after another and the employee being the common denominator. These people aren't just jumping from hype space to hype space, they are torching each of those projects to extract short term gains to the detriment of the teams under them.
Appreciate the sentiment, but if any employee does indeed have a track record like that, its on the company for hiring someone like that in the first place.
The real question is, why is the market so inefficient at sifting through bad employees, especially near the top of the ladder? The fact that this exec has been able to jump from one dumpster fire to another, often with a promotion, tells me that there’s something broken about the way senior execs are hired.
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