Ryan Knutson

Everyone could trust. access strategy plans and could weigh in on things. You know, the expense policy was like act in Netflix's best interest. So if that meant flying business class, go do it. If it means taking your team to a five-star restaurant, go do it. Like it was, there was no red tape on anything.

So the idea behind this was, look, we're looking at tech companies all the time. We're trying to recruit from them. Google was one that they talk about a lot. Google's policy at the time, I believe, was 18 weeks paid leave, which was pretty significant. And they said, let's do better than that. Let's say people can take up to a year unlimited. And so they did.

So the idea behind this was, look, we're looking at tech companies all the time. We're trying to recruit from them. Google was one that they talk about a lot. Google's policy at the time, I believe, was 18 weeks paid leave, which was pretty significant. And they said, let's do better than that. Let's say people can take up to a year unlimited. And so they did.

So the idea behind this was, look, we're looking at tech companies all the time. We're trying to recruit from them. Google was one that they talk about a lot. Google's policy at the time, I believe, was 18 weeks paid leave, which was pretty significant. And they said, let's do better than that. Let's say people can take up to a year unlimited. And so they did.

It definitely made a splash. I mean, every publication, including the Wall Street Journal, wrote about it because it was so unheard of. And they, you know, they got on and continue to get on all these, like, best places to work lists. And a lot of these publications mention their very generous parental leave policy.

It definitely made a splash. I mean, every publication, including the Wall Street Journal, wrote about it because it was so unheard of. And they, you know, they got on and continue to get on all these, like, best places to work lists. And a lot of these publications mention their very generous parental leave policy.

It definitely made a splash. I mean, every publication, including the Wall Street Journal, wrote about it because it was so unheard of. And they, you know, they got on and continue to get on all these, like, best places to work lists. And a lot of these publications mention their very generous parental leave policy.

Yeah, I mean, I think the thinking behind it, and I think this did work, was that Netflix also was having more women, particularly entering the senior ranks of the company, and they wanted to continue to be able to recruit and retain women. So, yeah, I 100% think that it worked from that perspective.

Yeah, I mean, I think the thinking behind it, and I think this did work, was that Netflix also was having more women, particularly entering the senior ranks of the company, and they wanted to continue to be able to recruit and retain women. So, yeah, I 100% think that it worked from that perspective.

Yeah, I mean, I think the thinking behind it, and I think this did work, was that Netflix also was having more women, particularly entering the senior ranks of the company, and they wanted to continue to be able to recruit and retain women. So, yeah, I 100% think that it worked from that perspective.

Also, at the time when they came out with this policy, Netflix was becoming a global company, and people in other countries look at the parental leave policies in the U.S. and think that We're crazy about how short it is. So the idea was, we want to make this great for our employees, and we want to help recruit and retain the best talent all over the world.

Also, at the time when they came out with this policy, Netflix was becoming a global company, and people in other countries look at the parental leave policies in the U.S. and think that We're crazy about how short it is. So the idea was, we want to make this great for our employees, and we want to help recruit and retain the best talent all over the world.

Also, at the time when they came out with this policy, Netflix was becoming a global company, and people in other countries look at the parental leave policies in the U.S. and think that We're crazy about how short it is. So the idea was, we want to make this great for our employees, and we want to help recruit and retain the best talent all over the world.

So the section that... I talk about a lot is the freedom and responsibility section because the freedom and responsibility was really probably the most unique thing in the memo. That was this idea of, you know, expensive policies being act in Netflix's best interest. You know, their vacation policy was take vacation.

So the section that... I talk about a lot is the freedom and responsibility section because the freedom and responsibility was really probably the most unique thing in the memo. That was this idea of, you know, expensive policies being act in Netflix's best interest. You know, their vacation policy was take vacation.

So the section that... I talk about a lot is the freedom and responsibility section because the freedom and responsibility was really probably the most unique thing in the memo. That was this idea of, you know, expensive policies being act in Netflix's best interest. You know, their vacation policy was take vacation.

Like it was this idea of like, we will give you all the freedom and you should have the responsibility to act accordingly.

Like it was this idea of like, we will give you all the freedom and you should have the responsibility to act accordingly.

Like it was this idea of like, we will give you all the freedom and you should have the responsibility to act accordingly.

I mean, tech companies tend to be more secretive in their culture. It's very unheard of that you would see a tech company like a Google or Apple share strategic ideas with all of their employees. That would never happen, right? They were much more like, keep things to themselves, do your work.