Damn girl, I want you on my team! You got moxy!

She did really good! Almost drove it home, she was so close... As a former manager in HR, here are my two cents. Note that I'm from canada, might not apply as I have it in mind in the US. If they're trying to frame a layoff as a firing for cause and poor performance, her first way of handling it is excellent. Ask pointed specific questions on what about your performance was lacking and more importantly can you demonstrate to me that I've been communicated clear quantifiable and Timely objectives that I've been communicated means and ways to be coached and trained to meet those objectives and that I've been communicated milestones of me not meeting objectives, with proper corrective measures and coaching to then change course before a firing for poor performance.

If you can't communicate any of these to me, the objectives, my performance against his objectives, the milestones, and the coaching I received to meet objectives when I did not, then this is not a poor performance related firing. If you're missing any of these information then I am not yet terminated and I am at your employment until a subsequent meeting where you can come back with that information. On the other hand if what you meant to say is that this is a layoff because you have hired too many people, and that this letting Go has nothing to do with my performance, okay no problem, let's talk, but in this case it will be with X months of severance and a glowing recommendation letter.

Lastly I want to make you aware that I've recorded this conversation, in which it's now clearly documented that you have no clear tangible indication of any notion of documented poor performance about me, and thus I am still at the employed of my employer until you either provide those, or provide me with coaching that I then fail to put into practice to meet objectives, or until you come back with the severance package for a layoff that has nothing to do with my performance.

Something along those lines...

They kept bringing up performance metrics. So are the metrics predetermined to always be against employees? Employees will never have a good performance regardless of all the positive feedback, just so the company can fire people when they want or need and say "well here's your performance based on the metrics, you're not working out so we gotta let you go". That's what it sounds like to me.

Wow I applied to Cloudflare a few months ago, glad I got rejected because I was just laid off late last year.

The way she handled this, she is gonna get hired by another company in an instant.

My one question going in was whether this was a Sales role. It’s hard to overstate how volatile a career in sales can be. You are your numbers and your income can swing around wildly. Maybe you can control your own performance but the viability of the products is out of your control and the targets set for you to be evaluated against are outside your control too. Companies use Sales to grow, not to subsist, so the second budgets are tight and a company shifts into survival mode, you’re the first to go. Culture is also volatile and high pressure, competitive, etc. I know a sales guy who closed a multi hundred thousand dollar enterprise software deal and was missing just one signature for weeks and could not reach the guy. He travelled internationally and camped out in the building lobby for multiple days until he saw him and ran up and got him to sign.

It’s hard. You can do really well but it’s hard. She’s pretty vulnerable not having actually closed anything, ever, yet. No one actually cares at the end of the quarter if you “have great meetings.”

This gave me PTSD to my time working in tech in San Francisco. To me, some of the larger problems with the tech world that don't get highlighted so often is how much people are completely making up what they do. I had zero experience in my industry, none. I sweet talked my way into my role and had a friend at the company put in a good word for me. A couple kudos later and I find myself managing, then running my own department. So many of the employees in many of the more ambiguous non-learned-skillset required jobs like sales, customer service, HR just found there ways into a niche and learn along the way. Unlike say a software engineer who went to school to learn how to code, I did not go to school to learn how to get screamed at on the phone and troubleshoot their tech issues. Brittany here probably didn't go to school to learn how to close deals. The people that designed her programs probably didn't set her up for success enough, and clearly, the mismanaging of new hires vs the bottom line was their fault, not hers. That said, to any young folks getting into the game, I'd say be wary of doing what she did here by recording this interaction and posting it. I know the gratification probably feels right and just in the moment, but she could have made her life a lot worse than a lost job with potential lawsuits. As mentioned above, a job is just a job and unfortunately we are all just a number to the company. You can and will get another job. Always cover your ass though.

Only watched her initial verbal volley and fuck that is some strength. I heard the emotion right under the surface but it was emphatically not in her voice, I'd have been shitting myself if I were on the other end of those questions