Mixercast fires people from it’s team in India

I have heard that Mixercast has fired a major part of team in it’s development center based in Pune, India.
I can not confirm this news, however, I can say it is from close source.

This is not unusual, I have seen some start-ups seem to be doing this. They bootstrap with a team in India, once they get funded, they start expanding in USA. Expansion is good thing but please don’t disrespect the existing team by firing or not giving due credit because you got a team in USA.
That’s unfair and it shows, how such start-ups treat people. Equity/rewards are at far end, I see, people are not even treated with respect. From my experience at Mixercast, perhaps this was one of things I felt and that made me move on.

I am not writing this post because of my stock-options issue, though let me take this opportunity to express my feeling, I deserved some credit and respect for what I have done at Mixercast. They couldn’t reconsider my case here as I know, they allowed someone else to exercise, even when they guy was fired before vesting period.

Anyway, I don’t like, if someone is not treated with respect, specially engineers from India. I know, not all of us are doing as expected but we are learning and getting better day by day. We must consider, India is huge country and thousands of engineers/developers start their career every year, I would say it’s companies who need to make sure of quality and make individuals learn what is good and bad during early years of their career. Unfortunately, not all companies think that day, perhaps achieving sales target is the only thing they look at?

I am sure everyone from Mixercast Pune development center would do good, I know them personally and I can say they all are rockstars. Mixercast had 0% attrition rate for first year or more, very rare to see in India.

I am sure none of these events would make them feel low. I wish them all the best.

Update (July 2, 2008): I am not sure whether Mixercast allowed someone to exercise the options before vesting, I was wrong and I should have not posted that particular line without confirmation. I have heard it from very close and reliable source within company, however, I am not sure. I didn’t mean to offend anyone hence I have struck that line (sentence) and please accept my apologies for that, hope I don’t repeat it. BTW! As someone pointed, I should have proof while ranting, he is right, please accept my apologies again and I didn’t mean to offend. My mistake.

Another source says, people are not exactly fired, they have been asked to find a new job because there is not much of work left for them. All these people would get everything (options, etc) – That’s great.

  • Another Developer

    Ok, yes you are dead on getting fired before your vesting period has given you your options is wrong.
    I have had the experience of working with several firms in India and unfortunately the code is not always top notch. I have been through a fair share of projects where I have to go in and re-write code and made the product more extensible. As a start up using India engineering to get started is good, respect for your team is necessary but also remember that you are getting paid to produce and not to learn on the job. Sure some of that happens regardless on the job but reality is you are not getting paid to learn but to produce.
    Being outsourced several times for an India crew has made me a little biased. So take my comments with consideration. But to see more US based workers get a salary once again as opposed to outsourcing helps the economy here.

  • Bill

    “They couldn’t reconsider my case where as I know, they allowed someone else to exercise, even when they guy was fired before vesting period.”
    I can fully understand your feelings. But whenever you rant also please put forward proof. Do not hit from the back.
    Who is this guy/gal ?

  • @Another Developer: I understand what you mean. But let me tell you, in this case of Mixercast, everything was done from scratch in India, even the first couple of versions. So I would not say quality of code was bad, infact Mixercast has some amazing architecture underneath.
    However, I mentioned last paragraph (about code quality in India), that’s in general context (outsource or whatever). Sorry, it got mixed with main subject of the post.
    Thanks for the comment.
    @Bill: My mistake, I don’t have proof and I was not sure, I should have taken care while posting. Thanks for pointing it out, I have update the post and accepted my fault. Once again, I don’t mean to offend anyone, sorry I can not disclose the name of that person.

  • rv

    @Abdul – I would say they were really smart in doing this. They managed to hire some of the best people in India (I know most of the people who worked in MC) and create a really good product with a lean budget (and some promises may be). Now they have a cool product which they can show off to people and get funded and now they think the team who build that is of no value-add as they now have the money to have a local team in the place where they came from. And believe me for this, you are not alone I know of at least 3 different cases like this.
    @Another Developer – I tend to disagree with your comment about the code quality of Indian programmers and for that matter a lot of softwares and web applications which are being used by the Fortune 50’s are developed in India (and not rewritten elsewhere). I have been part of more than 100 project’s myself and there has been probably 3 or 4 isolated cases in which this has happened and in most of the cases (2 in this instance) I would say that the person on the other side just didn’t want this project to be done out of India and was unnecessarily making peoples life toucher so the project can be taken away. There were only 2 cases in which the problem was genuine.
    “As a start up using India engineering to get started is good, respect for your team is necessary but also remember that you are getting paid to produce and not to learn on the job.” – It’s the interviewers responsibility to choose the right candidate who can perform on the job rather than those who practice on the job. If the interviewer is not capable of identifying the difference then its his fault not the candidates. Secondly, I have seen that, because its India people want to pay programmers 10% of what they pay in the US and if thats the case you will only get a programmer who is worth 10%. I agree that the reason for outsourcing to India is because of lesser cost but when people want to recruit guys at 10% of the cost they would spend there, one would only get candidates who are beginners and not pro’s. What you pay is what you get – it’s that simple.

  • I completely agree with RV