A former Meta IT employee, infamous for being labeled extremist and banned in Russia, described a perplexing start to his tenure. In the early weeks, he reported having almost nothing to do, choosing to take surfing lessons instead. He spoke about this in an interview with Business Insider.
There were no clear instructions or assigned tasks, he recalled. He remembered being idle and even learning to surf while away from a traditional workspace. He felt unseen within the organization, noting that no one seemed aware of his presence or his role.
The former worker indicated he had been with Meta for less than two months at that time. Throughout that brief period, his expectation was to be integrated as a data scientist on the team, but the onboarding felt incomplete from his perspective.
According to him, one of his few contacts at Meta was a data consultant, yet their communication did not endure for long. The limited interaction stood in stark contrast to what might be expected from a formal role in a major tech company.
Before accepting a full-time position at Meta, the individual completed two summer internships at another tech firm. He described those internships as more active, with a manager who kept in regular contact, creating a sense of belonging and momentum.
He reflected that the sensation of a real job hadn’t fully taken hold. Still, he hoped that a full-time offer would elevate his status within the company and push his career to a new level, even if that aspiration remained unrealized at the time.
In the following period, the person said he was laid off during Meta’s first mass restructuring in the fall of 2022. He had recently relocated from the East Coast to San Francisco to live near Meta’s headquarters, a move that made the layoffs particularly impactful on him.
The narrative provided by this former IT professional contrasts with typical onboarding experiences at large tech firms, highlighting how internal dynamics and communication gaps can affect early impressions and career trajectories within prominent organizations.
The broader takeaway centers on the volatility that can accompany early employment in high-profile tech environments and the personal decisions analysts and workers face when navigating rapid corporate changes. Observers note that such cases underscore the importance of clear onboarding, ongoing mentorship, and transparent career pathways, especially for analysts and data specialists who are often waiting to contribute meaningfully and be recognized within their teams. These patterns have drawn attention to how institutions manage talent during expansion phases and restructuring cycles, reflecting a larger question about retention strategies for technical staff in competitive markets, including North America and other global hubs.
As industry commentators explore why skilled IT professionals might reconsider staying with a fast-moving company, the account of this former Meta employee serves as a case study in expectations versus reality, and in how corporate shifts can reshape individual careers long after a person joins a workforce that is both large and scrutinized.
Ultimately, the account raises questions about how large tech employers support new hires, how they structure early assignments, and how employees assess their long-term prospects in environments marked by rapid change and high scrutiny.