Meta’s Internal Rehiring Policies: An Insight into Block Lists
A recent investigation by Business Insider has shed light on Meta’s internal rehiring practices, particularly its use of block lists for former employees. These lists can render individuals ineligible for rehire, even if they were previously recognized for good performance.
Understanding the Block Lists
According to accounts from five former Meta employees, including two in managerial positions, the company maintains records of individuals who have violated company policies or displayed subpar performance. Employees found in these categories can receive a “non-regrettable attrition” label. Interestingly, managers at Meta have the ability to place former employees on the “do not rehire” list with minimal documentation, requiring only a simple form submission.
The Impact of Recent Layoffs
Earlier this year, Meta implemented performance-based layoffs that affected nearly 4,000 workers. While the process for adding someone to a block list appears straightforward, the pathway to removal seems considerably more challenging.
Challenges of Removal
One senior engineer barred from rehire recounted being told by a hiring manager that even endorsement from a vice president would not suffice to change their block list status. This sentiment was echoed by another hiring manager, who stated they had yet to witness anyone successfully navigate off such a list to attain another interview at Meta.
Performance Ratings and Their Consequences
The specifics of how many individuals currently occupy these block lists remain unclear. Notably, two employees affected by Meta’s significant layoffs in 2022 found themselves categorized as “ineligible for hire,” despite consistently high performance ratings of “Exceeded Expectations.” They discovered this status when attempting to reapply for positions through staffing agencies.
Company Stance on Rehire Eligibility
In response to inquiries, a spokesperson for Meta indicated that various factors contribute to an employee’s rehire eligibility. These factors include the last performance rating prior to separation and the circumstances surrounding the employee’s departure—whether it was a policy violation, a performance-related termination, or voluntary resignation.
Industry Perspective
The existence of such block lists appears to be unconventional within the tech industry. Laszlo Bock, who led people operations at Google from 2006 to 2016, commented on the matter, stating that he has “never seen” a formalized, systematic approach akin to Meta’s, labeling it unprecedented.
As of December 2024, Meta employed approximately 74,067 workers, highlighting the considerable scale of this practice. The implications and effectiveness of such block lists continue to raise discussions about standard industry practices regarding former employee rehiring.
