Netflix says it recruits and retains highly valued colleagues by paying personal top-of-market compensation for the role and location, judged by what the person could earn elsewhere and what Netflix would pay to retain or replace them.

Top-of-Market Pay in Netflix's Talent Culture

Netflix expects leaders to develop talent and use the keeper test by asking whether they would fight to keep an employee who wanted to leave or would hire the person again with current knowledge. If the answer is no, Netflix says it is fairer to part ways quickly.

Netflix Keeper Test for Talent Fit

Netflix says a high-performing team needs people who challenge the status quo and try new things. For that reason, it says it stays with employees through short-term setbacks.

Experimentation and Short-Term Setbacks in Netflix Culture

Netflix says high individual brilliance does not excuse failing to treat colleagues with decency and respect.

Decency and Respect Constraint in Netflix's High-Performance Culture

Netflix says its Dream Team includes people with different skills who share strengths that make the group better together. The company describes this team as driven by performance rather than seniority, tenure, or unconditional loyalty.

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Netflix says it models itself on a professional sports team rather than a family. In that metaphor, the workplace emphasizes performance and fit for each position rather than unconditional loyalty.

Netflix's Professional Sports Team Culture Metaphor

Netflix Culture Memo. Public company culture document describing Netflix's approach to people, decision-making, freedom, responsibility, and organizational behavior. https://jobs.netflix.com/culture

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