Two years ago, I shared with everyone one of many many hobbies: the credit card game. Since then, I have kept up with updates, but 2025 is bringing about such sweeping changes I need to not just update past posts, but completely rewrite them.
In case you missed it, the TL;DR is that the Chase Sapphire Reserve (CSR) annual fee is hiking from $550 to $795 (a 45% increase) and the Sapphire point redemption bonuses in the Chase Ultimate Rewards (UR) portal is being replaced by “Points Boost.”
Are the cards still worth it? Read the details to find out!
I have noticed an unexplainable obsession with the Objective Key Result (OKR) framework across multiple companies. Never have they created clarity, prioritization, and purpose — benefits regularly attributed to OKRs — but instead wasted effort, ambiguity, and a laundry list of priorities.
Why are we still, in 2025, obsessed with a framework created 50 years ago at a now failing company? I have seen obsession with this framework violate my favorite principle from the Agile Manifesto, written about 30 years after the creation of the OKR framework: “Individuals and interactions over processes and tools.”
Dive in to learn what OKRs actually are, how they are commonly misused, and how not to make common mistakes if you are using them.
Following up on my post about writing personal weekly summaries, this post explains how you can scale the process to your entire organization. In doing so, you create a “pyramid of radical candor” that directly combats insular communication.
But wait, there’s more! If you have reasons to share your org roll-up externally, the leader of that org can filter the document to make an external version. Pyramids within pyramids…
This is especially valuable if you are in a remote environment or in an organization where different roles report to different leaders. This mechanism maximizes communication flow and minimizes your time spent in status update meetings.
After my last two-part series about creating ladder guides, I finally have one for TPM! To my knowledge, this is the first ladder guide for TPMs available for use in an open and free way.
Read the post for the links to freely use the ladder guide yourself!
Here we are – this is it! Drumroll please 🥁…the post where I debut a framework to make a ladder guide for any role in the tech industry! But when I say “I,” I don’t mean just mean myself. I want to introduce and heap praise upon my former coworker and now coauthor of this post, Bryan Zug. It is only thanks to him that we have this open source framework that you are free to use!
Read more for templates to use and instructions on how to use them
As a follow-up to my post about the Chase ecosystem, I wanted to follow-up about the AmEx ecosystem. While it is more work to redeem points for high value, AmEx offers simplicity over Chase in other ways.
And if you travel internationally a lot, AmEx points – called Membership Rewards (MRs) – transfer directly to airline partners that make for some incredible deals.
Read more to find out how to add these cards to your quiver!
In the tech industry, if you really want a role to exist at a company, you cannot avoid what is likely the most ubiquitous and simultaneously most hated tool in the entire industry: the ladder guide.
What is a ladder guide? Whether you have people in a role already or are looking to hire your first, you want to be sure that those in the role are setup for success. You want to be sure that you are hiring the right people for what you need. You want to be sure that the people hired will be happy and worth the expense of hiring them. And as per my last post about pay bands, you want to be sure you are paying people the right amount.
Do you now see why we all have a love-hate relationship with ladder guides? We hate them, but we need them. The list of questions goes on, but a ladder guide is a tool to help answer these questions.
Click in to learn more about how to create a ladder guide!
After my last post, I’ve had multiple conversations that got into the weeds of how these moves work at larger tech companies. I quickly realized I needed to address a particular gap – that of pay bands – when I saw this comment about the Instagram consolidation of PM and TPM:
“To be fair, if a TPM at Meta moves into a PM role, they’d be getting significantly more in compensation.”
This comment hit close to home, as I worked at Meta for ~3 years and experienced this truth first hand. But I’ll get into my personal experience shortly – first, allow me to explain some context.
Most tech companies work such that every role has their own pay bands. This means that no matter how similar roles are, people in two different roles at the same level may be paid different amounts on average. While this maximizes flexibility to pay what the market demands for each role, it also comes with a host of problems.
This past year has been a tough one for the tech industry at large. Still in 2024, more and more layoffs are happening daily. Last week alone (the second week of January), we saw Twitch, Discord, Google and more have layoffs; it’s no wonder that thousands of Software Engineers say the job market is getting worse! I want to talk about a different angle, one that isn’t as broadly covered in the mainstream media: how this impacts the Product and Program Management job functions. As there was another layoff last week that hits close to home: Instagram laid off all Technical Program Managers (TPM), consolidating them into the Product Management (PM) function.
If you’ve been reading with me for the past year, you’ll know that I am about to say something controversial: kudos on following my advice, Meta. Before you come at me with pitchforks 🔱, allow me to explain myself!
As TPMs, we are often asked to provide regular status reports on ongoing projects and programs. While sharing personal weekly summaries may avoid the need for formal status reports, there are differences between the two that different situations may call for. That said, one should not assume that a recurring status report is necessary for every project! Rather, think through the overall communication strategy for a project and consider if status reports make sense within that – they often do!
This post defines a best practice around status reporting, starting with first evaluating if status reports are a good fit for your situation before then sharing how to source the content and format your report.
