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I just checked my most recent offer letter, and there is no reference to amount of hours worked. I'd probably be surprised if that was referred to in any of my past offer letters as well. At least in tech, hours seems to be determined moreso by the societal norms (culture) of the company, which is then an extension of the "type" of company and what is normally expected of such. You might choose to perform above or below what those norms are, and might or might not see rewards/consequences for doing so. So these are things you might gauge by, say, the size of the company, asking various people before or during the interview process about the work culture, and so on. There are of course also variations across teams and departments within the company, so you'd probably get the best information from your future boss on what they expect. For example, one tech company I worked at was very 9 to 5. People start shuffling out around 4 and the place would be a ghost town at 6. People are also not particularly prompt about showing up in the morning, maybe rolling in at 10 or 11. So there were certainly many people there working closer to 30 hour work weeks. Some definitely had an attitude of trying to have little responsibility as possible and do as little work as possible. I personally like working hard on interesting problems, which I guess is what the article is referring to. So having problems that I can choose to spend as many hours I like working on sounds great to me. And when I've had enough enjoyment for the day, I pack it up, some days earlier, some days later. And if there's a pressing issue or deadline, then I'll gladly put in extra hours to match, because such accomplishment under pressure is enjoyable to me as well. So, this is the type of company culture I enjoy, where no one is asking you to put in hard work and hours, but everyone who works there is intrinsically gladly doing so anyways. Tied in with that, then, is the type of company that would most get value out of such individuals, so they would presumably be ones where the individual impact is much more amplified. Which also means that you have a much more powerful enjoyment feedback loop, in that you more directly see the impact of your effort on the company itself. |