I quite liked them as well. Made them very readable even in small sizes.
But then again, I also loved the Android's old blob emojis[0]. Some specific ones were weird but mostly I really liked the amount of personality and movement they were able to express. But as far as I've been able to tell, most people seemed to hate them, for whatever reason.
Most people I know really enjoyed the blobs too. I never bought Google's justification for the redesign, and I don't think they ever published hard data about it.
Strangely enough, maybe? It would be easier to see that as the cost of the product on its own rather than a bundle. Still a bit rich for my blood though I think when other services are cheaper and don't have ads as part of the content.
No slight against the creators, of course make that cash, but paying for an "ad free" experience is difficult when you're still getting ads. Sure you have the ad free patreons etc. from individual creators and we're right back to the mess of paying for a thousand different streaming services.
In summary: Patty McCord helped create the company culture in Netflix not ever holding on to people, if your position becomes slightly redundant or your performance falters for a bit, you're out. She apparently called herself "the queen of the good goodbyes". She says that she does not like the word "fired", that people are just "moving on" and that this is good for everyone involved. At one point in the interview, she gleefully recounts admonishing an employee she let go for crying about about it.
The twist being that she herself was eventually fired as well. The interview does not go very deep into this because "she doesn't like to talk about it", and just says that leaving Netflix was "terrible, painful and sad".
While that is true, if any given person has some X% chance of being an asshole, the more layers of management there are above you, the higher the chances you are at the mercy of at least one (and possibly multiple) asshole(s).
You could use the exact same argument in the other direction: the more layers of management there are above you, the higher the chances a high-level managers will protect your team from armageddon. Sometimes, it's only a matter of a single email or a chat with a CxO.
I stand by my original point: no obvious correlation between company size and quality of life inside it.
It can allow you to deduce something, depending on the answer.
If we want to establish whether scenario A is fair use or not, and we all agree that A is "worse" (regarding fair use status) than some other scenario B, then if we also agree that B is not fair use, A by definition isn't either. The opposite is not true, of course: B being fair use does not imply that A has to be as well.
I find that kind of upper/lower bound logic can be pretty useful and I think it's what the parent comment was trying to do.
On a related note, that same logic is why I think Godwin's law can be a bit misapplied now and then. Sometimes bringing up nazis/Hitler can be useful to establish some ground truth in a debate (instead of just a way to imply your opponent is actually a bad person, or, possibly, an actual nazi themselves). E.g. a conversation on the morality of violence is vastly different depending on whether you agree that violence against nazis is ok or not.
I think it can still provide value if the actual scenario at hand is so complex and fraught that conversations about it end up mostly fruitless (as I think is the case here). At least it can provide you with some mental handholds and supports for where to start reasoning about the problem, which hopefully helps in finding some small agreements, or at the very least, mutual understanding of each other's positions.
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