Essential reading for technology fans who want to avoid crushing, poorly managed corporate culture. The “curve” rating system that required ranking of team members, struck me as especially damming. Yet overall I was a bit disappointed by Kurt Eichenwald’s writing. It felt overwhelmingly one sided and at times a bit superficial. If poor practices like the curve ranking system weren’t liked by almost anyone interviewed, why did they exist? Was it Ballmer? High amounts of red tape? I wanted a bit of a deeper dive here.