The Keeper Test flips the traditional idea of job security on its head. Instead of waiting for someone to fail or mess up, Netflix managers ask themselves a simple question: _If this person quit tomorrow, would I fight to keep them?_ If the answer is no—even if the person is doing "fine"—then it might be time to let them go and find someone stronger. This idea came out of Netflix’s shift from thinking like a family to thinking like a professional sports team. Families stick together no matter what. Teams want to win. On a top team, every spot matters, and you want the best possible player in every role. That doesn’t mean people don’t care about each other—they do. But the priority is performance. The point of the Keeper Test isn’t to create fear. It’s about honesty. Everyone plays to stay. Everyone knows where they stand. And if someone’s let go, it’s not personal. It’s not failure. It’s just time for a better fit—for them and for the team. Even Netflix’s top execs, including Reed Hastings himself, hold themselves to this same standard. No role is permanent. No seat is guaranteed. In a place like Netflix, the goal isn’t comfort. It’s excellence. And that’s what the Keeper Test protects.