#layoffs

Hearing of some Atleos RIFs that occurred today. The ones that i know of were field service folks. Any one else got impacted today?

Everyone get prepared, bank fraud leaders are traveling to Phoenix next week. They all have full day agendas to discuss head count! Fraud detection is next for impact of layoffs!

There’s a big discussion about May 26 big layoffs in my team. Have anyone heard anything about May 26?

I know people keep mentioning so called "surgical" layoffs that are constantly happening, but this seems larger than that. Am I wrong?

Are rumors about May layoffs true?

Tell us more about which areas and how many.

I read post on this site often about what a manager can and cannot do when it comes to hiring, firing, RIF, salary, bonus and remote work. Here is my direct experience in no particular order of importance. I retired over a year ago and am receiving my pension, so can freely write this. I know some things have changed in the past couple years, since my retirement but most of this was true in the early 2000's when I started at hBBT and is will be true forever at Truist.

1- Managers have the final say on who is hired. However, I never hired any FTE that the people that I manage did not approve of first. i.e. The candidate had to pass the team's interviews and I would have the go-ahead from my team before any offer was made.

2- If you don't get all the salary you can get upon initial hire, chances are you will never get to a salary of a newer hire. i.e. 99% of all new hires are paid more salary than experienced FTE, given the same pay grade. see next item...

3- It is nearly impossible to get more than a 10% salary increase and stay within the same paygrade. To get a real salary increase you have to get paygrade promotion and then the salary increase is capped at 20% increase (promotion) unless we managers can get a Level 3 (L3) (this was CTO level approval in my mgmt chain) to approve...which is almost impossible. If the original salary is so low that the paygrade promotion forces the new salary to be more than 20% then L3 has no say so; they have to approve. Prior to my retirement I got overy half of my FTEs a paygrade promotion and/or up to a 30% salary increase with the smallest salary increase 12%. I had 2 of the FTEs get a two paygrade promotion...from 109 to 111. Hence, it can be done, but most managers are spineless and will not even put for the effort to do so. It took me over 12 months of asking, begging, paperwork, more paperwork, arm twisting, etc.

4- AIP, yearly bonus, are somewhat decided by direct managers. We were given a bucket of money and would allocate a certain percentage or amount to each FTE that was AIP elegible. The higher the paygrade to more amount of bonus was allowed. The higher the performance rating the more bonus amount was allowed.

5- AIP allocation could be and was overwritten by the CTO at his whim. You may have heard stories from a couple years ago of the current CTO stating "It's my money and I will do with it what I want". Yep! it is true. I was there when he said it. i.e the CTO would go in at the last minute and take money from our buckets and give to his teacher's pet people with no regard for we manager. We had NO say so as direct managers. I fought that battle with a previous CTO (not the current CTO), anyone remember Eduardo J?, and HR and lost.

6- HR is not your friend. They tow the company line and will, virtually, stab you in the back while giving you a reach around. Never trust anyone from HR with anything. SERIOUSLY!

7- RIFs are 90% pre-determined. Someone/some group above a line manager is making the decision on who gets RIFed. It doesn't matter your performance, your time in service, or your salary...if someone wants you gone, you will be gone and there is little a line manager can do about it. You are nothing more than a line on a spreadsheet when it comes to RIFs. More on the next item.

8- Line managers do have some say on RIFs...if they put up a fight. In a round of RIFs in 2024, I was given a list that ~45% of my FTEs RIFed, roughly 11 of 25 people. I fought that tooth and nail and got the number whittled down to 5 that were RIFed. I was told by HR, "Your group will have some RIFs. You are not exempt". I picked those 5 names because I knew they could get a better job elsewhere and quickly. It was still a VERY hard decision for me to make. Of those 5, three ended up on a contract doing the same job for more salary, 1 was rehired 6 months later, and the last one moved on to a new company.

9- Take your vacation...every day of it each year. There is nothing that you are doing that can't get done by someone else. You are not the glue holding Truist together. Take your sick days also. Use it or lose it. They are your sick days and there isn't a darn thing your manager or HR can do to keep you from taking your given sick days. If you have a real good manger, be honest with him/her on sick days. Tell them that you need a couple days of sick time as a break from Truist. Good managers will understand. POS mangers will hold it against you and question you and demand a doctor note for every 5 minutes you are away.

10- Lastly, If you have a good manager, you know it. They will do what is right for you...not for them. They will fight for you and your livelyhood at Truist. Most managers are self-serving douch bags that only care about CYA and using you as a stepping stone.

P.S...DO NOT let Truist run your life. It is only a job. Your family, your physical and mental health, your life are more important.

1. How was the list prepared ?
2. Why another round when previous one is still going ?
3. What percentage you are losing from your team ?

A team member based out of NY got impacted. They are cutting the roles from NY, Tampa, London and moving them to Canada, Mexico and Poland. Take care of yourself people!

Lots of people speculating that Lead positions will be almost non-existent and Managers will have huge teams. Any substantial information there?

Manager favorites and ego strokers enjoy the gains !!

This is a rhetorical question. What's your theory...

And no one is talking about it. How can we warn potential new hires about these clowns?

I just started at a company in Northern Virginia this week. My officemate was let go today. When I asked about stability of the Cmpany he said they recently went through a restructure and some leadership was let go; he expects another round of cuts among lower‑level managers. He also mentioned springtime layoffs have been a recurring pattern over the past two years, so it’s unclear how widespread this will be.

So what's the word on the street here? QVC has officially filed for chapter 11 and plans to be out of it in 90 days, so clearly there's already a plan here. I can't imagine there won't be an immediate impact to jobs.

So who is the strategic fit with all the layoffs and shutdowns? Weatherford is strong on the books but they are not going to be able to sustain growth as they can't grow the market share against the SLB, Halliburton, or even Baker.

I would bet on Baker, as they seem to be cleaning their books of distractions and getting to the core. I'm not sure WFRD has much to offer them at this point, as they may have in the past, but still would seem the best option for them -- just come other areas that would need to be divested.

This post is nothing new in regards to WF monitoring employees keyboard/mouse/Teams activity. We have been aware of that since last year. Not sure if all computers at WF are running Skan. If yours has it in the system tray be careful. They are using metrics from Skan to displace people without severance. I know this for a fact so just be sure you aren’t one that takes long breaks or inactive for long periods over days or weeks. Not meant to scare anyone just beware of it.

So, here’s the situation: Other teams have actually been pulling work away from us, thanks to all the AI fears, restructuring, and process simplifications. Our MD is super hands-off, and now we’re averaging under two hours of work a day. I have no idea when layoffs might come, and I’m torn: Should I start job hunting now or wait for a package? I’ve been here long enough that if they let me go, I’d get about six months of severance. Maybe I’ll do both—keep an eye out but hang tight. Honestly, the light workload is kind of nice, but it’s also making me anxious—I haven’t been sleeping well at all.

Headline is accurate - our CEO is "celebrating" the demise of thousands of employees. Save us the lies of how "difficult" these layoffs are for leadership, and how "thoughtful" the company is in its approach. Why are we all still here working for this type of person?

Kind of eerie how slack has gone silent, meetings are canceling, parking lot is sparse and there is no work going on.
I would think it wasn’t a great idea for the new tech leaders to announce layoffs 2 months ago with no timeframe or updates since. That type of blunder alone that caused such low work output should put them on the chopping block.

Yes yes to those of you working 80 hours a week, you’re amazing. We see you. You matter.

Only sales to get impacted and in very small numbers

Official - North America Control Layoffs This week..

Record client growth and growing at rapid pace? But you lay people off and cut costs on benefits…. Cool.

Just curious if anyone knows how many people have already been let go this year, and what they're trying to reduce down to. If you take all hGP and hWP combined at the start it was around 27k people, right?

Looks like wells fargo want to move its business and operations to India.

Newly appointed Dan has a meeting in November in which he said “AI, AI, AI , coffee” and said he’d be announcing his plan in a future meeting. Other than AI and 15,000 layoffs, what is his plan? Can anyone articulate it? Not being facetious, would really like to know.

Just more buzz talk or yet more redundancies to come?

Who else was “saved” but is updating their resume and looking. This place is a joke. How soon until the next round of layoffs?

RV has brought us to the flourishing Netherworld.

Everything in our business has withered and died.

Just rest and vest

Once this was a company employees would be proud of working for but now it’s just a shadow of its former self.
We career from one RIF to the next whilst being told by disingenuous leaders that AI will take care of everything.
Work from the office, no work from home as you won’t have an office. Use google, no Microsoft…no Google etc etc.
There is a total lack of honesty or transparency from leaders. They are all running scared and frantically trying to get on the “relevance” lifeboat. Forget “women and children first”…these guys are cowards only interested in covering their own backs and surviving.
No strategy, no communication, just chaos.

How long until ADM is sold off? Is there a definite buyer? Will the potential sale include employees or are they likely to get laid off before the sale?

In the last few months, there's been a mass exodus in HI, and sales. Just in the last two weeks HI lost two tenured directors (leaving on their own). Either something is on the horizon I'm not privy to, or people are just tired of the layoffs, poor salary increases, decreased bonus plans, constant re-orgs and enough is enough. It seems there's plenty of other options out in the market right now for people in the same space.

Citi is quietly doing layoffs without much noise like Amazon or Microsoft. They are not in news much.

The government must look into the fake internal job postings, promotions for favorite candidates, and immigration visa abuse. Citi is notorious for replacing American workers with H1B, L1 TN, OPT, H4 EAD candidates.

They hire in India, Ireland, Poland, Costa Rica Singapore, and their last option is hiring in the USA.

Most of the Indian managers are racists and they discriminate other south asians based on caste and culture. It's a absolute disgrace to the America.
Citi HR and Ethics teams are a joke!

They will hire overseas and make them rich and show layoffs in the USA to bump up the stock!

The only strategy is lay off people and get more bonuses! This cannot survive for long. It's a shame that the assets of the big four banks in the USA are not even comparable to some average banks in China.

Not sure if this is just coincidence or something more, but I’ve noticed a few signals this week that feel familiar. Saw several people quietly updating their status and mentioning they’re exploring new opportunities, and there have also been some internal org changes recently.

Could be nothing, but we all know something's cooking?

Hey everyone,
Given the recent situation, I was curious (only if you’re comfortable sharing) — how much RSU value did you end up losing due to the layoffs or unvested grants?

Does anybody know when insurance for laid off employees ends?

Oracle said 4/10
UHC said 12/31/26 up until two days ago
UHC now says 4/30/26

Is that one AVP on team no one ever heard of shady? Did the mid-level VP’s get laid off? Does IT su-k (yes)? The sky isn’t always blue? Can someone help me fill out a JAR for this crazy very private issue that a JAR will 100% not cover? What’s PTO?

How does a company justify not paying severnace even though they are making headlines for record profits? Do you think the 5 digi severnace they give is that hard?

I got laid off January and still waiting on severnace