#layoffs

Obviously, it's highly unlikely we lose any directors/managers/seniors if we have any layoffs on the horizon. How do they choose who to get rid of? Lowest paid?

Last minute townhall announcement on Friday for Monday at 8 am. Thoughts?

Layoffs were minimal and fairly non-existent this month which is not normal considering the previous 5 years. YAY! Well, Mavrick is officially rolling out in May and from what I've heard, a LARGE portion of those NDA workers are scheduled to be let go, along with a hefty amount in ISG/CSG and IT as well.

Obviously I don't know for fact here but, one of my sr directors mentioned this the other day in our 1x1 but pointed out that ISG/CSG and a good portion of MAV folks are planned to be let go. In his own words "it's gonna be bad."

Big changes in TA happening starting March. Is this going to lead to more layoffs? Looks like it's mostly about managers?

My heartfelt sympathies go out to everyone affected by the recent layoffs. I’ve followed this forum for a while, and the consensus is almost always to place 100% of the blame on management. While leadership holds the wheel, we need to have a candid conversation: a trajectory like this is rarely the fault of just one group.

The Reality of the Financials
If you look at the last 12 years of financial filings, the numbers are staggering. Until 2020, Sabre spent roughly $250M annually on software development. From 2020 onward, "Technology Expense" (payroll, support, and hosting) has hovered near $1 billion annually.

We have to ask: Where did that money go?

Was a decade of billion-dollar spending really just to "keep the lights on" or migrate to GCP?

Did we ever look at the P&L of the specific products we built?

Did our development efforts actually attract new revenue or lower operational costs?

It seems many of us grew comfortable with the pace, rarely questioning if our daily output contributed to a profit or a loss.

The "Knowledge Hoarding" Trap
There is a common sentiment that "critical knowledge" is being lost. But we should ask: What is the value of that knowledge if it couldn't save the company? If "legacy knowledge" contributed to a failure to grow, it should have been challenged years ago.

We see this in teams where individuals (such as in Connectivity) are perceived as reluctant to share information. When knowledge is used to protect a desk rather than drive growth, it becomes a liability. For example, if those with the "keys" to connectivity had been responsible for the P&L, would they have allowed millions of redundant, non-revenue-generating calls to hit our systems for a decade?

The AI Pivot vs. GDS Reality
The current pitch of becoming an "AI company" feels like a pivot to a buzzword. As a GDS—an automated aggregator—our interaction with the end-customers who actually benefit from AI-driven personalization is limited. In our current position, the impact of AI is likely to be minimal because the core business model isn't structured to leverage it.

Moving Forward
In some ways, those leaving now might be the lucky ones. You are heading into a market where "innovation" must drive key business indicators. In the real world, no one cares about a billion-dollar "Next Generation Platform" or complex CI/CD pipelines if those tools don't translate into tangible business benefits.

I am writing to express my urgent concerns regarding BlackRock's recent layoffs, which have disproportionately affected American workers while retaining H-1B employees in similar roles. This troubling trend not only raises ethical questions but also reflects a discriminatory approach to hiring that undermines the economic stability of American families, particularly in a time when youth unemployment is alarmingly high.
The H-1B visa program was designed to address genuine skill shortages in the U.S. labor market, allowing companies to hire foreign workers for specialized roles that cannot be filled by American talent. However, it appears that BlackRock is misusing this program by retaining H-1B employees in junior positions—roles that many qualified American professionals could fill with minimal training. This practice displaces American workers and raises serious concerns about BlackRock's commitment to fair hiring practices. When entire teams are predominantly composed of H-1B workers, it suggests a troubling reliance on foreign labor rather than a genuine effort to prioritize American talent.

Moreover, the implications of this hiring strategy extend beyond economic concerns to national security. Under China's 2017 National Intelligence Law, all Chinese citizens are required to assist in state intelligence work when called upon. This means that any employee from China could potentially be compelled to act as a spy, regardless of their role or intentions. This law creates a significant risk when foreign nationals, particularly those from China, are given access to sensitive financial data and infrastructure. There have been alarming instances of Chinese nationals engaging in espionage that directly impacts the financial sector. For example, in 2020, a Chinese national was charged with stealing trade secrets from a U.S. financial services firm, attempting to transfer sensitive information to a Chinese competitor. Such actions not only threaten the integrity of American businesses but also compromise our national security by potentially enabling foreign adversaries to undermine our financial systems.

The legal framework surrounding the H-1B program mandates that employers demonstrate they are not displacing American workers and that hiring H-1B employees will not adversely affect U.S. workers' wages or working conditions. When BlackRock lays off qualified American employees while retaining H-1B workers in similar roles, it raises serious questions about compliance with both the letter and spirit of the law. This practice undermines the intent of the H-1B program and poses significant risks to the integrity of our financial systems and national security.

I urge BlackRock to take immediate action to rectify this situation by reevaluating its hiring practices and prioritizing American talent. The current approach not only violates principles of fairness and equity but also jeopardizes the security of our nation. By replacing H-1B positions with qualified American workers, BlackRock can demonstrate its commitment to supporting the U.S. workforce and safeguarding our national interests.

By committing to hiring American workers, BlackRock can not only protect its own interests but also contribute to the broader goal of strengthening our nation's infrastructure and encouraging private investment. A workforce comprised of dedicated American talent fosters innovation, enhances trust in financial systems, and mitigates risks associated with foreign influence. This commitment can lead to a more stable and secure environment for investment, ultimately benefiting BlackRock's long-term objectives.

Prepare yourselves! Horizon, the sequel!

No hope, stripe is the top 1, due to their innovation , r n d, great work life balance, top notch salaries, fedex, also uses stripe, similarly toast took over clover, people still working here dont have talent to find jobs outside, and are ok with being slaves, getting no annual increments, spending 8 to 8 in the office, producing nothing but keeping the lights on, the legacy products need 10 people tl run them, no hopes, wonder how the vps, svps sleep at night working on such products and paying the slaves peanuts year after year! Jesus christ

Does anyone have reliable information on how many employees have been impacted by recent RIFs in the Tech organization?

Citibank (Citi) has filed WARN notices in New Jersey regarding layoffs affecting 141 employees in early 2026, with separations occurring between May 21 and June 14, 2026, as part of a broader restructuring and AI automation strategy. These cuts are part of a 10% global workforce reduction and follow previous workforce reductions.
Key Details for Citi 2026 NJ Layoffs:
Total Affected: 141 employees.
Locations: Primarily impacted in New Jersey, including positions in Jersey City.
Dates: Separations are scheduled for May 21, May 27, June 2, June 6, June 7, and June 14, 2026.

1. Voyix Software is terrible and might work in 5 years (20 more quarters or what you already know…RIF cycles.) AI driven software coding from actual BigTech software companies will beat anything Voyix attempts in 5 years. Software is the only strategy Jim Kelly and Board have for Voyix…that should should concern you.
2. Voyix has given up on hardware w/the ODM move. The company leadership and strategy is toward cr-ppy software (see above). No one is is focused on selling hardware and hence sales/revenue will continue to decline while competitors like Toast and Toshiba who really want to and are committed to be in the hardware business take market share.
3. Hardware and Desk Services - the actual heart of Voyix revenue and earnings is going to continue to decline as it did throughout all 2024 & 2025. No focus, priority, or investment is given to it in Voyix. Voyix hasn’t trained a service technician in its training centers in an entire year to save $.

I visited here last year when there was a reorg and am now on the outside, so wanted to leave a few things I learned.

• There are a lot of useless managers and just as many su-k-ups to match. Don’t expect them to ever do the right thing, they won’t.
• Constant rumors wrecked people’s mental health. Many people are just trying to hang on until X date. Don’t be one. Make a kicka$$ plan B, one that you look forward to.
• The layoff process and package will not be equitable. Don’t believe you will get what others got. And don’t think they will be kind.
• Loved the benefits, the mission and the customers. Made many great friends and don’t regret my time there. But life on the outside is way better than I expected, don’t be afraid to leave.

Good luck everyone!

so many roles (cdm, csp, ecsp, dcsp,pl, solution advisors, pmo,architects , cas etc.. so many people managers of inner circle with headcounts moved from different teams just maintain people managers.
no womder share price going down

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.

How are we all feeling about this? Direct result of end of year?
Heard that it's a way to get mutual separation without having to go through redundancy process.

HR will clearly be company focused but anyone appealing it? Getting any concrete answers?

I feel for anyone going through this. Keep the head up and don't let them bully you!

California's wine industry is experiencing significant economic and market pressures. U.S. wine revenue and production both declined in 2025. Factors include changing consumer preferences, overproduction, and trade barriers. Several wineries and related businesses have announced closures or layoffs. Constellation Brands and Gallo are among the companies affected by these industry shifts.

https://patch.com/california/healdsburg/why-layoffs-are-spreading-california-wine-country

A law firm is investigating Champion Laboratories Inc. The investigation follows a mass layoff at its Albion facility. 642 employees were laid off by the company. The firm is reviewing potential violations of the federal WARN Act. Affected workers could receive back pay and benefits if violations are found.

https://www.wfiwradio.com/2026/02/27/class-action-law-firm-investigates-champion-laboratories-layoffs-for-possible-warn-act-violations/

New Jersey City University will lay off employees. This action precedes its merger with Kean University this summer. A local news site reported at least 151 employees, including professors, are impacted. The university faces a projected $25 million budget gap. Voluntary buyouts are also being offered to staff.

https://www.nj.com/education/2026/02/nj-university-will-lay-off-151-employees-ahead-of-massive-merger-report-says.html

L3Harris will implement layoffs. A total of 63 employees are affected. The affected site is its Orlando laser systems facility. The job reductions stem from a sale to Perimeter Solutions Group. The changes become effective on April 30.

https://www.bizjournals.com/orlando/news/2026/02/27/l3harris-layoffs-orlando-sale-perimeter-solutions.html

Block initiated layoffs affecting its workforce. Sixty-one Colorado jobs were specifically cut. These reductions are attributed to AI-driven automation. The company is also laying off thousands nationwide. Block predicts this trend is the start of a larger wave of automation layoffs.

https://www.bizjournals.com/denver/news/2026/02/27/tech-layoffs-impact-denver-employees.html

eBay announced global workforce reductions affecting 800 employees. About 271 Bay Area workers are impacted by these cuts. This includes 243 employees at its San Jose headquarters. An additional 28 workers in San Francisco are also affected. The company stated these layoffs align with strategic priorities.

https://patch.com/california/concord-ca/mass-layoffs-begin-these-major-bay-area-companies

The WCCUSD school board approved significant job and program cuts. These reductions aim to address the district's $127.2 million deficit. Approximately 300 full-time equivalent positions are affected. Positions include teachers, administrators, groundskeepers, and the JROTC program. The cuts are projected to save $87 million for the district.

https://richmondside.org/2026/02/27/wccusd-school-board-approves-hundreds-of-job-cuts/

The Santa Clara Unified Board of Trustees unanimously approved staff layoffs. This decision impacts 11 temporary certificated staff, 36 classified employees, and 70 certificated employees. The certificated layoffs include 51 classroom teaching positions. Superintendent Dr. Damon Wright cited fiscal responsibility for the reductions. Affected employees will receive notification by March 15.

https://www.svvoice.com/santa-clara-unified-layoffs-pass-unanimously/

Mass layoffs are expected at a Stanley Black & Decker plant. The affected facility is located in New Britain, Connecticut. A state representative confirmed the impending job cuts. The article did not specify the number of employees impacted. Further details regarding the layoffs were not provided.

https://www.wfsb.com/video/2026/02/26/mass-layoffs-expected-stanley-black-decker-new-britain-manufacturing-plant-state-rep-confirms-2/

Portland Public Schools faces a $10 million budget shortfall this academic year. District leaders are exploring options including staff layoffs or employee furlough days. The teachers' union president reported proposals for two furlough days or 170 position eliminations. A district spokesperson stated no definitive decisions have been made yet. Superintendent Kimberlee Armstrong confirmed personnel actions are likely needed to close the gap by June 30.

https://www.oregonlive.com/education/2026/02/layoffs-furlough-days-are-potential-options-to-plug-portland-public-schools-10-million-midyear-budget-gap.html

Pasadena Unified's school board unanimously approved a plan. This plan finalizes layoffs for over 160 staff members. The district faces a $30 million budget deficit. These job reductions are necessary to balance the budget. Layoff notices will be sent to affected staff by mid-March.

https://laist.com/news/education/pasadena-unified-board-approves-layoffs

Merck & Co. is laying off 154 employees at its Durham, North Carolina facility. The company is ending production of Gardasil and Gardasil 9 at the site. This decision stems from a recent worldwide reduction in demand for the vaccine. The job cuts are scheduled to take effect on May 1. Merck continuously evaluates its business and adjusts operations as needed.

https://www.fiercepharma.com/manufacturing/merck-lay-nearly-150-staffers-research-triangle-area-vaccine-plant

It’s been a few months. What’s the verdict on the new GM?

Are we offshoring all data jobs in the next couple of years?

The only takeaway for me was the OE moment. Basically somebody executed some script that ran up a $4m bill in a day. That seems like a fire-able offense. Which id--t did this and that’s one expensive OE moment.

Oh and also a very long winded meeting where every manager talked about how they’re going to do AI, except half of our talent have already quit, with more of them coming next month after the bonus check clears.

I guess the answer is more EY.

Hey guys, as you all know there was a recent layoff where a lot of employees were affected.

I was one of the ones impacted as well.

So I just want to know how everything feels workload/atmosphere wise?

Any chances Sabre will recall some employees?

$60 by end of March.

And followed by another mega layoffs.

63 in orlando today:
https://www.bizjournals.com/orlando/news/2026/02/27/l3harris-layoffs-orlando-sale-perimeter-solutions.html

#TrustedDisruptor

This is a rhetorical question.

I think we'll, for once, have a thread where people agree on the response.

Saw this on LinkedIn today, what a joke! I don't work at Kyndryl anymore, but I remember my time there and it was brutal. Leadership constantly switching to the next big thing, reorgs every 3 to 6 months, managers who didn't have a clue about what was going on internally or on projects, and a workforce with very low morale. And now "Most Loved Workplaces." Maybe things turned around quickly, lol. I don't think so.

After clownish all hand call yesterday, the stock price getting to 7.64, recent layoffs, is there any hope for Voyix or will we witness its demise in 2026?

After frontier and labor agreement settle, the rif will happen.

I could really do without another stressful weekend.

Or are they still at it? This was supposed to be done by the end of February.

https://www.dailymail.co.uk/yourmoney/article-15597141/jack-dorsey-block-layoffs-ai.html

"Jack Dorsey has axed thousands of workers at Block, the parent company of Cash App, Square and Afterpay, in a move signaling a major shift toward artificial intelligence.

In a note to staff, Dorsey explained that Block would be taking on risk by investing in 'intelligence tools,' as the company cut more than 4,000 employees on Thursday:

• "today we're making one of the hardest decisions in the history of our company: we're reducing our organization by nearly half, from over 10,000 people to just under 6,000. that means over 4,000 of you are being asked to leave or entering into consultation. i'll be straight about what's happening, why, and what it means for everyone."

The company said workers affected by the layoffs will receive 20 weeks of pay, in addition to an extra week's salary for every year they worked at the company.

Those let go will also keep their corporate devices, receive stock benefits through the end of May, six months of health coverage, and a $5,000 payment to help them through the transition.

Employees outside the US will be offered similar packages, though details will vary by country, the statement said.

All employees were told they would be informed the same day whether they were being laid off, entering consultation, or keeping their jobs.

Block's shares surged 24 percent following the announcement of the layoffs, according to CNN."

Are we going to see similar restructuring here shortly?