#layoffs

Come on Nike marketing. This tagline rocks! You’re welcome.

Update from Dan notes that the bone tree office is no longer penetrating the market, so this office is confirmed to be closing. All employees moving to previous WFH model, and then RIFs determined at an “unannounced” date. Sounds like there will be some consideration regarding the amount of candor an employee demonstrates.

AT&T employees were informed 2016-2017 about the 2020 Vision cutting 1/3 of the workforce by 2020, and no manager having less than 10 direct reports.

Verizon is cutting 25% of the workforce by 2027 (does that mean there’s another 10% left to cut?), and no managers with less than 7-8 direct reports.

As a long-time employee watching our recent executive communications, I am genuinely terrified for the future of this company. We are being fed a steady diet of corporate buzzwords that sound impressive but mean absolutely nothing to the people doing the actual work.
When Chris constantly talks about building a "best in class" organization and launching "Crown 2.0," you have to ask yourself what those terms actually mean. The problem is that they are never defined. There are no specific metrics, no tangible benchmarks, and no honest roadmaps shared with us to back up the grand vision. It feels entirely disingenuous, like a pre-packaged Wall Street script designed to sound confident while obscuring the reality on the ground. When leaders hide behind vague catchphrases instead of offering concrete plans, it is usually a glaring warning sign that they are masking a much deeper lack of direction.
Nowhere is this disconnect more obvious, and more painful, than in the commentary surrounding the recent 20% Reduction in Force. Listening to Chris put a positive spin on such a massive cut shows a staggering lack of empathy for the people who built this place. Hundreds of families had their livelihoods upended, yet the move was packaged as a strategic triumph.
Then comes the inevitable, hollow compliment about the "resilience" of the remaining team. Let us be incredibly clear about what that resilience actually looks like. It is not a renewed commitment to a brilliant new vision. It is the sheer exhaustion of the surviving teammates who are now expected to maintain the company's success entirely on their own backs. We are absorbing the workloads of our departed colleagues, not out of loyalty to a new regime, but because the current job market stinks and people have mortgages to pay.
We are trapped on a sinking ship, holding the hull together with duct tape while our friends struggle to find a lifeline. The ultimate strategy seems painfully transparent to anyone paying attention. The goal is not to build a sustainable workplace. The goal is to slash costs, dress up the balance sheet with empty jargon, and sell the company to the highest bidder. Chris is gearing up for a meticulously orchestrated, cushy retirement, while the people doing the actual work are left suffering through a massive pay gap and unprecedented burnout.
I will, however, give Chris credit for exactly one thing. His absolute insistence that we integrate Copilot into our daily workflows has actually paid off. It was incredibly helpful in allowing me to research and compose this reality check.

Hewlett Packard Enterprise (HPE) has experienced significant, long-term, and ongoing "brain drain," characterized by the loss of experienced staff and top executives due to consistent restructuring, offshoring, and layoffs. While some employee reviews still reflect a generally positive 4.0/5 star rating on Glassdoor, specialized talent is reportedly leaving, and high-level, long-tenured employees are being replaced by lower-cost or contract labor.
Wow, who knew?

Severance is based on a formula. The formula takes into account your years of service and your grade level. The maximum amount of weeks is capped for each of the grades. For example, a grade 40 with 10-14 years of service will get 20
Weeks of severance. Additionally, to get around WARN notice requirements, they may set your actual termination date into the future(and you will get paid regularly until that date). Thy will also pay your benefits via COBRA for 6 months . While getting laid off su-ks, the package is usually fairly generous
OP: @a4+1kpp75mr6

Thought this might be useful ahead of layoffs.

Something about the c suite serving froyo for an hour as a humility exercise “for good” against the backdrops of layoffs isn’t quite landing.

AI isn't replacing us, not at this stage, anyway. I just read about a legal firm that filed a court case full of AI hallucinations. This is just a cover for offshoring and old-fashioned cuts while funneling money upward. Look, I'm not saying ignore AI. Learn it, experiment, see what it can do. Some jobs can be automated with deterministic algorithms. Scale helps. But announcing millions of jobs lost? That tells you everything about corporate greed and a broken economy, not some AI apocalypse.

A few long time great employees in the Collections department were kicked to the curb. Jobs being outsourced oversees.

This morning, in a meeting including Michael Green and SVP Ian McCoy, the remaining Franklin Templeton employees servicing the last calls transitioning back to FT, were told that they would not be laid off, they were being transitioned over to Heritage Funds to service their calls due to their struggling to meet Service Level Agreements, beginning on 04/27/2026. This was the lay off date that they were given last week, after waiting months on the expectation of leaving with severance. Now, they will be trained on the new funds and take those calls for an indeterminate amount of time. In a later meeting with the managers for those funds, the FT employees were told that "if you show your value" they may get an offer to permanently join. Those not greeting this news with abject joy were told to be glad that they have a job. Those who are unaware of this site were shocked, those reading, not so much. This is the FIS playbook in which the C suite can report the savings on the severance and get their big bonuses for such innovative solutions.

ASML announced a reduction of 1,700 staff members. This action targets bureaucratic inefficiencies. The company seeks faster decision-making. It will create 1,400 new technical positions. This emphasizes a focus on core engineering.

https://m.economictimes.com/news/international/us/asml-layoffs-job-cuts-the-king-of-advanced-chip-making-machines-cuts-1700-jobs-in-major-shake-up-but-is-china-ready-to-lure-them-all-and-forge-its-own-asml-empire/amp_articleshow/130441501.cms

Many U.S. companies, including those in Massachusetts, announced layoffs this week. Charles River Laboratories, Legends Global, and Boston Electrometallurgical Corp. are among these employers. Charles River Laboratories is reducing its workforce by up to 100 employees. Boston Electrometallurgical Corp. is cutting 51 to 100 positions. Legends Global plans to lay off 11 to 50 employees.

https://patch.com/massachusetts/across-ma/companies-planning-layoffs-include-these-ma-businesse

Several U.S. companies plan employee layoffs this week. Virginia businesses are among those affected by these workforce reductions. Speyside Bourbon Cooperage will eliminate 52 positions in Atkins. Amazon plans to cut nearly 700 jobs in Northern Virginia. These cuts reflect restructuring and changing market conditions.

https://patch.com/virginia/fredericksburg/list-companies-planning-layoffs-week-includes-these-va-businesses

Wholesale Customer Service in the US for remote workers has started layoffs today.

#POLYMARKET: 📰 🔗 ( LinkedIn ).

🚨 BREAKING: #Verizon CEO Dan Schulman says US unemployment will hit up to 30% in the next two to five years due to AI. Here's why:

Dan Schulman, who took over as #Verizon CEO last October, told the Wall Street Journal that #unemployment at that scale is his genuine forecast — not a warning, a projection.

Currently on Polymarket there's an 82% chance tech #layoffs will be up in 2026 in comparison to 2025 (447,000 layoffs).

He said manual laborers will eventually be replaced by humanoid robots and called on other CEOs to stop hedging and tell employees the truth. A month into his tenure, Schulman backed his words with action: a $20M fund to retrain 13,000 workers whose jobs Verizon expects AI to eliminate. He called it the first corporate fund specifically designed to address AI displacement, and said he intends to push other companies and the public sector to build similar programs.

The macro picture behind Schulman's warning is already taking shape. BCG published a report projecting that 50 to 55 percent of all US jobs will be materially impacted by AI in the coming years, with up to 15 percent wiped out entirely. Snap just laid off 16% of its workforce and cited AI as the reason smaller teams can now do the same work. The pattern is the same across industries: fewer people, faster output, AI as the justification. Most CEOs are framing this as efficiency. Schulman is calling it what it is. #ai #verizon #jobs 🔗 🤖

https://www.linkedin.com/posts/ai-verizon-jobs-share-7452083223234281472-Ukfo?u

Bloomsbury, a UK-based publisher, announced a restructuring plan. The company intends to streamline its operations for future growth. About 55 positions will be eliminated in the US and UK. Bloomsbury will reorganize its three main editorial divisions. These changes are scheduled to take effect on June 1, 2026.

https://locusmag.com/2026/04/bloomsbury-layoffs/

One hundred forty-seven jobs will be eliminated at a San Leandro school. The Primary School is a private institution. It plans to shut down its operations. The school was established by Zuckerberg and Chan. The Chan Zuckerberg Initiative pledged $50 million for local communities.

San Leandro, CA

https://www.eastbaytimes.com/2026/04/22/closure-of-chan-zuckerberg-backed-school-to-result-in-147-layoffs/

Talcott Resolution Life will lay off 101 employees. These job cuts begin April 24 at its Hartford facility. The company is closing specific operations and IT functions. This reflects a broader trend of U.S. workforce reductions. Layoffs are impacting various industries nationwide.

Hartford, CT

https://patch.com/connecticut/across-ct/thousands-layoffs-announced-including-ct-company

Wouldn't cutting MW's salary amd other ELT be a great move? Consultants like McKinsey basically run the company so why pay for expensive ELT?

There were more layoffs in the Data and AI org in TPX yesterday. Unsure how many total were laid off but it was more than just the higher ups they said in the email.

Behaviour Interactive, known for Dead by Daylight, has laid off an undisclosed number of employees. A company spokesperson confirmed the cuts to Game Developer. These layoffs affect members of its external development team. Demand for mobile and casual external development projects has declined. The Canadian studio previously worked with major partners like NetEase and Nintendo.

Montreal, Canada

https://www.gamedeveloper.com/business/dead-by-daylight-studio-behaviour-interactive-confirms-layoffs

This or next month?

When the Washington Post announced mass layoffs, in February, the company offered severance packages to the roughly three hundred and fifty staff members losing their jobs. To receive their severance, these employees would have to sign their packages by April 10; they would then begin receiving the payments after April 30. But after the terms were set, something strange happened. Editors who were overseeing the laid-off employees began contacting several of them, asking them to return—not as full-time staff, but to work under what their union called a “delayed layoff.” These editors had been given little say over who was originally dismissed, but in the weeks since, they have appeared to be driving an effort to bring certain reporters back to the newsroom. According to Kathleen Floyd, a communications lead and internal organizer at the Washington-Baltimore News Guild (WBNG), the bulk of these reach-outs happened in March; a few are still trickling in. Under the updated terms, the employees will resume their duties through July. “Everyone’s just doing the best they can with this really sh---y situation,” a Post reporter said.

https://www.cjr.org/analysis/washington-post-tries-regroup-after-major-cuts-layoffs-delayed-rehire-former-staff.php

It's in the air. You see it in how people walk, how they talk, how they avoid eye contact with certain managers. Everyone is afraid. Afraid of being next. Afraid of speaking up. Afraid of a bad review that could lead to a PIP that could lead to being walked out. That's the culture at Exxon.

Has severance remained the same or have there been any changes?

A small round of around 10 employees. Could be more soon.

With potential layoffs next week, any advice on how I can save work files?

Heard IT can provide access if I download my files into a folder and make a note of it.

Will downloading a ton of files right now alert IT security

You survive one round, you breathe a sigh of relief and think it's over. Then a few months later, another round happens. And another. Layoffs at Gainwell are like those horror monsters that keep coming back no matter how many times you think you've ki-led them. It's never really over.

No raises for thousands but keep millions for GK and her creepy MC? Cutting more and more benefits all the time? Worst RTO in the industry that shows they don’t care about families and work life balance? Failed corporate real estate strategy that creates enormous costs for people to commute multiple hours each way and thousands of them didn’t get raises? Shipping jobs out of America? Laying off thousands? Etc. This is the worst senior leadership team in the business.

Or maybe can point me to where I can find that info?

I don’t know why people think results will make a difference. At AT&T, layoffs happen regardless. Good results, mediocre ones, bad ones, it doesn’t matter. They’re just part of how things work here.

Come to Intel if you want your career to flatline. That's what happens these days.

We were a smaller bank that loved its people. Like the year we all donated 2 days of vacation to save employees from being laid-off? Or the time we took stock options instead of a full bonus or when you could still volunteer at your church, helping the homeless with bags of food and clothing and count that as a volunteer day, or when we respected women leaders and promoted them, or when RD said he knew we were the best bankers and to go out and prove it - and we did! Q after Q!

In the last year we have lost so many benefits, our self-esteem, Clients, our edge, our talent. Just chip, chip away until us seasoned, experienced worker bees (remember when it was ok to not WANT to step over dead bodies to save your job and you could just have pride in what you did) leave for greener fields.

I appreciate growth, promotion, and working hard to get there. I have won numerous awards at USB for top sales, but one day you just realize the top tier cancer has eaten too much of the good to outweigh the bad and you know there is no treatment for the cancer and so you abandon the host and find a new clean place to do your best and give your all and grow. I can't believe the number of people leaving and then taking all their top talent with them. You think a LTI loss forced signature is going to stop them? The new banks have already given them a sign-on bonus that took that pain away.

We used to be amazing for our Clients, employees, partners, vendors and now all we are is painful to watch.

Yes, I am leaving for a new job and so I can say all this, but I grew up in this family and it is hard to watch and extremely hard to leave my siblings behind.

& it begins. Top talent, all stars, super studs, leaving the company for better opportunities.

GLTA that stay - I pray things get better for you. My advice, take the first step to see what else is out there. Resume, add the world on linkedin, don't just sit around waiting to see if you'll get RIF. The company is going down a path nobody can change, it just is what it is. Do what's best for you and your family, you owe this company NOTHING. Go make something of yourself

Regardless of the reason (short squeeze, car sales volume, etc.) It's a bad look that hertz is at $7.00.
Coming soon Gillybean will brag about how strong Q1 results, but core rental is still under performing.
Product team got bounced from Sandipshit and now report to Dreary CIO. That means the legacy of nearly Ded Ned is gone.

Did everyone take their 10 minute survey and let management know how swell everything's going? Love the continous gaslighting from 1st level management to cull the remaining workforce that they could not get rid of. Lumen, the AI informers, were forced into another contract to get the NetCo sale pushed through regulatory approvals. They will use the remaining workforce, for the next 3 yrs, until they quit, die, retire or shut the lights off on themselves! Oh, and there will be layoffs along the way. They are not marketing, offering any NEW product and all of a sudden care about the "few" customers out there that really need us... yet talk about strategic abandonment based on Financials that we do not even have a grasp of yet! But let's go everybody, why are you not excited with the New GCO org and all the great things were planning? Silly Lumen, you gave away all your influenced employees with the recent sale, now your left with the seasoned veterans... let the games begin

I think the next 2 weeks will be quiet- hr is processing all of the ALST layoffs from the sale- not everyone was picked up by the new company.

Be sure to use your Co-Pilot (or other AI tools) at least a few times a day. This is being monitored, measured, and reported directly to your manager. This could be another way to decide who stays and who goes. Source: one of my friends who works on UHC side… their manager actually showed them this report.