#offshoring

The Comcast bloodbath has begun; knowledgeable and tenured employees are being slashed with no plan to capture or transition their knowledge. Many jobs are being cut, then re-posted with lower salaries and greater demands, or being moved to offshore sites. Severance packages are demonstrably stingier than in the past. Thanks to the "Big Beautiful Bill", Comcast has a windfall in tax breaks. Kudos to all the fools who still believe in "trickle down" economics. I wonder who Comcast. Amazon, Meta, etc. will sell to when the American working class is eliminated entirely?

What do you all think? Does that mean imminent layoffs in US/UK?

Closed Manchester site. 50-
Closed Cary NC. A few got transfers to knoxville.
Closed Federal Way. That entire PL is transferred to India.
Multiple groups had their product and test teams gutted and transferred to India so expect design for those shops to follow within two years.
Ethernet in california
IT got raked over again.
No more us or Germany eda support
Bottom 10.
Anyone they could flag as not badging in even though some of these guys and gals were working overnights to deal with India. Senior people that were up on tech staff
DFAB
SFAB
RFAB
Lehi lfab was hit in june
No cohesive plan on how to address cuts.
Very clear this is the transfer to India plan.

If you have any questions about GP/TSYS feel free to ask here.
Every town hall we’ve had this year they’ve given strict direction to NOT speak to anyone from FIS regarding the Global Payments/TSYS Issuing divestiture.
We also went through a massive McKinsey overhaul all year and what a disaster it has been. RIFs around every corner and most of us have had the same anxiety about “when will it be my turn” all year. The guy who was leading that effort from McKinsey is now the CTO of GP real interesting how that worked out…
We are not hiring stateside anymore, it’s either India which also seems rare these days, or Phillipines.

Morale is in the toilet, it takes teams 10x as long to build anything meaningful in tech. No good requirements from business to even build anything. We continue to invest in things that are failing or aren't even thought through. It's just been a bunch of 32 plus managers trying to meet their goals to get big bonuses by being yes men and not innovating anything, laying people off to pretend to have profitability. Now we are seeing the fallout from these decisions. Optum used to be a company I was proud to say I worked for. But I have little faith, even my own manager is having a hard time getting us motivated. Fear will only motivate the masses for so long. Then people stop caring. The Indians are not gonna put up with this either, Optum is one of the lower paying employers in India too and they all know it. What IS the long term plan guys? Do you all think past the next earnings report? Because these decisions are not made by a company who is seeking long term financial gains. Good strong companies treat their employees like gold, not trash. The job market will change, the Indians will go to Humana or some other healthcare company that treats them with respect, and the Americans will be done with you. My advice? Invest in your long term employees. Especially considering that many of us have so much domain expertise that will put your systems in harm's way if you lose us.

BNY Mellon employees are voicing deep concerns about layoffs, offshoring, and leadership transparency. Sentiment ranges from frustration and distrust to resignation and strategic exit planning.

Below are current results of the Top 15 employee concerns, associated employee sentiments and reactions to leadership responses. These are actual results (with a hint of humor) based on current internet discussions and reports from multiple sources.

Top 15 Concerns & Sentiment Breakdown:

1. Offshoring to Pune, India
   📉 Employee Sentiment: Betrayal, anxiety, and the creeping suspicion that their job just got a one-way ticket to another time zone. Frustration, betrayal, fear of redundancy.
   🎩 Leadership Perception: “Global talent optimization.” Translation: cheaper labor, dismissive of U.S. talent, fewer complaints, and better PowerPoint formatting. Cost-driven, efficiency-focused; perceived as dismissive of U.S. talent.

2. Forced Ranking & Performance-Based Exits
   📉 Employee Sentiment: Hunger Games meets HR. Everyone’s a “low performer” eventually. Anxiety, distrust in fairness.
   🎩 Leadership Perception: “Driving a high-performance culture.” Also, a great way to trim headcount without calling it a layoff. Justified as "performance culture"; seen as opaque and arbitrary.

3. Closure of Wilmington & Other U.S. Sites
   📉 Employee Sentiment: Shock, grief, and a sudden interest in Zillow listings in Delaware. Anger, helplessness, lack of relocation support.
   🎩 Leadership Perception: “Strategic footprint realignment.” Bonus points for announcing it via Teams chat at 4:59 PM on a Friday. Framed as strategic consolidation; perceived as abrupt and lacking empathy.

4. AI-Driven Role Elimination
   📉 Employee Sentiment: “I trained the bot that replaced me.” Skepticism, fear of being replaced.
   🎩 Leadership Perception: “Innovation at scale.” Also, the AI doesn’t ask for raises or take mental health days. Promoted as innovation; seen as lacking in human impact planning.

5. Unequal Salary Increases
   📉 Employee Sentiment: Analysts got a 20% bump. VPs got a “thank you” and a free meditation app. Frustration, betrayal, perceived favoritism.
   🎩 Leadership Perception: “Market-aligned compensation strategy.” Also, “We’ll circle back on that.” Leadership disconnected from frontline realities.

6. Lack of Transparency in Layoff Criteria
   📉 Employee Sentiment: Rumors, paranoia, and Teams channels named 'Who’s-Next. Distrust, rumors, emotional exhaustion.
   🎩 Leadership Perception: “We can’t comment on individual cases.” Also, “Please refer to the FAQ we updated 3 minutes ago.” Avoids specifics; messaging seen as evasive and legally sanitized.

7. Decline of Pittsburgh as a Growth Hub
   📉 Employee Sentiment: Nostalgia, resentment, and a sudden uptick in LinkedIn activity. Disappointment, strategic exit planning.
   🎩 Leadership Perception: “Decentralized innovation.” Also, “We’re excited about our 3 strategic growth centers and lower cost, consolidated real estate holdings.” Quietly deprioritized; perceived as abandoning legacy locations.

8. Severance Inconsistencies & Unemployment Eligibility
   📉 Employee Sentiment: Confused, lawyer-curious, and Googling “constructive dismissal.” Confusion, fear of financial instability.
   🎩 Leadership Perception: “We’re following all applicable laws.” Also, “We appreciate your service.” Legally cautious; seen as ethically indifferent and inconsistent.

9. Culture of Waiting for Retirement or the Next Cut
   📉 Employee Sentiment: Zombie mode. Badge in, badge out. Resignation, disengagement.
   🎩 Leadership Perception: “Voluntary attrition is a natural part of transformation.” Also, “We’re building a future-ready workforce.” Not directly addressed; perceived as passive acceptance of attrition.

10. Global Workforce Imbalance & Morale
    📉 Employee Sentiment: U.S. teams feel ghosted. Offshore teams feel ghostwritten. Fractured teams, resentment across regions.
    🎩 Leadership Perception: “One global team.” Except some teams are more 'global' than others. Framed as global optimization; seen as favoring offshore growth over U.S. retention.

11. Leadership Communication Style
    📉 Employee Sentiment: Corporate Mad Libs with a side of gaslighting. Cynicism, fatigue.
    🎩 Leadership Perception: “Transparent and empathetic.” Also, “We’re listening.” (But only to shareholder sentiment, not you.) Polished but vague; perceived as disconnected and overly scripted.

12. Strategic Ambiguity in Transformation Plans
    📉 Employee Sentiment: “What are we transforming into, exactly?” Confusion, lack of trust.
    🎩 Leadership Perception: “Agile, resilient, and future-focused.” Also, “That's a broken sprint and we may pick that up in our 2026 PI-3 planning.” Buzz-word heavy; seen as lacking clear direction or accountability.

13. Declining Internal Mobility
    📉 Employee Sentiment: “Apply internally” = “Apply to be ignored.” Hopelessness, stagnation.
    🎩 Leadership Perception: “We encourage career growth.” Just not here. Or now. Or for you. Not prioritized; perceived as undermining career development.

14. Performative Wellness Initiatives
    📉 Employee Sentiment: “I lost my job, but at least I got a free access to Spring Health's mindfulness self-help app.” Eye-rolling, sarcasm.
    🎩 Leadership Perception: “We care deeply about your well-being.” Especially when it doesn’t cost anything. Promoted heavily; viewed as superficial and misaligned with actual stressors.

15. Erosion of Institutional Loyalty
    📉 Employee Sentiment: “I used to bleed for BNY Mellon. Now I just bleed.” Exit planning, emotional detachment.
    🎩 Leadership Perception: “We’re evolving our culture.” Into what, no one knows. Possibly a chatbot. Not acknowledged; perceived as collateral damage of transformation strategy.

Summary Themes:

• Strategic Distrust: Employees feel decisions are driven by cost-cutting, not stewardship.
• Emotional Fatigue: Layoff cycles and vague transformation language have worn down morale.
• Leadership Disconnect: Senior leaders are viewed as detached, evasive, and overly polished.
• Exit Momentum: Younger and mid-career professionals are actively seeking roles elsewhere.

In summary, BNY Mellon's transformation strategy is widely perceived by employees as a cost-cutting campaign disguised in corporate jargon, marked by offshoring, opaque layoffs, and performative wellness. Leadership is seen as detached and scripted, while morale erodes under forced rankings, AI-driven exits, and strategic ambiguity.

What do you think? Please share in the comments.

Over the last year MMC has slowly hired on numerous offshore positions and brought people over on H1B visas to pay them lower wages. Now they are laying off a large number of IT employees.

The company is likely going to face serious financial turmoil over the next several years.

I wish every day were diwali :)

I am from legacy tsys which global payments ripped apart after acquiring and got rid of alot of americans to give the jobs offshore. This company is about to take over tsys issuing which global payments su-ked dry and is now dumping. From reading these threads, I now have little hope for my friends who are there. They are all hoping the transitions would be positive.

I see no job postings! Any rumours about layoffs? But they are posting through sweatshops for cheap labor https://h1bgrader.com/h1b-sponsors/northwestern-mutual-life-insurance-company-m2m6611701/lca/2025

Penny brought Hoda Kotb in to speak at a conference for six figures while she is laying people off, demoting people, and sending American jobs to India. Where are Penny's priorities? Penny is managing partner to make sure the work gets done. Penny is supposed to be a steward of Edward Jones' assets. How is spending six figures to bring in Hoda Kotb being a good steward of Edward Jones' assets? I am a partner at Edward Jones. She is using our capital to bring these people in. Penny is wasting money while cutting good people who were doing the job needed. Now she is laying people off knowing full well the people left over cannot properly absorb the work of everyone who has been laid off. All Hoda Kotb said was word salad like she said on the Today Show for years. Hoda is fine, she just does not give any insightful points that is relatable to business at Edward Jones. Hoda's "jewel" was "Do not hog your journey....share it with others." Six figures for that pearl of wisdom? How does that inspire a smaller work force to do more work due to Penny's poor leadership decisions of slashing jobs and punishing the survivors to do more work for less money?

New DOL Project Firewall is "rebuilding our workforce and ensuring American Jobs go to AMERICANS FIRST!" Nice to know this while our jobs are being sent overseas.

This is real talk!!!!

Ilumina keeps beating its head over with useless PLM and MRP tool upgrades that neither add value to the company or increase the speed to get products to market. The only group to benefit from these activities is the workforce in India that has substantially grown ever since Jacob has taken over. Consequence will be our competitors taking over our market share and making us irrelevant, an afterthought. These useless initiatives are being spearheaded by our clueless leadership and middle management that neither have the best interest of the shareholders or employees, only their determination to maximize their own paychecks. Management teams like those that fester at Illumian are the ticks that ruin a company's value and culture. If there was a way to replace Middle management with AI, sign Illumina as #1 customer.

6 years in S&T/legacy IT. What a mess, we are sc--wed. Mass Offshoring coming soon, especially with the new “role tagging exercise” that occurred a couple weeks ago, a “right sizing” will happen, leaving much more leaner US based teams.

How’s the increased dependence on offshoring technical and administrative positions working out for bp? Please share positive and negative impacts to corporate efficiency and profits.

If your team have H1B visa holders or you notice your business is shifting more functions to India, it's important to stay cautious and alert.

Many companies are now laying off American workers to reduce operational costs, and in some cases, employees may be unfairly labeled as underperformed to save severance.

Remember, as American workers, you have rights—if your business is laying off while still employing H1B visa holders, it raises questions about the necessity of the visas and the company's compliance. Do file a report to Department of Labor and USCIS.

As a proactive step, consider reaching out to your local congressman to advocate for stricter regulations on H1B visas and offshoring practices. Congress has already taken some actions in this direction, but additional support is needed, especially as U.S. job growth is experiencing multi-year lows.
Staying informed and engaged can help protect your rights and ensure fair employment practices.

ExxonMobil is trying to reduce OpEx by reducing number of engineers in North America (USA and Canada) and offshoring the jobs to cheaper countries like India.

But is it really working? I see BTC folks come here, work for some time in North America, and then go back to India and quit. They go to a competing company at a higher salary. All the time spent training them in North America is wasted.

How does that make sense from cost reduction perspective? And how will all the technical knowledge be retained??

Heard from grapevines that U.S. Bank is making moves to open GCCs (Global Capability Centers) of their own in Chennai and Hyderabad, in hush-hush deals. Could this be true? If so, HIRE (Halting International Relocation of Employment) Act, bill which was introduced in Congress on Sept-5th 2025 can’t come soon enough.

Anyone have insight oh how thia will affect Engine?

….reposting a thread that was deleted for no reason…..

Shell is trying to reduce OpEx by reducing number of engineers in North America (USA and Canada) and offshoring the jobs to cheaper countries like India.

But is it really working? I see TAO folks come here, work for some time in North America, and then go back to India and quit. They go to a competing company at a higher salary.

How does that make sense from cost reduction perspective? And how will all the technical knowledge be retained??

It’s already a big number in HIH. But how long will they continue to hire there? Or is it a moving target and they don’t know until we find a way to be profitable in other ways.

I swear it’s like they are purposely trying to get the whole department of wellmed fired so the offshore employees have more work they change the SOPs and don’t update the leadership then flag us because we didn’t do one single step that we’ve never done before and doesn’t even involve HIPAA or verification then the whole department is stuck with low QA and we get chewed out by upper management.

Hi Y'all, I know I am the worst thing that has ever happened to this once great firm. I know I am bringing the worst leaders the business world has to offer in and giving them GP payouts from day one instead of rewarding the long-tenured associates who have helped build this firm to what it once was before I took over the reigns. I know I personally brought in DC, the most cringeworthy leader in the history of the world. I know I am not qualified to lead a group of first graders on a school field trip. I know I have lost the trust and respect of everyone at the firm, including those closest to me even if they smile at me while I am in the room. But, please grant me grace. I only have a few more years until I age out of my position. That means I only have a few short years of attaining my vision of cashing annual checks in excess of $29 million while cutting people making $50,000 per year and deciding which utility bill to pay this month. You people do not understand how tough of a position I am in. This is about me and how you can serve me, oh and the firm, don't forget about the firm, oh and the clients, can't forget about the clients, I guess (McKinsey, am I saying that right?). Remember, this is not about you and your lives. You are just cogs in the bigger picture of allowing me and my husband to fulfill our dream of running a Fortune 500 company that has excelled for over a century into the ground and then taking a golden parachute as I leave a trash heap for those who remain. Please grant me grace. It is tough when I see someone knowing they secretly hate me. The rest of the associates at the firm have it so easy. You guys show up everyday, do a great job, treat people with respect, and have integrity. You guys are respected. You do not know what I have to deal with being not only not respected, but despised. So, please grant me grace as you sit in your unheated house because you cannot pay the power bill this month. My life is tough. You little people will never understand how tough my life is. Ok, I have to go now. I have another summit to attend while wearing an airbrushed blazer speaking to branch associates because I am afraid to address home office associates now. I have to practice pulling the wool over people's eyes who are not in the home office and may not know what is going on. Remember, "We are all One Edward Jones (well, until I lay you off and give your job to someone in India)!

If you are not Indian, forget applying.

In fact, if you already work here, you will soon be laid off.

INDIANS ONLY!

Folks who've worked at WF for years know what I'm talking about. Take a great idea in theory, use the WF way, and F it all up!!!!

WF 1ndia is a classic case. They took lower cost staff as the reason to outsource. Yet, WF built huge campuses over there. They hired a TON of staff over there. As most know, 3 of them do the work of 1 of us. And guess what, over there being in MGMT is sorta like being an emperor. (OK, sultan for them). So, if you take a look WF 1ndia is top heavy now with tons and tons of top and middle MGMT. And, don't forget all the junket flights WF execs take every few months to go there and "meet".

If you think they are flying coach, think again!! Any flight that is over 5 hours puts the flyer in business or first class, every time.

All this adds up to tremendous overhead and costs. Ask me, and I'd opine that these costs have made the 1ndia bloat super big at WF. To the point, its actually cheaper to hire USA staff. Yep. You heard it here first. Let's not even get into the political things like BRICS and how 1ndia is hanging with our adversaries. Nope, no one thought of that.....LMAO

linkedin is fu--ing broken. msft bought it and the whole thing changed.

too many ghost jobs. they sit for months.

companies want free publicity, they dont lie about it. some post just to meet federal rules.

outsiders won’t get those roles.

the rest are fu--ing sketchy. resume scrapers and offshore shops, just stealing data. they want contacts and h1-b angles. applicants send hundreds of resumes. almost no replies.

it's all now just about ads, not doing matches and u dont stand a chance there.

drifted away.... soooo frustrated. nothing feels seperate from the grift.

fu-k them.

Importing labor or importing goods, what's the difference?

There is no difference.

Good jobs are sent oversee and only execs and hedge funds benefit.

Stop destroying our worker and our country because of your greed.

lets fire more american and european engineers and replace them with more indian engineers, middle managers and VPs

they will rescue f5 from crumbling

If you're still giving 100% to Chevron, it's time to ask yourself: why?

Show yourself some respect and match their effort—which is basically zero. Some will say, “But I have a strong work ethic.” That’s admirable, but let’s be real: they don’t care about you.

Would a company that cares:

Slash mental health coverage during a mental health crisis?

Lie to its employees about the future?

Protect executive perks while laying off the people who actually do the work?

Call itself a “proud American company” while offshoring thousands of jobs to India?

No? Then stop pretending they deserve your loyalty. I’m on minimum viable effort until this so-called “leadership” is gone. They’ve earned nothing more.

You folks need to go like Stankey said, plenty of hybrid and virtual. They say a hub but San Ramon is what, what about Missouri, etc and why are AVPs not all in Dallas that was the big press that went under the carpet to which they are not even in hubs, why how did they get the pass card. The company is going to the 1980’s punch card style basically and they don’t care. This SBC style outsource and project managers is underway., you do know ATT was basically bankrupt and SBC bought the name. FACT!! The glory and fixing some locations is a fools game otherwise they know folks would leave in bunches, so out with old and in with book smart maybe that. They hire someone that’s says they have a bachelor degree from a third world country that’s behind armed guards but it’s an accredited school but not USA credited since cost is cheap and so are getting degrees by sliding some local currency to the professors. What has happened to your company and who is really running it since most leadership are less than 6 years from other companies so they left or booted out

India buys Russian oil yet we continue to offshore jobs to that country. Should this continue? Forget H1B visas because they just offshore the jobs instead. Tell you elected leaders to look at the job board for conformation. Knowledge workers do more for the economy than manufacturing jobs.

I had a frank talk with my manager this morning, who is a long-time friend.

Asked if I wanted a "retirement" package, as layoffs will continue until there's profit. My manager may get the cut, but will try to get me on the cut list if I want a package. VPs are dropping hints to management that this might be the last opportunity to get nominated for a package before it goes to HR formulas.

Also mentioned that there's not much future for the younger ones here at the moment, as they're offshoring much to lower-cost geos. Thus, if anyone gets a good offer, don't wait; just seize the opportunity and move on. I can't see light at the end of the tunnel for the near future.

Asked about the $5B Nvidia deal. Basically, I think it's a forced donation, and there is no clear direction on how to execute it yet—too many meetings without a runway. Our dev team is gearing up for this, but $5B won't get very far. If funds run dry, this may get moved to a lower-cost geo or ZBB.

Also, they said that there will be light at the end of the tunnel, but not in the near future, and I'm not sure how many of us will fall off the wagon as we travel along. Thus, the personal anxiety and stress may not be worth it.

The call center has laid off a significant portion of its American call center representatives and plans to retain its foreign representatives. This is devastating, and I didn't see it coming at all.

That’s a big number. This is a mix of employeees & contractors.

People wonder why they can’t find jobs in the US, this is why.

Any updates on contractors working for Edward Jones such as CGI, Accenture and Deloitte ? It already seemed like they wanted to fill as many positions with them as possible instead of full time EJ employees, but with the future offshoring seemingly coming down the pike, is there any contracts that anyone has heard of changing or getting canceled.

Remember the company views us as nuts, bolts, nails, mulch, annuals to plant once a year. Disposable regardless of your value to the bottom line.

HR stated going forward there will no new US hires.
Manilla or India are the only choices.

Any current SWE's having any luck finding other opportunities outside this place? I know this is a layoff board but with how my department is going, me quitting this place is looking more and more likely each day. The job market isn't too great which isn't fun, but morale is low with my current department and leadership here loves to act like everything is fine when it really is not. More work than ever and less competent employees than ever. Constantly having to take over work from offshore since they cannot complete simple tasks. Is there a light for the good workers at the end of the tunnel?

Those who thought ivi is safe have big one coming soon, all ivi work will move to Canada except the LL6/ll5 , they have to manage it or leave as well. Big ramp-up is happening on the other side so that’s a reliable news

https://www.reddit.com/r/IBM/comments/1o4xtrr/managers_are_forced_to_lay_off_good_people/

"I’ve been in meetings with very senior leaders and they are hunting through the ranks of B9-10 and D to find folks to let go to make room for higher bands in India."