#telecom

https://www.cnbc.com/2025/10/07/on-precipice-of-incredibly-contracting-workforce-says-jobs-expert.html

Look around, it’s already happening here. They’re trying to force out the 55+ crowd, but instead the under 30 crowd is leaving in droves for companies that actually offer flexibility and trust. Five-day RTO isn’t appealing, it’s a deal breaker.

RTO isn’t saving culture, it’s driving young people out. If AT&T wants to stop the bleeding of “new talent”, it needs to end RTO and start listening before there’s no one left to listen to.

New wave coming and I will have the option to move to atl or dal. It’s going to affect about 200 of my peers.

I’d just suggest that you don’t fill the surveys out next time.
Corey A. point blank said he Read them and Shred them.
He’s convinced he won’t be fired for making such statements.
That speaks volumes about our company.
Back in the day, what Corporate Executive would say that to employees?

Help others find new jobs by listing the companies hiring ex ATT employees.

I see Wall Street analysts have finally figured out The Stink's offshoring and RTO are just cost savings moves which try to hide the fact that there is no innovation (or hope) at AT&T. The downgrades and lowered target price points keep rolling in.

Business Retail and TfB layoffs have been rumored since the IT layoffs in August. If it is going to happen, timing wise it makes sense to wait until after the holidays.

Everyone sounds surprised when this happens! It is the new world order. Expect it to happen and be prepared by saving as much money as possible. Keep your expenses down. No credit card debt, no car loans. Live modestly. Keep your resume updated. Keep your professional network current/ relevant.

I started investing a piece of my salary each paycheck into an index fund for emergencies like losing my job. It has grown into a years salary overtime. If I never need it will be for retirement.

It will happen. You will lose your job. We all will eventually. Don’t stress or lose sleep, be prepared!! No one is coming to save you!! Have a plan, especially if you have a family.

This is not a TMO thing, or an IT thing, it happens everywhere and will eventually hit everyone.

Good advice by @ax+1k721721k.

Big layoffs across the board. The DEI hires from FCC OBAMA are coming. They are still employed at FYBR!

The day after the announcement of a new CEO. Lots of open jobs postings disappeared from the jobs board. This trend always precedes RIFs.

Long gone are the days of decisions being made to better the business. Now we are in the business of turning away existing customers and flagging upgrades for fraud. We are a laughing stock in the telecom industry. We look like amateurs. Congratulations.

Prime example, the employee well being ranking low. Now we see all this stuff on healthcare and mental health. Uh, that’s not what was meant by that. People were referring to work/life balance, recognition, promotions, bonuses, pay raises, taking care of your people, doing special things for them. Saying “if you don’t like it, leave,” highlights they don’t care.

Got a nice letter from the Blue Death Star last night. "We feel your rising health care costs, inflation, blah blah blah" so we are increasing your wireless discount from 30%-50% but only if you have one of our "NEW" wireless plans. What the H$ll does that mean? No explanation included and online little help. Then "We also want all Retirees to have the fastest Internet so you will now all pay $30 a month going forward. I pay $10 now for 5 GIG the fastest plan. So Stinkey go retire like the VZ chairman so the stock can at least go up..........................

https://www.fox13seattle.com/news/t-mobile-layoffs-western-washington

T-Mobile is set to lay off 121 employees in western Washington, starting October 13, 2025. This decision follows T-Mobile's acquisition of UScellular for $4.4 billion, which expanded its customer base and infrastructure.

Reasons for Layoffs
The layoffs are part of a broader restructuring strategy after the acquisition.
T-Mobile is transitioning towards a more digital-focused model, potentially reducing the need for in-store representatives.
Impact on Employees
Affected employees will receive assistance from the Washington State Employment Security Department.
WARN (Worker Adjustment and Retraining Notification) notices have been filed, which require companies to inform employees and state agencies about significant layoffs.
Future Outlook
There are rumors of further layoffs and restructuring, particularly in retail and IT sectors.
T-Mobile aims to maintain a positive relationship with regulatory agencies while adapting to market changes.
This restructuring reflects T-Mobile's ongoing efforts to streamline operations and enhance profitability in a competitive telecom landscape.

T-Mobile continues the show by creating unnecessary Senior Manager positions only to back track and layoff a handful later on each year. I am honestly surprised T-Mobile employees don’t file a class action for miss leading career promises. Don’t take my word for it, wait for Q1 2026 and comment here! Any Senior Manager or RMM with low amount of stores are in question from what sources are sharing.

I mean John Stankey pretty much ignored the survey results of everyone working at T, told us we were in the wrong, our priorities were mid-aligned of the company, and that we are going to be in a market based culture.

Aside from being a buzzword, can someone clarify what that actually means. Does that mean we were not market-based before?

Sounds like I’m going to start ignoring the id--tic messages they send my way. I already have email filters to delete all these endless corporate company-wide emails we get from McElfresh, Robertson, etc.

Oh and to think they sent me a $25 coupon to buy something from their brand store. The last think I want is another branded shirt.

Alright, enough is enough. We’ve been doing 5 day RTO for almost a year now, and things have never been worse. Morale is shot, people are exhausted, and everyone’s sick of wasting time and money commuting just to sit on Teams calls all day.

The under 30 crowd is leaving in droves for companies offering hybrid or remote work because they actually value flexibility and trust. Meanwhile, AT&T is ranked dead last among the major telecom players, and the stock keeps sliding.

Maybe it’s time leadership admits the obvious: this isn’t working!! If the goal was to improve culture, performance, or retention, 5-day RTO has done the opposite. Time to stop doubling down on failure and try something new. If the goal is headcount reduction just have a standard layoff instead of pi----g off anyone willing to stick around. You’re nearing the point of no return.

Some Retirees have received information about increased benefits ((wireless plans now 50% off)). The letter stated it’s all due to AT&T celebrating 150 years in 2026. Makes me think our COO ain’t leaving just yet.

https://www.reuters.com/sustainability/boards-policy-regulation/verizon-names-former-paypal-ceo-dan-schulman-ceo-2025-10-06/

Saw this on a Facebook group.

Sounds like most of the union that was left in Denver was laid off today but Avaya. December 8th is the last day of payroll for what used to be the NSAC, billing, dispatch, and SOSC.

For years, I said Hans Vestberg was the wrong guy. I said the “best network” narrative was smoke and mirrors, that billions in 5G spending without a monetization plan was corporate malpractice, and that leadership had no clue how to run a 21st-century company. And what did I get? The usual chorus of Verizon fanboys and PR parrots laughing it off and calling it “AI talk.”

Well… the “AI talk” just pushed your CEO out the door.

All those corporate cheerleaders who swore everything was fine — the ones who worshipped at the altar of “Ultra Wideband” press releases and internal town-hall buzzwords — are suddenly very quiet now. Because the board just did exactly what they insisted would never happen: they fired the architect of this slow-motion train wreck and replaced him with someone who actually understands platforms, partnerships, and profit.

Let’s be honest: calling it “AI” was never about the technology — it was a cheap way to dismiss what you didn’t want to hear. Because if you admitted the analysis was right, you’d also have to admit the leadership was wrong. And now, here we are: the leadership is gone, and the analysis you mocked is the new corporate strategy.

So keep sneering about “AI talking” if it helps you sleep. But know this — the future spoke, and it just fired your hero. All your PR spin couldn’t save him. All your LinkedIn cheerleading couldn’t rewrite the numbers. The truth bulldozed through the talking points… and left your corporate fairy tale in the dust.

https://www.fierce-network.com/wireless/verizon-taps-ex-paypal-virgin-mobile-exec-new-ceo

Analyst thinks Schulman’s appointment is a stop-gap measure and eventually, Sowmyanarayan Sampath, Vestberg’s heir apparent, is likely to take over. Sampath is currently CEO of the Consumer Group at Verizon.

Facts, short interview excerpts, and a forward-looking analysis of how he may lead (some AI, some custom):

Dan Schulman

• Current role: Chief Executive Officer, Verizon Communications, effective Oct 6, 2025. He succeeds Hans Vestberg, who becomes a special adviser through Oct 4, 2026. Mark Bertolini becomes Board Chair.
• Age: 67. Recent context: Verizon is pushing to reignite growth and integrate a pending Frontier Communications acquisition targeted to close in early 2026.
• Education: B.A., Middlebury College 1980. M.B.A., NYU Stern.

Career highlights

• AT&T: 18 years, rising to president of the consumer long distance business and the youngest member of the company’s top executive team.
• priceline.com: President and COO, then CEO.
• Virgin Mobile USA: Founding CEO, took it public, later sold to Sprint Nextel. Post-deal he led Sprint’s prepaid group.
• American Express: Group President, Enterprise Growth, focused on new digital payments and partnerships.
• PayPal: CEO from 2014 through 2023, leading its spinout from eBay in 2015 and subsequent platform expansion.
• Selected moves: push for crypto features and a super app strategy, and the roughly 4 billion dollar acquisition of Honey to deepen consumer engagement.
• Verizon governance: Director since 2018, elected Lead Independent Director in Dec 2024, now CEO.

Key Accomplishments:

• Customer 1st
  At PayPal he implemented Customer Choice so users could pick how they pay. He noted that the day it was announced, the stock fell 9 percent, yet two years later PayPal reported 70 million incremental customers and lower service calls.

• Profit Driven
  He is associated with a measurable approach to employee financial health. PayPal introduced the Net Disposable Income metric and moved hourly and entry-level U.S. employees from roughly 4 to 6 percent NDI in 2019 toward mid-teens by 2021, with a goal of at least 20 percent.

• Crisis Response
  During the 2018-19 U.S. government shutdown, he initiated up to 500 dollar, interest-free advances to furloughed federal workers, committing up to 25 million dollars.

• Telecom Expertise
  Schulman has prior P&L leadership in wireless at Virgin Mobile and Sprint’s prepaid unit, which gives him domain context for Verizon’s mobility and broadband markets.

Some interview excerpts:

• On motion and risk: “There’s a philosophy in martial arts which is, ‘Never stand still’.”
• On choosing the customer over margin: “If we really are going to be a customer champion, what we need to do is give customers choice.”
• On short-term pain: “The day we announced it, our stock dropped 9 percent.”
• On purpose: “Profit and purpose are fully linked together.”
• On values: “Values can’t be propaganda. They have to be something that you not just say, but you do.”
• On day-one priorities at Verizon: “Verizon is at a critical juncture. We have a clear opportunity to redefine our trajectory.” Also, “reduce our cost to serve, and optimize our capital allocation.”

Let's predict how he will lead at Verizon (guessing, but still):

• Customer-first offers, simpler choices
  Expect emphasis on plan clarity, fewer gotchas, and tools that increase perceived value without price-only competition. This mirrors his “customer champion” approach that traded short-term margin for long-term engagement at PayPal.

• Cost to serve and digital self-service
  His own language points to lowering cost to serve. Look for pushes in app experience, proactive care, and churn-reduction through analytics so service costs fall while NPS rises.

• Growth (bundling + ecosystem expansion)
  At PayPal he broadened the platform with new features and Honey’s path-to-purchase data. At Verizon, comparable logic could show up as smarter bundles across mobility, home internet, and perks that deepen engagement rather than discounting alone.

• Capital Mgmt
  Telecom is capital intensive. Expect tighter capital allocation guardrails that tie spend to measurable growth in market share and cash generation, consistent with his opening memo themes and the company’s reiterated 2025 guidance.

• Workforce
  His record suggests a belief that better employee economics and inclusion improve outcomes. While Verizon’s footprint and labor mix differ from PayPal’s, watch for selective moves that support frontline productivity and retention.

• Telecom operator basics + fiber execution
  Schulman inherits a network built during Vestberg’s 5G push and a pending 20 billion dollar Frontier acquisition aimed at fiber expansion. Expect a pragmatic focus on fiber passings, broadband adds, and unit economics while integrating the deal if it closes as planned.

• Purpose/Pragmatism
  He is outspoken about acting on values. In a regulated, politically scrutinized sector, expect careful calibration so purpose initiatives remain tied to customer trust and operating results.

What to watch in the first 12 months

• Postpaid phone net adds, phone churn, and ARPU trends vs AT&T and T-Mobile. Context: Verizon seeks to regain momentum in a highly competitive market.
• Broadband and fixed wireless net adds, fiber build milestones tied to the Frontier integration timeline.
• Cost-to-serve metrics and digital adoption rates following any app or care redesigns.
• Signals on capital allocation and any portfolio or pricing simplifications in mobility and home.

You can use Google to find this:

• Verizon announcement and Schulman’s day-one remarks.
• Breaking coverage of his appointment and competitive context.
• Customer Choice case and measured outcomes at PayPal.
• Employee financial wellness program design and results.
• 2019 shutdown advances for federal workers.
• Honey acquisition rationale.
• Earlier telecom roles and Sprint-Virgin Mobile deal context.
• Background on education and early career.
• Latest coverage on Schulman and Verizon.

After 8 years and an annual total compensation of $24m he is worth over $100m and will receive a golden parachute (access to the private jet). Blackrock will be his next executive employment and will skyrocket his wealth even more.

Spanish telecoms group Telefonica plans to lay off at least 6,000 employees across several units before the end of the year, newspaper Expansion reported on Monday, citing people familiar with the plans.

The total number of workers initially affected by the redundancy plan could rise to 7,000 out of a global workforce of around 100,000, the report added, although negotiations with unions tend to reduce such targets.

https://www.reuters.com/business/world-at-work/telefonica-plans-lay-off-6000-workers-this-year-expansion-reports-2025-10-06/

John Stankaheeheee Let me help you!
John....let me help you demoralize the workforce even more. Do this John. Take away the service anniversary awards. Please do it John. Then remove any and all employee discounts. Also good work on pension plan increases. They are virtually non existent.
Cobb county teacher pensions in the state of Georgia get 3% every year. You are a cheap worthless pathetic divider in chief. It is no longer a desirable place to work. You and your cronies have gutted every aspect of what it used to be. You have as--ulted the low hanging fruit ( 1st level managers ) to the max because they have no voice as the union members do. The company culture will never rebound until you and your henchmen go somewhere. Anywhere would be good. Just go.John Stankaheeheee Let me help you!
John....let me help you demoralize the workforce even more. Do this John. Take away the
service anniversary awards. Please do it John. Then remove any and all employee discounts. Also good work on pension plan increases. They are virtually non existent.
Cobb county teacher pensions in the state of Georgia get 3% every year. You are a cheap worthless pathetic divider in chief. It is no longer a desirable place to work. You and your cronies have gutted every aspect of what it used to be. You have ATTACKED the low hanging fruit ( 1st level managers ) to the max because they have no voice as the union members do. The company culture will never rebound until you and your henchmen go somewhere. Anywhere would be good. Just go.

Look at that, unbelievable!!
https://www.jobs.now/jobs/165070041-principal-engineer-software-development-distinguished-engineer-software-development-ref-inkota-n

Another set
https://guestworkervisas.com/gwv/jobs_direct.php
type in Verizon

DSR staying with the order taker?

Uniform ordering was delayed, maybe because we will know our fate soon? AT&T, Network CO, Lumen or layoff?

Layoffs incoming, 2 faced leaders

I heard they opening new wireless centers for us people. I miss my Murfreesboro Mobstas

I have seen people at AT&T on H1B visas who, in my view, should not have been given those roles. Qualified American workers could have filled them just as well. There is a real problem at AT&T, plus a manufactured one. Upper management often says they cannot find qualified candidates for certain positions, which I believe is misleading. The real motivation seems to be securing cheaper labor.

I have also noticed a recurring pattern in tech. Once companies start offshoring jobs, especially in development, that shift tends to trigger greater use of H1B visas. This happens because they have no intention of investing in training American workers. I say this based on experience at a Fortune 10 company. These firms are not short on cash, they simply choose not to pay American employees what they are worth.

“But look at the stock price” was used as something of a justification for decisions like RTO and veneration of Stankey. Looked today though and the stock is effectively flat since early March and down vs. 6 months ago. S&P 500 is way up in that time period. Thank goodness I move my 401k match out of T and into investments that actually do something (for now)

Stay tuned

20% HC reduction

This is long but details how AT&T used to be a leader in taking care of employees and now it is a leader in treating them as disposable “assets”.

Worth a read

https://www.businessinsider.com/workplace-loyalty-corporate-america-dysfunction-employers-employees-att-jobs-2025-9

https://youtu.be/sLywoXWTJAw?si=Ddq0NUdkUdePE5QZ

if i evr won the lottery, i wouldn’t retire quietly. i’d open a cellphone store right in the middle of the richest neighborhood i could find.

but it wouldn’t be a normal store. our only goal would be to make sure every single customer left annoyed. prices wouldn’t matter, products wouldn’t matter, the only thing that mattered was that no one walked out satisfied.

every single worker in the store would hold the title of “manager.” that’s it, no other roles. on their name tags, we’d list their salaries in huge print. people would walk in, see someone making millions a year, and still realize they weren’t going to get any help at all.

and for customer service? our number wouldn’t go to a call center, it would connect straight to the irs. so if you wanted to complain, you’d have a very different kind of problem waiting for you.

Then as customers stormed out the door with frustration written all over their faces, we’d smile, wave, and say in the sweetest tone: “and you have a nice day.”