Thread regarding FactSet Research Systems Inc. layoffs

The person they have selected to deliver GTM framework in marketing is a nasty individual ! zero experience in product or marketing but is spear heading this effort … marketing needs to be sorted out asap.

CFO created a culture for employees blaming each others where the main problem is her. Absolute perfect example we saw with the election in the states. One side complained for 4yrs doing nothing and blaming others - at the end their as--s were handed to them with massive loss out of WH. CFO and HR time will come. Karma is real when you pay yours and not others - only thing they share is to blame wrong with employees

Ask CFO and ELT who got 5% or more doing the job. Employees are done caring their bags.

RCS problem was not sales. Sales did all hard work however others benefited from in that group. CRO Club perfect example. Sales people did not go however we had HRBP, CMO team, Pricing and “ No” Packaging there.

Marketing is a joke here. All on AWA and tagged themselves to other meetings. Still waiting for GTM after 2yrs.... all you hear from head marketing and entire team long “Ummmmmmmmm we are doing all of it!!!” I think they meant NOTHING.

We see them around next Focus and and CRO Club - until then long moment that matters break in that group

ELT & CFO/Disastrous CRO previously are the cause.

They made changes and promoted who they wanted mainly to improve their Stats not the health of the company.

Do not trust HR across the company. The primary head HR in London most useless person being around. He literally does not do sh-t. Rest of HRBPs anything except HR. Most of them were admin, payroll and recruiting team. Total Rewards reminds me of Peppa Pig episode that everyone is running around but nothing gets done.

When you go woke you go broke. CEO spent more time on DEI efforts rather than understanding and enhancing the products our customers want. The hires and restructures were mainly bad choices with many talented people leaving and let go. Former CRO, past CPO, regional heads were not the greatest choices and you see the results in our share price. I can’t blame talented members going to competitors with such lack of awareness by management

Racism is “normal”, as is s-xism and corporate greed. Does that suggest we aspire to those traits?

The extent of greed, racism and s-xism determines the normalcy of it. Looking at the number of posts here, I reckon it goes beyond hurt. It questions the ethical standards of the leadership. A question shareholders and competitors will likely care for.

I was told to check out this thread. Never seen another like it. If you look at other companies , they barely get posts. Seems like factset must have had an amazing culture and many are hurt when it changed. I work for competitor. What you all find as strange and mean behavior by leadership is very normal. Once a company isn’t founder led, it’s very different. Firms like msft and apple are rare exceptions. Sounds like your current CEO and leaders will not change.

This is entertaining and informative so please keep posting.

To the many men out here who think the ex-CRO was/is for women, as a woman of color, I assure you, she isn’t.

My interactions with her were painful beyond belief. She was rude, condescending and unkind in how she responded to my requests, if she did at all. She is not for anyone other than herself.

She is judgmental beyond what’s acceptable for someone in her role. Look at the people she has elevated and supported around her : white women of privilege. The WBRG is the biggest farce at factset thanks to selfish people like her.

The Aussie HR is beyond manipulative. Talks about morale and leadership while stabbing people in the back with what is said in confidence. Is that different from the Global Sales HRBP? Or Employee engagement? Or HR in general? If all the good ones leave in order to cut costs and the rest remain without any support to do better- what does that make the talent in the company? Mediocre? Below par because they couldn’t decide what people’s roles are or train them to do better?

HR leaders are on a power trip being abusive, reckless noisemakers.

It’s all the ELT and their favorite employees based on tenure. CTO just replaced CIO with a 20 year tenure person because of history. It is not the right way to run things. Relationships over skills and accomplishments and they all paid themselves. Exceeded goals for the year got 0 to 2% raise. There is no incentive to work hard at FactSet anymore. You need to play the social game better and get into a clique and be less productive.

As they say, when clowns move into the palace, they don’t become kings/queens. The palace becomes a circus. Must thank the ELT for the circus they’ve created!

palantir should buy company and move on. Nothing change here with this structure.

Do not sweat over this. Work based on the amount raise you got. No change for me in salary so I work max few mins here and there.

They do not pay, promote and only do things with L2 and L3. Musical chairs. They put people in charge of products with no product exprience - finance running sales and products now running sales.

All IRs and chief of staff end up running stuff too. Organizational Effectiveness here you go... well done

there are no promotion process here. Nothing to do with departments. ELT favors individuals they like. This year CHRO picked promotions for employees without knowing anyone. Last year was CRO picking people she like. Analytics, Wealth, CTS favors their people. CRO only promoted people to Managing directors and SVP she wanted. We got 6 managing directors 5 selected by her. She promoted to make D&I stats better.

The Sales HR is actually batting on behalf of IBS. They come in the way of promotions in Sales whereas IBS HR breaks the “rules” to promote their people. What the HR heads in London and US do is a mystery. It’s going to be interesting when they don’t get paid given they’ve been stupid in letting the top performers go. Maybe the CFO will find a way to party nonetheless.

Haha..the HR in HK is the mafia and the admin assistant a tyrant. Unless you pay respects in the form of gifts, they go on a silent strike, refusing to help, insisting on the stupidest things in the name of rules. If they dislike someone, they spread rumours about them. They are racist, ignoring the need for a diverse and inclusive workplace with a conscious bias for White/Chinese employees.

Do not trust and share information with HR especially in sales. They use those not to pay people or fire them. Look at DSO. Fired the entire team and no backfill and keep promoting own people.

Past CRO dropped people from list of event in vegas to invite own team. Marketing, sales HRBP and head pricing packagin. Not why there were invited while others did not go.

Head of pricing packaging had no business to be there. 500K could gone to employees and no 7 days of Vegas event

All this started when current CFO/past CRO came to company. She does not like men and only promoted women. She toxics FactSet culture and afraid this not change until she is here. She paid herself and ELT but no others.

Current CRO only favors his friends in wealth and legacy people. He plays basketball but not sales

HR was not only incompetent at FactSet, it was non existent. The HR person in HK gossiped the most with little regard to damage done to people being spoken about. Loose mouth and small brain, she openly gave preference to her favourites in Analytics who despite being toxic were not given any warnings for their terrible behaviour.

Not so much about being easy on the CEO as much as looking at it pragmatically. He couldn’t have had the General Counsel, CFO and CRO all gone in a quarter without raising concerns about departures at the exec level, in the least all women. While he had succession in place for legal and sales, he would have to look at the market for a CFO at a time that needed prudent financial management. This way he keeps the boat steady without rocking it too much for the shareholders while giving them the spiel of having a deep talent pool and allowing succession without expensive lateral hiring . The choice was between known problems and unknown ones, he chose those he is aware of. The hope would also be that after being a CRO, the current CFO is more astute in understanding the needs of varied business units rather than just operating from the surface as a new one would. Either way, he trusts her regardless of her lack of flair, ability to inspire broad confidence or salesmanship. Don’t see the need of those traits in a CFO either. Perhaps all this needed was a realignment to strengths. HR has done such a fantastic job of retaining talent that when you look at L2/L3/L4 - there is little if any talent available. Kudos to the people officer/ head of employee engagement and HRBP, fantastic job creating an oligarchy while jabbing about DEI and distributed decision making.

Extremely poor culture created by legacy people who are clinging on to their director / senior director titles with no skills or experience in areas they are leading .. Especially within Marketing ! hiring new people to say no to stakeholders, do launch by posting one thing on social lol after +7 months of nothing and bullying high performers out.

You’re too easy on CEO. Seems like these decisions have affected growth. Company growing at less than 1/2 rate of competitors according to posts. Reward to cro is to put her back at cfo Thats on him unless pure dei concerns

It’s free market and this will continue until voluntary attrition stays low

If the CEO gives the directive to manage costs and the CFO + CHRO are underhanded in how they go about it, who does one blame? The issue is not with managing costs or making changes, the issue is the grossly incompetent way it’s been done.

For instance, the ex CRO decided to push change initiatives down without ever having a proper plan of execution. She was at best frigid when it came to connecting with people. Unfortunately reminded me of The Crown, even the monarchy learned to connect with people decades ago.

Similarly with the CHRO, it’s desirable to have an active and involved HR. It’s when one turns a blind eye to the incompetence and asks payroll specialists to behave like HRBP, that creates a mess. There should be a quiz with HRBP on what FDS does, more than half will fail to give meaningful answers.

Ultimately, the CEO took a decision on the ex-CRO, she is back to the role she did years ago after having botched sales up. It seems she managed to keep his trust compared to the ex-CFO who was a loudmouth, boasting about her ambition to be CEO.

For CHRO - the litmus test will come when her policies and decisions impact attrition which has been on the lower end. There are no jobs out there, people will hold on to whatever it is they have till something better comes. She is shockingly vile in how she behaves, absolutely disgusting in the underhanded manner quiet layoffs are being conducted.

It’s the lack of substance in how these two have behaved that is problematic. The CEO has this year to salvage himself. The Analysts have shifted their view of FDS with many moving to a Sell rating. More will do so if things continue as they have been.

Why is all the blame here always on ex cro and chro Didn’t CEO hire both. Does he never get blamed ?

Marketing running investor day lmfao is going to a disaster !

HS+CH=Disaster.

The ex CRO is legit the worst thing to have happened to FDS. She highlighted what it means to be smart and absolutely off the mark at once. Arrogant to believe she had the data she needed to make all the changes she did by completing overlooking what people on the ground felt. Wonder what mess she will make as CFO now.

People being put on informal PIP from incompetent leaders .. Honestly just show the culture we're in.

Give it some time and good workers will be gone. You will see from Nov to Feb.

This is not a growth company when finance and HR run the company. They keep putting folks with no experience in roles like products and sales. Look at the old CPO role, old CRO to new one both “gone with the wind”

Not to defend the but that was last year, not Fiscal 25. And their base increase from 23 to 24 was I think 2-3% for ceo

No shame on they spend 500k in Vegas with all ELT members partying until morning every day. I got no raise and half bonus. Shame on ELT specially with CHRO, CFO and CRO. New CRO got 30% bump meanwhile others got 1-2% or 0.