#ceo

Like we all didn't see that coming.....

New CEO Brian Evanko......do mass layoffs then retire ..

Mike you can blame Frank all you want but $62 is on you buddy! You were a rookie who was unprepared and you destroyed $100B in Market Cap! Congratulations on holding the that record, surely puts you in the top 5 of worst CEOs ever! By the way why is Chris Foskett still here riding around on the jet! The guy does nothing. What big account has he brought on in three years. As Revenue head he has lost a ton of business in last two years.

Q1 is bad, really bad. GCC plans messed up bigly. Hope the customers have alternative currency to go to.

Is the company effectively “quiet firing” its U.S. and Northern Ireland employees so they can just put more engineers and customer serivce people in India? Top performers are receiving only 1.5–3% merit increases, denied PTO, benefits appear to be shrinking, leadership feedback feels limited and unconstructive, and training and skills development programs seem to be declining in quality. Unless someone has specialized AI expertise, it can feel like the goal is to push people out or pressure them into working longer hours than they’re paid for. Meanwhile, TW continues to repeat phrases like “we’re all in this together,” like we are still in the heart of COVID. This environment feels even more challenging than during the pandemic. Customer service is in the toliet with AI and all the Indian offshoring. Hire 4x the middle managment to get in the way of being productive at work. I'm just glad I have other options other than this blue toilet. However, I know that everyone is not as fortunate esp in the Orange Tu-d's America. Be the CEO of your own career bc this place does not value you.

I feel like there isn’t any real insider knowledge on this page, but let’s give a go. Anyone know what the tour in first week of April will be for? With everything going on, I believe it’s potentially to bring in a new business.

Any guesses?

Response was

Using AI to replace a CEO’s decision‑making can be framed as beneficial when the focus is on cost efficiency, consistency, and data‑driven governance, especially in organizations where strategic decisions are already heavily analytics‑driven.

Core Argument: AI as a High‑Precision, Low‑Cost Executive

Replacing a CEO’s decision‑making with AI can be seen as a net positive because it removes one of the most expensive and variable elements of corporate leadership—human executive compensation—while potentially improving decision quality through constant, unbiased, data‑driven analysis.

AI systems don’t demand bonuses, equity packages, or golden parachutes. They operate continuously, process vastly more information than any human, and make decisions based on evidence rather than ego, politics, or fatigue.

Cost Savings: Regaining the CEO Salary

CEO compensation is extraordinarily high across most industries:
• The average CEO salary in the U.S. is about $812,900 per year A.
• At large public companies, total compensation often exceeds $18–23 million annually B C.
• Some CEOs earn over $100 million per year in total compensation packages B.

Replacing this with an AI system—even one requiring significant infrastructure and oversight—would cost a fraction of that. Even a robust enterprise‑grade AI system might cost low millions per year, and often far less, depending on scale.

Savings could range from $800,000 to over $20 million annually, depending on company size.

Those funds could be redirected toward:
• R&D and innovation
• Employee compensation
• Lower consumer prices
• Shareholder returns
• Long‑term strategic investments

Why AI Decision‑Making Can Be Better

1. Data‑Driven Consistency
   AI evaluates every decision using the same logic, the same data, and the same criteria—no mood swings, no biases toward certain executives, no political maneuvering.

2. 24/7 Strategic Awareness
   AI can monitor markets, competitors, supply chains, and internal metrics continuously, not just during quarterly reviews or executive meetings.

3. Faster Decision Cycles
   AI can simulate outcomes, run forecasts, and evaluate risk scenarios in seconds, enabling rapid responses to market shifts.

4. No Ego, No Personal Incentives
   Human CEOs may prioritize:

• Personal legacy
• Compensation tied to short‑term stock price
• Risk‑averse decisions to protect their position
AI has no such incentives and can be optimized for long‑term organizational health.

1. Scalability
   One AI system could theoretically oversee multiple business units or even multiple companies, something no human could do.

Trade‑offs and Constraints
This argument is strongest in contexts where:

• Decisions are highly quantitative (e.g., logistics, pricing, supply chain, finance).
• The company already relies heavily on predictive analytics.
• The culture values efficiency and transparency over charismatic leadership.
• Oversight mechanisms exist to prevent runaway automation or misaligned incentives.

It is weaker in contexts requiring:
• Deep human intuition
• Complex interpersonal negotiation
• Visionary leadership
• Ethical judgment in ambiguous situations

But even here, AI can serve as a powerful co‑pilot or decision‑support system.

A Non‑Obvious Insight

The biggest benefit may not be cost savings or even better decisions—it’s eliminating the single point of failure that a CEO represents. Human executives can burn out, get sick, make emotional decisions, or cling to outdated strategies. AI systems can be versioned, audited, and improved continuously.

CEO change needed to bring new direction

Who wants to see Rick taking client support calls for a year with the salary to go along with this position?

Heather Cianfrocco is out. Seems she has decided to leave. Right. Looks like she was made CEO and than all those investigations, than lateral transfer to compliance. The death department and now quietly will ride into the sunset. Wonder how much she is getting paid to zip it.

Special Advisor & Director recently sold US$11m worth of stock

On the 24th of February, Hans Vestberg sold around 225k shares on-market at roughly US$49.61 per share. This transaction amounted to 32% of their direct individual holding at the time of the trade.

https://www.charlotteobserver.com/news/business/article314733473.html

Turned all the way off when I see our ceo dripping in designer labels, meanwhile half of us don’t get a raise… the two piece Chanel suit for 15k, the Gucci sweater on Instagram. Does she think we are stupid or does she just not care? Either way I can’t respect someone who displays such a lack of care and respect for the worker bees just trying to make ends meet.

Seems that the only thing that might save the stock going to $60 would be a CEO announcement, on the other hand, that might just send the stock to $50. Especially if someone internal gets promoted, cause these execs here are WORTHLESS.

What does the team team team think? Team? AAR that please. LOL.

Let's just bring in another 50 ex-Cisco sellers and a few more CAPidiots. Cause we have made a strategic investment to pump you up.

Just heard Shankar’s heading to India for a whole month. Honestly, how does a CEO even juggle a 13.5-hour time difference for that long? Is he even gonna be working at all?

Supplemental CEO Equity Award

On February 18, 2026, the independent members of the Board of Directors (the “Board”) of Fiserv, Inc. (the “Company”), consistent with the recommendation of the Talent and Compensation Committee of the Board, awarded Michael P. Lyons, Chief Executive Officer, a supplemental equity award (the “Award”) consisting of performance share units (“PSUs”) and time-vesting restricted stock units (“RSUs”). The Award reflects the Board’s recognition of the importance of Mr. Lyons’s ongoing leadership in successfully executing key strategic actions to transform the Company, including the One Fiserv action plan designed to drive long-term growth and position the Company for future success.

The Award is structured to promote the retention of Mr. Lyons as the Company’s Chief Executive Officer and align his incentive opportunity with Fiserv’s absolute and relative shareholder value creation over the long term. The PSUs, which have a grant date value of approximately $18 million, will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return and the One Fiserv action plan. Specific measurable performance metrics for the One Fiserv action plan will be set at a later date in connection with Company’s 2026 investor day. The RSUs, which have a grant date value of approximately $12 million, will vest pro-rata on the first three anniversaries of the grant date.

The Award is in addition to the approximately $18.7 million annual equity incentive award granted to Mr. Lyons on the same date, comprised 60% of PSUs, which will cliff vest after three years subject to achievement of performance goals tied to relative total shareholder return, adjusted revenue growth, adjusted earnings per share, and free cash flow conversion, and 40% of RSUs, which will vest pro-rata on the first three anniversaries of the grant date.

The forgoing summary of the Award is qualified in all respects by reference to the text of the award agreements that govern the Award, forms of which are filed as Exhibits 10.4 and 10.18 to the Company’s Annual Report on Form 10-K filed with the SEC on February 19, 2026 and are incorporated herein by reference.
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Oh my, so this guy is getting a $50mm compensation package??? 95% of which composed of our stock at this nosebleedingly cheap multiple??? This guy IS worse than Frank even, Frank’s package is not nearly half as big! This guy has probably bullied the board in a lionized way to get his way. Even Jamie Dimon at JP Morgan, with a market cap 10 times as big as Fiserv, does NOT get a package like this!!!
Our company is in worse hands!!! RUN!!!

When I joined Nike a few years ago, what stood out to me most was not the size of the brand or the big ambitions. It was the internal culture. Advancement often seemed less about performance or integrity and more about alignment with leadership, especially the kind that required unquestioning agreement

Too often, facts took a back seat to loyalty. Those willing to echo their leaders’ views and carry out uncomfortable directives were rewarded with promotions, high-visibility projects, and insulation from layoffs.

Tight circles formed outside of work through golf outings, country clubs, and social events, reinforcing a system where proximity to power mattered more than principled contribution.

After witnessing multiple rounds of layoffs, a pattern became clear: the culture endured because it protected itself. Leaders who moved on to other companies to leech on took their most loyal su-k-ups with them. I saw this firsthand in tech and analytics. The brown nosers got protection regardless (inside or outside Nike). For the employees who want to do the right thing, this is either demoralizing or pushed them to fall in line.

HR did not seem to act as a neutral balance. In many cases, it felt more aligned with protecting leadership than addressing real concerns. Whether intentional or not, the effect was the same. The system kept reinforcing itself.

The most sobering realization was that leadership changes cannot fix a deeply entrenched culture. New CEOs and turnaround strategies may shift headlines, but without confronting the underlying incentives and behaviors, meaningful change remains elusive.

Real transformation requires more than restructuring or rebranding. It demands a deliberate effort to reshape the culture and to prioritize accountability, merit, and ethical leadership over loyalty politics. Until that happens, the same patterns will persist, no matter who occupies the corner office.

For those around MW and they definitely check this site. Does MW know he's the most hated CEO in Chevron history? Is he being insulated from the morale crisis we have? What does he say to all this?

IBM bucks AI-fueled layoff trend, triples entry-level hiring for 2026. How long until the CEO FOMO has Wells (and the rest of Wall St.) start hiring again?

Last few town halls, CEO in jeans and boots with huge belt buckle, now COO with jeans, sneakers, no collar shirt. Is this now the business casual standard? If so, I’m here for it.

https://fortune.com/2026/02/17/ai-productivity-paradox-ceo-study-robert-solow-information-technology-age/

Facts I find interesting.
We didnt have a CEO between March 28th and Oct 21st that yr.
Yet Net Income
Q1 $5.86B
Q2 $6.21B
Q3 $4.61B incl a 1.6B litigation so really $6.2B

We didnt even have a CEO. Q1 Tim Sloan even handed everyone in the company 30 shares, gave extra %sfor 401k matching over the yrs. Today Charlie has laid off 80k people, offices state side look like india... and he has worse financial numbers. Look at the pathetic number of shares he gave folks, you have to be here till mid 2028 as well. The problem with Chalie is he thinks Win/Lose, not Win/Win, and that's no way to operate a business, cheating employees to make numbers is the route to failure.

Think about this for a moment. Carl was brought on “board” and so followed our CEO who Carl brought with him. Eventually they bought our Carl who was known for selling off pieces of companies until nothing was left. I think our CEO is still aligned with him. He alone has sold off everything and anything that was tangible. In all seriousness, what remains owned by Xerox? (Besides debt)

The company value is decreasing - steady.
Now Dxc is worth only 2.2 B$.

When will the next CEO come bring his cronies?

"Similarly, inside IBM, there are many whistleblowers and some of them come to us directly, others post in online forums. They're sick and tired of their lying CEO and crooked CFO, who seems to be focusing on financial engineering, not technical engineering." https://techrights.org/n/2026/02/17/Resisting_IBM_and_EPO_Corruption.shtml

CEO Andy Jassy faces criticism for a perceived lack of investor communication and strategic vision, especially concerning the return on heavy AI investments, leading some to call for leadership change.

What 3 things does Meg need to initiate and accomplish in her first 90 days will set the tone for her administration and direction.

It’s wild to think how many jobs could be saved if his pay matched his actual value. We’re talking tens of millions that could’ve kept real people employed.

On February 9, 2026, interim CEO Than Powell resigned from his temporary role at Longeveron but remained with the company in business development, as the board appointed veteran biotech executive Stephen H. Willard as permanent CEO effective February 11, 2026. Longeveron tied Willard’s compensation to a mix of cash and equity, including substantial stock and option grants, while simultaneously imposing a temporary 50% pay cut on its CEO and executive chairman and rolling out broader cost-cutting measures such as employee furloughs and reduced board fees to conserve cash ahead of pivotal clinical trial milestones.

https://www.theglobeandmail.com/investing/markets/stocks/LGVN-Q/pressreleases/227165/longeveron-appoints-new-ceo-amid-cost-cutting-initiatives/

Kroger, the largest traditional supermarket chain in the United States, has appointed Greg Foran as its new Chief Executive Officer following a year-long search. Foran is best known for running Walmart’s U.S. operations from 2014 to 2019, where he oversaw a turnaround that delivered 20 consecutive quarters of comparable sales growth across more than 4,600 stores. His appointment signals that Kroger is looking to borrow from its biggest rival’s playbook as the grocery wars intensify.

https://www.whatjobs.com/news/kroger-names-former-walmart-executive-greg-foran-as-ceo-to-lead-the-grocery-giant-through-intensifying-competition/

So Fink turns Fortune Brands upside down, stock tanks, and he is rewarded by going to a company with a higher valuation and higher CEO wages. He was transplanted like a Catholic Priest, lol. In the words of George Carlin, it truly is a big club and we ain't in it....be on the lookout for more rifs....

https://money.usnews.com/investing/news/articles/2026-02-13/bofa-ceo-brian-moynihans-pay-rises-to-41-million

… to say goodbye to a once great American icon, a Verb, a company once known as the pinnacle of innovation and success.

We recognise the lies, deceit, outright greed of the CEO and his SLT, their incompetence has no bounds, no reason, no ethics, no morals.

They treat their staff as collateral damage, every extra month for his team is another bloated pay check, every quarter another stock reward.

To everyone in our company, we need to rebel, we need to bring them to account.

Down tools and have out very own General Strike. They can’t sack us all.

CVS Health CEO David Joyner received $17.8M in total 2024

Tilak Mandadi earned over $11.36 million in total compensation for 2024, driven largely by stock awards.

This is capitalism on steroids. Thanks America!!! People are being laid off and CEO is being rewarded as if she found crypton!! What a world we live in. No CEO should make more than 30 times of average FTE salary!!

It’d be a pipe dream to think the Board of Directors would boot SK with another dismal year on tap for 2026 and replace him with a non-Japanese executive, but…

If you could nominate someone outside of CUSA to replace SK, who would you choose?

This company needs fresh perspectives and true leaders who can thrive in challenging markets.

…….and for that reason Steve, 👉🏻 YOU’RE FIRED

Thank you, AI - I missed this somehow.

Omar Abbosh's £13m "golden hello" (announced Sept 2023):
A massive one-time buyout package in cash + restricted shares to compensate for what he "lost" leaving Microsoft. On top of his £1m base salary, up to £3m annual bonus, and huge LTIP grants. Pearson's own announcement framed it as "consistent with the 2023 remuneration policy" shareholders approved earlier that year—despite nearly half rejecting the prior CEO's package. Shares dropped ~5% on the news, and outlets like Reuters called it "baiting shareholders" while the company was still restructuring.

Severance policy gutted in 2023: Right around the same time (mid-2023, effective June 15 for some legacy plans like the old National Computer Systems severance), they terminated standard US severance benefits. Hit hard during layoffs—e.g., the former Pearson Online Learning Services (POLS)/Boundless Learning unit axed roughly half its staff in Aug 2023 with zero severance, no PTO payout, abrupt access cutoffs. Long-timers got nothing. Execs acknowledged in town halls that changes (like losing Maryville University contracts) were planned for months, yet rank-and-file got the short end while the new CEO rolls in with kingly compensation.

It's textbook "rules for thee, not for me"—workers lose protections and get zilch during cuts, but the C-suite gets multi-million welcomes to "lead the transformation."