#costcutting

Amazon has announced another round of 121 layoffs affecting workers in Washington state. These reductions span corporate roles in Bellevue and Seattle, as well as fulfillment positions at a Sumner warehouse. This latest filing adds to a significant number of job cuts the company has made since late 2025. The news comes as Amazon plans to significantly increase its capital expenditures, with a substantial portion dedicated to artificial intelligence infrastructure. This juxtaposition of job reductions and massive AI investment raises questions about the company's strategy.

Seattle, Washington

https://startupfortune.com/amazon-lays-off-121-more-washington-workers-as-its-ai-spending-hits-220-billion/

InvaGen Pharmaceuticals is laying off 205 employees across two New York facilities. The job cuts are scheduled to begin on November 27. This decision is part of a broader cost-reduction strategy by its parent company, Cipla. The layoffs are also influenced by economic pressures and supply chain realignments affecting generic dr-g manufacturers. Despite the layoffs, Cipla will continue its U.S. operations.

New York

https://whatnow.com/new-york/local-news/leading-pharmaceutical-company-to-lay-off-205-employees-across-two-new-york-facilities/

Its been somewhat quiet for a little while and there is no way MW and his cronies are done with us. Benefits cuts now? More layoffs? Record profits to them means more cuts needed for extra record breaking profit!

I was recently laid off from NBC Peacock along with our whole custmer service team in Orlando. We were told that the company wanted to save money and was moving our jobs to India. Just like that, we were all out of work. We spent years learning how things work, helping customers, and dealing with problems every day. We knew our jobs and worked hard to keep customers happy. Now none of that seems to matter because someone decided they could pay people overseas less money to do the same work. What makes me angry is that Peacock is part of a huge company that makes billions of dollars. I also read that Peacock finally started making a profit. So the company is doing better, but the people who helped it get there are losing their jobs. It just doesn't seem right.

I have nothing against the folks in India. They need jobs and have families to support just like we do here in the USA... But I don't understand why American companies keep getting rid of American workers to save money. We handled all kinds of customer problems, and some of them were not easy to fix. It takes time to learn these systems and understand what customers need. Now the company is handing that work over to another company and hoping everything will be fine. I've also been reading comments from people who say NBCUniversal is looking at using more AI to handle work. Management keeps saying AI is supposed to help employees, not replace them. But after seeing our entire team get laid off, it's hard to believe anything they say anymore.

The worst part is knowing that you can work hard, do everything they ask, and still lose your job because someone wants to cut costs. We weren't told that our work was bad. We were told the company could save money by sending our jobs overseas. That's a hard thing to accept when you have bills to pay and a family depending on you. I've heard that other departments at NBCUniversal have been losing people too, so I don't think this is only happening to customer service. I just wish companies would think about the people who work for them instead of only looking at how much money they can save. After everything we did for Peacock, I really expected better than this.

Walmart's extensive automation initiative is encountering difficulties with basic warehouse operations. New robots are failing to handle common items like dog food, turkeys, and cardboard boxes. The company is redesigning its packaging to accommodate the machines, which is increasing costs. Additionally, the robots experience frequent technical issues and breakdowns. Despite these challenges, Walmart anticipates eventual cost savings and increased efficiency.

https://nypost.com/2026/10/09/business/walmarts-multibillion-dollar-push-to-replace-workers-with-robots-hits-snags-on-dog-food-cardboard-boxes-report/

An online auction marketplace is closing its local warehouse. This closure will result in over 30 employees losing their jobs. Company leadership stated that the decision was made to improve operational efficiency. The marketplace is a significant online platform for auctions. This move impacts the local workforce.

Dayton, Ohio

https://www.bizjournals.com/dayton/news/2026/10/12/bidfta-edwin-c-moses-location-closure-32-layoffs.html

If they were the CEO of DoubleTree hotel, they would cut the cookies.

If they were the CEO of San Pellegrino, they would cut the foil top.

American Woodmark is eliminating assembly operations at its Gas City, Indiana, plant. This action will result in the permanent layoff of up to 207 employees. Finishing operations at the facility will continue. The company is undergoing a manufacturing network assessment as part of its integration strategy with MasterBrand. These changes are aimed at achieving significant cost synergies.

Gas City, Indiana

https://www.woodworkingnetwork.com/news/woodworking-industry-news/american-woodmark-cuts-assembly-operations-masterbrand-continues

It can't be only that they can be done remotely, since then most of us would already be out of work. So what is it?

Seriously, how does it make sense to pay roughly $110 billion for Warner Bros. Discovery when the company has been struggling financially for years?

WBD reported billions in net losses in 2023 and 2024. Yes, it returned to a profit in 2025, but that included a substantial gain from debt extinguishment. Meanwhile, traditional cable TV keeps declining, streaming is brutally competitive, and the combined company will have a mountain of debt to deal with.

The justification seems to be synergies, cost-cutting, and the value of HBO, Warner Bros., DC, and the content library. But those savings are projections, not guarantees.

So the strategy is to take two companies facing major challenges, combine them, load up on financing, and hope that cutting costs will somehow fix the underlying problems?

Maybe the IP is worth a fortune. But valuable franchises don't automatically translate into sustainable cash flow, especially when the business model is changing so rapidly.

And when the promised synergies arrive, how much of that will come from layoffs and restructuring?

Genuinely curious how people think this deal makes financial sense.

All the cutting in the world isn’t going to make up for the lack of innovation and lack of a coherent strategy to keep the ship from sinking. End of year layoffs are going to be the new normal unless the “new” management team comes up with better ideas than cost cutting to try to appease Wall Street.

Pepsi employees, how does it feel to be publicly scolded by your CEO? C-suite has the right plans, employees su-k. Ramon fires public warning about imminent restructure and cost (employee) cuts.

Have a great Friday and get to work!

Also, don’t forget you still have time to submit your OHS survey.

Following its acquisition of Warner Bros. Discovery, Skydance leadership has informed employees of impending layoffs. The integration of the two large entertainment companies necessitates difficult workforce decisions. Skydance aims to achieve significant cost savings within three years. Overlapping corporate functions are identified as key areas for efficiency improvements. The company has pledged to handle the layoff process thoughtfully and respectfully.

New York, NY

https://www.cartoonbrew.com/artist-rights/skydance-warner-bros-paramount-layoffs-267639.html

There are so many people that were hired in 2022-2025 for "risk and resiliency".

Seems like it was all just a hasty response to the 2022 bank crisis, where c-suite said here, go out and hire a bunch of people to make up some BS paperwork to make it seem like we're safe. Though, in reality, these "risk and resiliency" people do very little. All the regulatory paperwork already exists. Seems like "risk and resiliency" is the next "ESG" or "DEI", once management realizes they don't do a thing, it's a major cost center that is easy to cut.

I know in particular the entire "Capital Markets" (located within Asset Servicing) risk and resiliency team is already gone. From 5 people to zero in a matter of months.

These North America numbers are terrible as expected. How long can leadership be able to stay while we have no growth in our top market? Ramon gold CNBC the company will cut costs to pay for innovation and marketing investments. Maybe he should start at the top this time.

Everything seems to come back to reducing costs rather than improving the business. As a result, the many, many cuts are making it harder for teams to communicate and get anything done. It's all a big joke.

Wonder where we are supposed to find it? 🤔

What’s going to happen to this health care facility if the providers and old employees who know their job in their sleep gets laid off? Are they saving money yet? How much money does healthcare corporation needs?

I was annoyed when CH emphatically stated that the WCK footprint reduction was not about cutting costs. Yet the very next statement was telling us they overspend. I’m totally okay with LT telling us they need to cut costs. Every decision Shell makes should have money in mind, either long term or short term gain. I feel like LT is more worried about feelings than running the businesses and that underpins why we lag behind. Without Iran war, we’d be failing horribly. Total BS Emma said chemicals would be improved even without Iran. No Emma, taking ethylene and polymer capacities offline throughout ME region DOES mean we didn’t do this on our own. Our record throughput is not because we understand how to run plants overnight. We have no reason for hubris, all Iran war. But alas, doesn’t matter. Investors DGAF so long as WS keeps working towards sewing his golden parachute.

Financial Solutions interim leadership (Andrew Gelb and Srini Krish) are confirming what the Street has been whispering since Jana Partners’ letter hit: the $500 million Project Elevate savings target is dead. The activist is pushing hard for $1.25 billion by 2029 and wants Palantir brought in to accelerate the tech cleanup. New CEO Takis Georgakopoulos (the ex-JPMorgan payments guy who took over after Mike Lyons bolted for Truist) is already reviewing every cost center.

Expect the real bloodletting after the November 3 earnings. They’re looking hard at residual legacy ops, certain debit network remnants (Star/Accel chatter never really died), non-core Clover support layers, and parts of the old Financial Solutions stack that Dhivya Suryadevara left behind when she exited. Adam Rosman’s departure from the legal/admin side was just the first visible crack. Insiders say the next round won’t be another quiet 98-person New Jersey WARN notice—it’ll be bigger, faster, and uglier. Georgakopoulos is monetizing what he can, divesting what he can’t, and the margin pressure is real.

But here’s the part that doesn’t make the analyst notes.

In the closed-door strategy sessions last week, someone apparently brought shrimp. A lot of shrimp. One of the interim co-heads looked over and said something about the ocean running out. Nobody laughed. Then the conversation somehow drifted to whether Finxact could be pitched as a core ledger for two-sided marketplaces and also whether anyone had ever actually been to Akron. Someone mentioned flying there just to settle an old score. Another person started talking about life-support machines and coma wives. The whiteboard somehow ended up with “je-k store” written on it in three different colors.
By the time the meeting broke, the official action item was still “accelerate cost reductions and evaluate Palantir,” but the unofficial one—the one people keep repeating in the elevators—was simpler:
“Well, the je-k store called… and they’re running out of you.”
That’s the real Project Elevate status update. You’re welcome.

When companies claim AI is the reason for job cuts, HR must rigorously examine these assertions. The article highlights that AI is often cited alongside other reasons like cost-cutting and restructuring. HR should require clear evidence that specific tasks have been eliminated by technology before approving headcount reductions. This includes demonstrating how AI performs the work, what human oversight remains, and the expected business improvements. Furthermore, HR needs to ensure managers are equipped to lead redesigned workflows and that redeployment options are thoroughly explored before any positions are eliminated.

https://www.smartbrief.com/original/ai-layoffs-need-a-stronger-hr-evidence-standard

All these layoffs and all this money we need to save and wasting money on privacy days and eagle days. Get a grip save the money all these costs for travel. Priorities people

Hiring Freeze
Fixed Cost Reductions (Riff/Furloughs)
Layer Removals

Who knows what’s in store for the near future ?

We should fire him to save money

Nike is implementing further workforce reductions as part of its Pace restructuring program. This initiative aims to achieve approximately $2.5 billion in cumulative savings by fiscal year 2031. The company plans to streamline operations, reduce duplication, and reallocate resources to priority areas. While the exact number of affected roles has not been disclosed, leadership indicated changes to the workforce's size and structure. These layoffs are a component of a broader operating model overhaul designed to drive business turnaround.

https://anz.peoplemattersglobal.com/news/workforce-planning/nike-plans-further-layoffs-as-it-targets-dollar25bn-in-savings-52519

A simple first step would be to eliminate all executive roles in the HR function. That would result in around $25 million to $30 million in instant cost savings on an annualized basis.

Then follow this up with halving executive roles in the Corporate Headquarters. That would be another $25 to $30 million

In total, the company can save at least $50 million in cost with zero negative impact to its profits performance.

Exactly what @r4+1m35c1d6a said.

How many VPs , SVPs, Heads of This or That do we have working at Dell currently? How many of them are actually doing something useful?

The amount being spent on co-locations and flying remote employees in just to meet badge-swipe requirements has to be off the charts.
How does it make financial sense to let go of employees who were already local to an office, while retaining remote employees whose RTO compliance now requires additional travel and related expenses?
And then there’s leadership. The number of VPs and directors who remain remote while employees are being pushed into the office four days a week raises a pretty obvious question: why isn’t the same standard being applied consistently?
FHFA has been vocal about RTO and waste, fraud, and abuse. Maybe it’s worth looking a little closer to home. If reducing waste and improving accountability are truly the goals, start by examining the cost of these arrangements, the decisions that created them, and whether the RTO expectations being imposed on employees are also being applied to leadership. Sometimes the backyard needs cleaning before you start inspecting everyone else’s.

Brown University Health is implementing cost-saving measures due to significant financial pressures. The organization is offering voluntary buyouts to 200 non-clinical supervisors. Additionally, ten executive positions have been eliminated as part of a restructuring. These actions aim to strengthen the company's financial foundation. The hospital operator faces rising costs and increased uncompensated care.

Providence, RI

https://rhodeislandcurrent.com/2026/10/02/amid-bleak-financial-forecast-brown-health-announces-buyouts-executive-layoffs/

Which investor wants to make 2% when US Treasury pays 5% so obviously creditors would want their money back or waant higher interest. If they ask the business for money back then the business has to sell business assets. When variable interest rate goes up by 1%, businesses that make 2% can’t even pay 2% as profit because interest takes additional 1%.

To give the creditors 1 additional percent , the business has to cut costs. Cutting costs means difficult decisions like closing under performing stores, cancelling projects and even layoffs in already slim workforce.

Nike is implementing another round of cost-cutting measures, including job reductions, as the company faces declining sales and a weak outlook. Quarterly revenue fell by 4%, with significant drops in Nike Direct and digital sales. The sportswear giant is also restructuring its operations under a new plan called Pace, aiming for substantial savings by fiscal year 2031. Challenges persist in key markets like Greater China and with the Jordan Brand. The company's stock has seen a significant decrease over the past year, reflecting these ongoing business pressures.

https://www.indiatoday.in/business/story/nike-struggling-sales-decline-layoffs-china-weakness-turnaround-mbappe-left-3007988-2026-10-02

So I know that this is bigger than GT this time, much bigger, but the irony astounds me.

A whole costly office infrastructure process just to lay off probably 1/4 of the people who will be there. More if they plan to force all of GT to India. Put aside the morale issue, how on earth is this managing costs?

NBCUniversal is reducing its global streaming technology workforce by several hundred employees. These layoffs primarily affect engineering and quality assurance roles within the streaming division. While most impacted staff are at Sky, Comcast's European media entity, some US-based NBCUniversal employees will also be affected. This move comes as NBCUniversal prepares for a spin-off from Comcast and faces industry-wide cost-cutting pressures. The company stated these changes are intended to optimize structure and resources for future growth.

New York, New York

https://www.businessinsider.com/nbcuniversal-cuts-hundreds-global-streaming-tech-employees-sky-uk-peacock-2026-10

Nike is initiating a significant four-year restructuring plan aimed at achieving $2.5 billion in cost savings. This initiative, named "Pace," will involve trimming the company's size and reorganizing its global operations. Layoffs are expected to commence in calendar year 2027 as part of these efforts. The company's financial performance has been impacted by declining sales and strategic shifts. Nike aims to revitalize its business through these comprehensive changes.

https://www.sportico.com/business/commerce/2026/nike-earnings-revenue-stock-price-1234946372/

Has anyone else been told bank wide layoffs are possible in Q4 as part of Strategic Cost Management?

Is that the latest cost-cutting strategy?

Citigroup has implemented further job reductions across its US operations, impacting middle and back-office functions. These layoffs are part of a strategic initiative to enhance operational efficiency through automation and a multi-year transformation program. Affected departments include risk, compliance, and operations, with some roles being automated and others potentially offshored. The bank has reiterated its commitment to reducing its global headcount as part of its ongoing cost-discipline efforts. These workforce adjustments align with broader industry trends of leveraging technology for structural efficiency.

O'Fallon, Missouri

https://www.peoplematters.in/news/strategic-hr/automation-push-drives-fresh-citi-layoffs-across-middle-and-back-office-functions-52470

It seems like the same pattrn plays out at co after co. Head honchos spend heavily on the latest strategy, acquisition, transformation or tech, then a year or two later decides costs are too high and headcount needs to come down. Peons are told the cuts are necessary for efficiency, competitivness or shareholder value. Meanwhile exec comp keeps ballooning and the people who made the original decisions rarely suffer the consequences when those decisions don't work out. Maybe that's the real problem. The people deciding where to spend the money are often the same people deciding who pays the price when the spending doesnt produce the expected results.

Lowering personnel expenses has directly increases BNY's operating margin. Corporate severance expenses shrunk significantly from $240 million in 2024 down to $18 million in Q1 2026 and $6 million in Q2 2026. This aggressive reduction in internal structural overhead has cushioned net income even as active client transactions continue to stall.

Callaway Golf has announced significant layoffs impacting approximately 250 employees globally. This reduction represents about 12 percent of its total workforce. The company also revealed $52 million in cost-reduction initiatives. CEO Chip Brewer stated the changes were necessary for the company's future. Research and development roles were among the least affected by the workforce reduction.

Carlsbad, California

https://golfwrx.com/31834/golf-digest-exclusive-callaway-ceo-brewer-explains-cuts/