#hiring

Has anyone heard of when they might post new jobs? How has it been in the past when a layoff happens?

https://www.theguardian.com/business/2025/nov/24/northwestern-mutual-insurance-jobs-hiring

They keep cutting experienced staff only to bring in new people who take ages to get up to speed. What's the point?

We only have a handful of positions and it's been ridiculously hard to hire. Anyone else have this issue? We've hired 1 or 2 that never showed. People have the worst resumes if they have one at all and some don't want to work the weekend! Hellooooo - it's retail. BOH is about the cushiest schedule you can get! Days only and not past 5 pm in my store.
I used to think the 'no one wants to work' wasn't true but now I know differently!

Any job openings at T ? I have 8 years of experience in engineering. I keep hearing they are hiring construction workers but have not seen any jobs in engineering.

Something has changed in the past few weeks. Friends of mine laid off by Dell back in the spring are finally getting offers left and right. Just today three different friends called, two got offers, and one made it to a final round and they haven’t gotten to a final round in 6 months. All in, I now know of at least six people that got offers in the past few weeks. Not sure what’s going on, but I’ll take some positive news for once. Does anyone know what changed? Or is this just a weird streak of good luck for people I know?

There’s no way there was an increase in the number of new jobs created this past month or for November. Especially with all the layoffs. Maybe they are part time jobs!

Comments????

Is ATT or T-Mobile hiring ?

Does anyone know what is going to happen to the new grads that are supposed to start next Spring?

Repost this guy is right Ha ha no they are offering a nice severance package to a small few union with Many decades under their belts .Its targeted their ready.But over all they are hiring field techs like crazy .Most areas that didn’t have fios are being built out it’s a decade long project.The 5g for the cell sites along with the new focus on business fiber will keep field techs very busy.I would say if anything the only union side that they maybe look to offer reduce head count that will not get replaced would be inside people like clerks and such.Unfortunately for any desk paper person they will consider you management at will .They will always look for ways to faze that out ,but hands on jobs may not make millions but are very dependable in the need .Most of the new generation do not want to do anything hands on .Especially with work from home being dangled in front of them for clerical work.So replacement of our extremely Aged work force with years and years of background will not be as easy as you think

I was affected by the recent CMP layoff and have until Dec 15 to secure a new role within the company. I applied for a couple of positions already. What are my chances of getting an interview or being hired since I was part of the layoff?

Is “meet the team” the last step of internal hiring? What is the typical raise range for internal promotion?

Are any internal departments actively filling positions?

Roles span network engineering, customer service, retail operations, IT, and enterprise sales—skills highly transferable to other telecom, tech, and infrastructure firms.

The broader telecom job market in 2025 remains robust, fueled by 5G/6G expansions, fiber optic buildouts, and remote work demands, creating 3.8–4.6 million new jobs globally. U.S. telecom operators and vendors are hiring tens of thousands for network operations, field services, and support roles.

Companies Likely Hiring Verizon-Aligned Talent

Based on current 2025 job market trends, here are key companies actively recruiting for telecom-related positions. These firms value Verizon experience in areas like wireless infrastructure, customer support, and network management.

I’ve prioritized major players with open roles in engineering, sales, and operations, drawing from industry hiring data and job boards. Focus on updating your LinkedIn and resume to highlight transferable skills (e.g., 5G deployment, VoIP systems, or CRM tools) for faster applications.

AT&T

Largest U.S. telecom rival; aggressively expanding fiber and 5G networks, adding ~400,000 postpaid lines in Q3 2025. No major layoffs reported this year; hiring to offset retirements.

T-Mobile

Fast-growing carrier with 1M+ new lines in Q3 2025; focuses on affordable plans and 5G private networks. Actively recruits from competitors for enterprise and retail talent.

Comcast

Entering wireless aggressively via MVNOs; needs Verizon retail and broadband experts for store expansions and customer migration.

Charter/Spectrum

Recent $34.5B merger with Cox boosts hiring in cable-to-wireless transitions; targeting infrastructure roles amid store growth.

Crown Castle

Tower infrastructure giant; Verizon’s 5G partners often transition here for site acquisition and maintenance roles. High demand due to neutral-host 5G builds.

Ericsson

Global telecom equipment leader; hires for 5G/6G R&D and deployment. Verizon enterprise team cuts create direct pipeline.

Nokia

Similar to Ericsson; expanding U.S. private networks for ports/industry. Seeks ex-Verizon engineers for hardware/firmware roles.

Granite Telecom

Mid-sized provider of enterprise telecom solutions; partners with Verizon for resale. Hiring for growth in VoIP and cloud services.

TDS Telecom

Regional carrier focused on rural broadband; entry-to-mid-level hiring for field and sales, with strong benefits for ex-corporate roles.

Additional Tips for Landing a Role

• Timing: November–December hiring slows, but January 2026 ramps up. Apply now via LinkedIn (use “Open to Work” banner) and job sites like Indeed, ZipRecruiter, or Telecom-specific boards (e.g., FieldEngineer.com).

• Severance Leverage: Verizon’s packages include 60-day WARN notice, extended benefits, and outplacement services—use them for resume coaching and networking.

• Upskilling: Free resources like Coursera’s Google IT Support cert or CompTIA Network+ can bridge to high-demand areas like cybersecurity or AI in telecom.

• Networking: Join groups like “Telecom Professionals” on LinkedIn or Reddit’s r/telecom for insider leads. Former Verizon colleagues are already sharing opportunities in these spaces.

We're pulling in new grads left and right now, and that might be fine if the candidates were strong, but they're really not, and it makes the whole situation feel like a huge downgrade from when this place only hired top talent. With all the layoffs happening, it makes way more sense to bring back experienced people who already know the work or at least hire folks who actually understand what they're doing. Instead we're ending up with new hires who are completely lost and not remotely interested in learning, which helps no one and drags the rest of us down. At this point, a hiring freeze would probably be smarter than pretending this current approach is getting us anywhere.

I just received a list of new hires in my division at State Street and it appears that only 12.5% had Anglican names. Based upon the names, most of the new hires are Indians and Asians.

I am curious to see what will happen with the tighter H-1B policies.

How is it possible thar our organization added 4~5 headcount less than 12 months ago and we are now being told that layoffs are imminent. Makes no sense to me. You hire people to lay them off couple of months later.

https://www.reddit.com/r/economy/comments/1oxfmpa/900000_white_americans_have_lost_their_jobs_since/?rdt=45344

As f5 continues to sink we can turn this around. Go back to hiring people not on how they look but on what skills and vision they bring to the table. How John McAdam did it.

Lets go !!!

I started an AWS loop interview on the morning when 14,000 Amazon employees were laid off. My first question to the hiring manager was " How is your day going?" and the response was this is a terrible day to interview, you will need to reschedule with another hiring manager. I continue to the other scheduled interviews and was met with resentment, emotions and I did not get the job. I wrote this post to give other potential applicants a heads ups. Although, it's understandable that I would receive resentment and emotions on that morning when 14,000 employees were receiving text messages and emails stating they were impacted. However, beware that some of the resentment and emotion towards new applicants just might linger on for awhile.

There’s a corporate direction (at least under Jamie) to hire only in India. Any exceptions need to be approved by some board.

Yo Mike.... u see the falling stock and low quality output leading to client problems?

So one thing that can help to think about: Does anyone look at or investigate what looks like obvious nepotistic promotion and hiring patterns?

Why are there so many teams 90 to 95 percent or more Indian in India or Indian last name when every US based office has max 5 percent Indian population in a US based company?

Why trying to force people not Indian out of the company with politics all the time? It is interesting optics at the least. How can anyone even feel like a part of a company when you see that going on without the specific last names.

You for sure telling us there's no illegal bias or this is just from merit? I'm not speaking of good employees of certain background. I worked at many tech places, but never seen anything similar.

The careers page shows 2,000+ openings. I tossed in apps for a few Manager/Director roles and… crickets. What’s going on—are you all even active? It feels eerily quiet over there.

My boss told me, and I quote, “to fill specific roles that support the company’s changing needs.” The funny thing is, most of the openings I see aren’t new or tied to AI. They’re the same roles that were just emptied out by layoffs in the past few months. Go figure.

They’re laying off the recruiters.

And if you’re not a recruiter like me and you’re not living and breathing on LinkedIn, you’re probably not seeing this.

But the majority of people that I’m seeing recently laid off are the recruiters. And you know what that means? That means they’re not hiring. We’re not hiring.

And they are going to tell you that it’s because this work is being replaced by AI. But we are not there yet, not collectively.

We still need recruiters and they’re being laid off in massive numbers. And I have not seen this since 2008 when things were really bad.

They are not hiring. They are firing recruiters. That is a very bad sign.

Bye.

84 currently posted

Here is the complete list of advertised and filled roles:

1 2D Digital Engineer - SPI
2 2D Digital Engineer - SPPID
3 3D Digital Engineer
4 3D Modeling Engineer
5 Administrative Assistant
6 Air Permitting Specialist
7 API Software Developer
8 Automation Systems and Instrumentation Lead
9 Automation Systems Engineer
10 Backend Developer- Benchmarking, Target Setting & Performance
11 Benchmarking Analyst- Downstream, Midstream, Chemicals
12 Benchmarking Analyst- Upstream
13 Brownfield Project Engineer
14 Business Analyst – Operations Performance
15 Business Continuity Specialist
16 Carbonate Stratigraphy Technical Geologist
17 Chemical Inventory Specialist - MFG
18 Chevron Engineering Standards Engineer
19 Chief Executive Officer
20 Cloud Engineer - Data Hosting
21 Cloud Engineer – HPC Compute
22 Cloud Engineer - HPC Workstations
23 Cloud Engineer - Identity
24 Cloud Engineer - Operating Systems
25 Cloud Engineer - OT
26 Communications Advisor
27 Computerized Maintenance Management System Data Administrator
28 Computerized Maintenance Management System Lead
29 Control Systems Engineer
30 Core Maintenance Planner - Electrical
31 Core Maintenance Planner - Instrumentation
32 Core Maintenance Planner - Mechanical
33 Core Maintenance Planning Lead
34 Core Maintenance Planning Team Lead
35 Core Maintenance Scheduler
36 Cost Engineer
37 Cost Engineer - Benchmarking
38 Cost Engineer - Business Plan Coordinator
39 Cost Engineering Lead
40 Cost Engineering Services Lead
41 CSME Design Engineer
42 CSME Design Lead
43 Data Engineer
44 Decision Analysis Consultant
45 Design Assurance Engineer
46 Digital Product Owner
47 Digital Specialist (Audit and Assurance)
48 Digital Twin Deployment Advisor
49 Document Controller
50 Drafter
51 Dynamic Simulation Engineer
52 Early Phase Design Engineer
53 Electrical Engineer
54 Emergency Management Specialist
55 Engine Data Leader
56 ENGINE Digital Platform Operations Leader
57 Enterprise Performance & Executive Presentation Analyst
58 Enterprise Performance Insights Specialist
59 Environmental Compliance Data Technician
60 Environmental Reporting Analyst
61 Environmental Reporting Lead
62 Environmental/GHG Digital Specialist (S&T)
63 Equipment Controller
64 Equipment Lead
65 Estimating Analyst
66 Estimator
67 Facilities Engineer - Mechanical
68 Facilities Engineer – Mechanical
69 Facilities Engineering Lead - Static Equipment
70 Facilities Information Management Engineer
71 FE Advisor
72 Financial Analyst
73 Financial Controller
74 Financial Modelling & Analytics Specialist
75 Fire Protection Engineer
76 Fixed Equipment Engineering Lead
77 Fixed Equipment Inspection Lead
78 Fixed Equipment Inspectors
79 Fixed Equipment Integrity Engineer
80 Fixed Equipment Integrity Management Asset Integrity Coordinator
81 Fixed Equipment Integrity Management Technical Assistant
82 Fixed Equipment Team Lead
83 Flare and Relief Engineer
84 Front-end Technical Specialist - Benchmarking, Target Setting & Performance
85 Geomechanics and G&G Operations Specialist
86 Geomechanics Fracture Modeling Specialist
87 Geomechanics Specialist
88 Geospatial Analyst
89 Geospatial Solutions Developer
90 GHG reporting analyst
91 GHG Reporting Analyst (S&T)
92 GHG Reporting Lead
93 Hazard Communication Lead
94 Hazard Communication Specialist
95 HR Business Partner
96 HSE Digital Implementation Specialist
97 I&E Facility Engineer
98 I&E Facility Engineer (LNG)
99 IIOT Advisor
100 Instrument & Electrical Reliability Engineer
101 Instrument and Electrical Reliability Engineering Lead
102 Instrumentation and Control Project Support Engineer
103 Instrumentation and Electrical Facility Engineer
104 Instrumented Protective Systems Assessor (APPS)
105 Instrumented Protective Systems Engineer
106 Instrumented Protective Systems Engineer (APPS)
107 Integrated Operations Center (IOC) Engineer (S&T)
108 Integrated Operations Center (IOC) Systems Engineer (S&T)
109 Integrated Operations Center Support Lead
110 Integration Software Engineer
111 IT Technical Lead – Extranet, DNS, DHCP, IPAM and Load Balancing
112 IT Technical Lead - Process Control Network
113 IT Technical Manager - Application Reliability
114 IT Technical Manager - Database Operations
115 IT Workforce Enablement Lead
116 Lead API Developer
117 Lead Cloud Engineer
118 Lead Cloud Engineer - Connected Worker & XR Immersive Tech
119 Lead Cloud Engineer - Data Hosting
120 Lead Cloud Engineer - HPC
121 Lead Cloud Engineer - HPC Storage
122 Lead Cloud Engineer - Industrial Internet of Things - Connected Worker
123 Lead Cloud Engineer - Infrastructure as Code
124 Lead Cloud Engineer - Operating Systems
125 Lead Data Architect
126 Lead Data Engineer
127 Lead Data Scientist
128 Lead Integration Software Engineer
129 Lead IT Cybersecurity Engineer
130 Lead Network Automation Engineer
131 Lead Network Engineer - Access & Cloud
132 Lead Network Engineer - Connectivity
133 Lead Network Engineer - DDI & LB
134 Lead Network Engineer - Extranet
135 Lead Network Engineer - Industrial
136 Lead Network Engineer - Industrial Network
137 Lead Network Engineer - Process Network
138 Lead Network Engineer - RF
139 Lead OT Cybersecurity Engineer
140 Lead Risk Analyst
141 Lead Risk Analyst - OT
142 Lead Site Reliability Engineer
143 Lead Solution Architect
144 Lead Solution Architect - Mobility
145 Lead Solution Architect - SAP S/4 HANA Asset Management
146 Machinery Diagnostic and Condition Monitoring Engineer
147 Machinery Engineer
148 Machinery Engineer (MFG)
149 Machinery Engineers Lead (MFG)
150 Machinery Monitoring Engineer
151 Maintenace Scheduler - Leak Detection and Repair & Compliance (S&T)
152 Marine Terminals Engineer
153 Materials & Corrosion Engineer - Downstream
154 Materials & Corrosion Engineer - Upstream
155 Materials & Corrosion Lead
156 Materials Engineer - R&D
157 Mechanical Engineer - Heat Exchanger
158 Mechanical Engineer - Pressure Vessel
159 Metallurgist
160 Mooring Engineer
161 Naval Architect
162 Occupational Hygiene Lead
163 Occupational Hygienist
164 OE Reporting Lead
165 OE/ HSE reporting specialist
166 OE/HSE Reporting Specialist (EMC)
167 Offshore Structural Engineer
168 OT Emerging Technologies Solution Architect
169 Package Engineer
170 Permit Writer
171 Permit Writing Lead
172 Petroleum Systems Geochemist
173 Petrophysicist
174 Petrophysics Data Analyst
175 Petrophysics, Geomechanics, and G&G Operations Manager (Chevron ENGINE)
176 Pipeline Integrity Engineer
177 Planning Scheduling Analyst
178 Pore Pressure and Wellbore Geomechanics Specialist
179 Portfolio and NOJV Engineer
180 Process Applications and Data Analytics Engineer
181 Process Control and Simulation Lead
182 Process Controls Engineer
183 Process Controls Engineer - Alarm Management
184 Process Design Engineer
185 Process Design Engineering Lead
186 Process Engineer - Complex Processing Facilities
187 Process Engineer - Distillation and Separations
188 Process Engineer - LNG
189 Process Engineer - Lower Carbon
190 Process Engineer - Upstream
191 Process Engineering Lead
192 Process Monitoring and Optimization Engineer
193 Process Simulation Engineer
194 Product Manager - WE services
195 Product Owner
196 Production Engineer - Well Performance Optimization
197 Production Engineer Surveillance, Analysis and Optimization (SA&O)
198 Project Control Analyst
199 Project Controls Engineer
200 Project Engineer
201 Project Engineer - FoF
202 Quality Assurance Engineer
203 Quality Engineer
204 Quality Integrity Reliability and Robotics (QIR) Team Lead
205 Quantitative Risk Assessment Engineer
206 RBI Engineer
207 Reactor Design Engineer
208 Reactor Designer
209 Real Estate Information Management Specialist
210 Reliability Condition Monitoring and Rotating Equipment Team Lead
211 Reliability Engineer
212 Reserves and Reservoir Engineer
213 Reservoir Engineering and Simulation Development Engineer
214 Reservoir Modeling Digital Solutions Earth Scientist
215 Risk Manager
216 Risk Manager - OT
217 Robotics Engineer
218 Safety Specialist
219 Safety Specialist - Maintenance
220 Safety specialist - maintenance (ABU)
221 Safety Specialist - TAR
222 Safety specialist - TAR (ABU)
223 Safety Specialist - Tech Project
224 Safety Specialist - Tech Project (ABU)
225 Save for Later
226 SCM Business Manager
227 Scrum Master
228 Seismic Imaging/Processing Geophysicist
229 Senior Cloud Engineer
230 Senior Cloud Engineer - Connected Worker & XR Immersive Tech
231 Senior Cloud Engineer - Data Hosting
232 Senior Cloud Engineer - Edge Compute
233 Senior Cloud Engineer - High Performance Computing Storage
234 Senior Cloud Engineer - HPC
235 Senior Cloud Engineer - Identity
236 Senior Cloud Engineer - Operating Systems
237 Senior Cloud Engineer - OT
238 Senior Cyber Risk Assessor
239 Senior Data Architect
240 Senior Data Engineer
241 Senior Integration Software Engineer
242 Senior IT Cybersecurity Engineer
243 Senior Machine Learning Engineer
244 Senior Network Engineer
245 Senior Network Engineer - Connectivity
246 Senior Network Engineer - DDI & LB
247 Senior Network Engineer - Extranet
248 Senior Network Engineer - Industrial Network
249 Senior Network Engineer - PCN
250 Senior Network Engineer - RF
251 Senior Network Engineer - Telephony
252 Senior OT Cybersecurity Engineer
253 Senior Robotics Engineer
254 Senior Simulation Engineer
255 Senior Site Reliability Engineer- Automation
256 Senior Solution Architect
257 Senior Subsea Pipeline Engineer
258 Senior Subsea Surveyor
259 Simulation Engineer
260 Software Developer - HPC
261 Solution Architect - DDIandLB
262 Sr. Cost Engineer
263 Sr. Wells Engineer
264 Standard Designs Engineer
265 Structural Geologist
266 Subsea Controls Engineer
267 Subsea Engineer – Innovation
268 Subsea Engineering Lead
269 Subsea Hardware Engineer
270 Subsea Pipeline Engineer
271 Subsea Reliability Engineer
272 Subsurface AI Specialist
273 Subsurface Data Management Specialist
274 Subsurface Digital Specialist
275 Subsurface Reliability Engineer
276 Subsurface Workflow Specialist
277 Tax Manager
278 Technical Geophysicist
279 Technical Lead
280 Technical Lead - Cross Product
281 Technical Lead - Desktop and mobility
282 Technical Lead - Emerging Technologies
283 Technical Lead - HPC
284 Technical Lead - LCDD Air GHG
285 Technical Lead - Messaging and Scheduling
286 Technical Lead - Operational Technology
287 Technical Lead - Subsurface
288 Technical Lead - Wells OT Support
289 Technical Lead: Benchmarking & Performance
290 Technical Service Engineer
291 Technical Services Manager
292 Technical Writer
293 Technology Lead
294 Testing Lead - SAP
295 Turnaround Cost Estimator
296 Turn-around Cost Estimator
297 Turnaround Cost, Planning and Scheduling SME (APPS)
298 Turnaround Digital SME
299 Turnaround Planner
300 Turnaround Planner (S&T)
301 Turnaround Scheduler
302 Turnaround Scheduler (S&T)
303 Waste Specialist
304 Wells Engineer
305 Workforce Safety Lead

PEGATRON is one of the chain suppliers for Dell and Apple and Samsung.

PEGATRON Corporation, a leading global provider of AI computing services, has acquired a 168,784-square-foot facility in Georgetown, Texas, marking its first manufacturing site in the United States. This development underscores Texas's prominence in tech and AI industries, with PEGATRON’s investment bolstering the state’s growing tech infrastructure.

The company, based in Taiwan, specializes in the design, manufacturing, and service of a variety of electronic products, including notebooks, smartphones, game consoles, and smart home devices. The new Georgetown facility will help PEGATRON better serve its U.S. customers with improved solutions and services.

The project was made possible through collaborative efforts by the City of Georgetown, Williamson County, Opportunity Austin, the Texas Economic Development & Tourism Office, and the Austin Regional Manufacturing Association. PEGATRON plans to invest at least $35 million in the facility and hire hundreds of employees, with an initial goal of hiring 100 within the first three years.

The facility, located at 610 Blue Springs Blvd., is set to begin construction by the end of 2025. Local leaders, including Georgetown Mayor Josh Schroeder and Williamson County Judge Steve Snell, have expressed enthusiasm over the long-term economic impact, particularly in terms of job creation and growth in the region’s high-tech manufacturing sector.

The project also involves performance-based economic development agreements, which will be reviewed by local officials to ensure the commitment to capital investments and job creation is met.

https://www.wilcotx.gov/CivicAlerts.aspx?AID=698

An increasing number of Taiwanese companies are establishing a presence in Austin-area suburbs like Hutto, Taylor, and Georgetown. As more foreign companies invest in the U.S. tech sector for its strong economic fundamentals, some, like MD, are hiring foreign workers to slash down costs.

That's pretty rich given they've kicked so many of deep experience employees to the curb since Hackett decided you didn't need any automotive experience to design and build vehicles. Fast forward, quality is in the tank and NOW they are seeking experience.
https://shorturl.at/w2xd5

Out with the old in with the new?
https://www.msn.com/en-us/money/careersandeducation/ibm-s-ceo-admits-gen-z-s-hiring-nightmare-is-real-but-after-promising-to-hire-more-grads-he-s-laying-off-thousands-of-workers/ar-AA1PRWW6?ocid=BingNewsSerp

We are interviewing at least 3 current Belk planners and buyers at my new company and that's just for open positions on my team hahhahahaaha.

They are losing so much talent and I am here for it. FAFO

Quite possibly the worst run school division in America. Gutless leaders who have no concept of how to support the sanctity of the learning environment. Their policy is to literally sacrifice the all for one.

Teacher support and retention is negligible. To make matters worse, their compensation is about 10% lower than it’s surrounding school divisions.

Just look at all the openings on their website. Mess beyond belief. STAY AWAY!

New hires are coming in at 65k…

Just post this here so people think we aren’t going to lay off anymore.

How many of these CN deadbeats will Vena hire?

My team is in LTD. We are hiring but only for college grads in India. The hiring process is also very different from how we conducted our previous hiring. Previously we would rarely ever get to hire and when we did we were only able to get 1-2 recs at a time. For each interview we had a rigorous process with multiple rounds and multiple sessions. The scheduling and criteria for the hiring were determined entirely by our team. This would take months to years for us to find someone to hire. And we only hired candidates that were physically in the U.S.

This time around they are using an expedited process where multiple teams are involved. Each teams has a hiring panel and we get 5 candidates per open position. The interviewing is scheduled by some staffing team and the interview is only one 30-45 minute session per candidate. The interviews are also conducted at times that align with Indian timezones. The whole hiring process is to be conducted in less than a month (Nov - Dec) with new hires to be onboarded in June 2026.

This whole process is completely different from our previous hiring process and seems very rushed. We were approached with this “opportunity” for additional resources and it was presented as a way to “meet demand for target groups”. When we asked why this whole process is expedited we were told we get the “opportunity” to pick these college grads before the regular window of hiring is open to other companies and teams. We were also told to be discrete about this entire thing.

With layoffs still going on this just leaves a bad taste in my mouth. It feels strange that it’s being rushed, that the whole process was not determined by our team, and that we were told to be secretive about it. We were also given more recs than people who were laid off from our group. It feels like we are being pushed to hire our replacements. Considering how all of the groups involved in this targeted hiring seem like software-centric teams, it feels like some corporate push to replace software engineers. Like they believe these new college grads could easily replace us especially now with the help of AI.

I’ve heard of other groups hiring overseas only to get let go the next year. Has this happened to anyone or is anyone else currently experiencing this in their teams?

I get so frustrated when I hear LBT say that one of his goals is to attract and retain top technical talent. At the same time, he runs on a hiring spree for his old friends for the top buck EVP positions, people who make no impact or difference whatsoever. Meanwhile, the actual engineers, architects and technical leaders from grades 7-10 are fleeing the company with no meaningful effort made to keep them. It's such a hypocrisy and a complete waste of money.

Shouldn't job preference be given to American workers first? The economy is struggling, and many young people can't find decent jobs. Yet, this administration is not enforcing any rule in the labor or immigration process to ensure that companies interview American workers before hiring others.

I would even bet h1b hiring will continue