#layoffs

Thanks Sprint. You are ki-ling another company.

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

What a f ing joke, Drum on a Town Hole says i know what everyone is asking about pay, so to get rid of the question, if applicable to you be paid sometime in March dont know dates speak with jenny ragger. Youll fall of your chair if you listen to the replay.

Wtf doesnt know dates not interested, knows employees have voted up the issue to the top.

Who gives a shiite about the new brand and AI pipedreams when you dont give a f about employees.

This company is now trying to b5ll its way as a AI outfit, good luck..

For the last 6 months, I've seen so many people getting fired and all very senior management too. Like just boss is not fired. 3 people above them got fired. And the whole team is now getting renamed and all that. The new people even don't know the product and capabilities.
Some people were really great leaders and they were like in BNY for 18 years and so.
I don't think they're firing people in lower level but feeling nervous.

There are postings I see this week of roles I know 100% were a pay grade higher which is now lower by one level.
So take away our bonus, lower 401, lower raise, more workload, less people and now downgrading roles.
Fu-k you optum.

Folks laughed at me when I warned my coworkers that FISV was a $60 stock dressed up as a $230 fantasy after the NYSE move. The signs were obvious: manipulated optics, a dying point-of-sale market, hemorrhaging top talent from core banking, and an obsession with squeezing every last accounting trick to fake financial health. Fast-forward to today, the lipstick finally wore off. I had hopes for Mike, but his decisions speak for themselves: he’s following accountants instead of customers, chasing short-term numbers instead of long-term stability. Infinite Group is nothing more than a payroll-tax dodge to inflate EBITDA, a temporary illusion that collapses once the tax tools run out. By 2026, they’ll have nothing left to hide behind. This stock is heading to $30. As someone from a family of attorneys, I’m stunned no employee has sued for blatant misclassification designed to dodge IRS obligations. It’s astonishing they’ve gotten away with it this long.

As for Ryan C, don’t insult your associates by stating forming strategic alliance with infinite for best practices. Heck, many don’t know who they work for and who their manager is just a sweat shop, as long as the timesheet is submitted by Friday.

Is anyone else out there also a survivor of SA from execs at Robert Half? happened to me twice — 2009 and 2020 — both times by direct bosses. told my current manager and she literally just replied asking for more Jo’s. Forbes top employer.

If there is a global financial reset like they are talking about, employed or not, we’re all in trouble. Half the economist don’t want to talk about it out of fear that it’d cause a panic sell of stocks, which in turn expedites it. The other half have been singing it from the rafters as a warning. IF it does happen, your dollar is worthless. Your paycheck regardless of amount will all be equal, the same value, nada. What concerns me is that economist all over the globe are worried about the same thing and are leaning more toward a “when” instead of an “if” it will happen. Thoughts?

Layoffs are now happening in the UK as the latest disaster to be of build and run teams is forced upon the UK business.
The patients are running this asylum.
SLT driving poorly thought out changes to hide the car crash that is onedev and pass blame down the food chain.

Not sure about others. Nothing says Happy Holidays like a pink slip...nice.

#iworkatdelluntilthestockstartstodip

Any thoughts on what the payout will be for 2025?
I can imagine that the targets are made more difficult for 2026 to save money
Also can foresee the end of the LTI and other non contractual benefits

Any updates regarding December lay offs at Freising site?

2 days into the ridiculous new Pepsi plan. 3 to go.
Hey, how are we going to hit plan next year. I’ve got an idea that I think is great. Announcement goes out on Monday about a Reorg. Then let’s fire 15 to 20% of our employees, doesn’t matter if they’re good or not. Then, make people wait up to 5 days to find out their future and offer them a take it or leave offer. Destroy moral and motivation to move the company forward.
What a great idea. That’s why they make the big bucks!

It looks like T-Mobile is also laying people off. Impacting managers and directors rather than ICs from what I can gather online but I have no direct knowledge.

It’s likely that the new CEOs at VZ and TMUS are engaged in a price war hence the cost cutting.

A good post from “Neo” in the Citrix Systems forum:

https://www.thelayoff.com/t/1kc3j9256

You work for wealthy people that invested 16 billion dollars to make a substantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

All the temp agencies workers will eventually be let go in the next 3 or 4 years........or earlier.

You work for wealthy people that invested 16 billion dollars to make a sustantial profit using whatever playbook is at hand. That's just business.

Clearly and contrary to the vision of the founders of Citrix, they are just interested in low effort approaches because they are efficient money wise. Making everything cheaper and simpler to manage in order to pursue a financial Eye Candy effect, for an eventual sale or a return to the public space, is an example.

There is no interest in keeping strong teams or long term plans for product innovation, its just paint. Layoffs are not personal (and not particular to these guys), they just don't care about keeping you because you are the negative term in their growth/profit equation. So they will minimize you (head count) with all the techniques available in the book (forced % of layoffs, silent firing, colleagues competition for forced rankings, internal divisions, fear, you name it)

So where are you positioned in this game? You are the exploited employee they (or any other company) will squeeze until the product is at visible risk. You will willingly accept recurrent extra loads of work, cause you are scared to loose you livelihood and you have no other choice. Also you are the next person to be laid off (its about when, not if) On the other hand you also have free will, knowledge and skills (don't buy into the AI BS, you are needed), and dignity.

Now, if you know the game, the players, and the rules, you would likely be better off using this platform also to bring ideas on what can be done to make it a bit more fair to you and your colleagues and to minimize irrational expoitation, unethical meassures, and everything else everyone has been posting here. (Never forget this is Corporate America, don't expect miracles)

Complaining, and spreading subjective fear (distict from useful info and heads up) will only work against you as that is the expected behavior.

There are problems, bring ideas to help solve or make them better.
After all, you were all hired for your problem solving skills and intelligence.
Use it!

PD: This post encourages fairness and ethics. Expect pushback, misleading statements, and attacks from some players in the comments section.

Contrary to popular belief, the layoffs did not start with the Sprint Merger, Covid, or change in leadership from John Leger to Mike Sievert. Instead, the demise of T-Mobile and subsequent layoffs started with the exedous of one employee. That employee was so regarded by Legere, Sievert, and the fellow C-Suite, that when DT came to town, they deferred to "them". All of the UC ideas, "them". Home Internet, "them". T-Mobile Tuesdays, "them" - the list is so long, say it with me, "them". That person is long gone - but the shell of "their" company - survives today. It is because of "them",
not Legere, not Sievert, not any of the active leadership, why any of us even have a job still - as without "them", we would have been bought my Marcelo in 2021, not vice-versa. To think we laid this MF off instead of promoting them to CEO....

From Reuters

Wells Fargo: severance likely to rise in fourth quarter
Bank will roll out AI gradually over the next year and beyond
More efficiencies to come from AI, CEO says
Dec 9 (Reuters) - Wells Fargo (WFC.N), opens new tab expects more cuts to its workforce and sees higher severance expenses in the current fourth quarter, CEO Charlie Scharf said on Tuesday, adding that artificial intelligence was set to change the way its business works.
"We have gone through the budgeting process, and even pre-artificial intelligence, we do expect to have less people as we go into next year," Scharf said on the sidelines of a Goldman Sachs financial services conference.

Heard some layoffs happened at SRO. What happened?

did the layoffs take place yet and how many were laid off ?

During a recent leadership call, T-Mobile’s new corporate team announced that major organizational changes would be implemented by mid-January. The message was delivered with an unusual emphasis on “emotional intelligence,” as leaders reminded employees to manage their feelings throughout the transition. To many on the call, this advice came across as tone-deaf—almost dismissive—especially given the real possibility that these changes could dramatically affect workers’ livelihoods at a time when the cost of living continues to rise.

For employees already feeling the strain of inflation, uncertainty, and demanding workloads, being told to focus on emotional intelligence felt like an indirect admission that little consideration was being given to their actual well-being. Several team members interpreted the message as a clear signal that T-Mobile’s leadership was more concerned with optics than with the human impact of their decisions.

Some employees openly expressed frustrations, stating that working for T-Mobile since the merger has “been the pits,” and that they no longer find joy or purpose in their roles. Morale, once a hallmark of the company’s culture, has eroded. What was once marketed as an energetic, people-first workplace has increasingly begun to feel, to many, like a corporate machine asking for more while giving less.

As January approaches, employees are left navigating an atmosphere of uncertainty—hoping for the best, but bracing for changes that may once again redefine not just their work, but their way of life.

Hoping Layoffs start back up again, 1st Quarter 2026 (March -April) timeframe.

I just got Met 1. Out of 7 on this week’s performance review and never had worse than 5 out of 7. The layoff is on.

From an HR contact - make no bjg purchases in the New Year. Many more positions to be eliminated starting end of January, continuing into February. You may get bonus as a part of your send off package. Engineering, maintenance, IT, LEGAL, HSE, ERR, Purchasing, and other administrative roles are in scope!

My manager got laid off, oddly he’s always appeared to be super busy too and billable 100%.

Just before Xmas.

Anyone on here thinking DXC care, they need the electric chair.

At this point, it’s pretty obvious what they’re doing: squeeze as much out of everyone as possible while shifting more work offshore and cutting whoever’s left stateside. They keep merging already overwhelmed teams and piling extra roles onto people who are barely keeping up as is. I doubt anything major will happen before January, but after that, it’s anyone’s guess. The trend is clear, though, and it isn’t good.

I’m over the whole “we’re one big family” nonsense Capone tr--s out every chance it gets. The minute trimming heads boosts numbers, whole groups vanish like they never mattered. The slogan is just a guilt trip to keep us quiet while they cash in. There’s nothing family-like about any of it.

I would welcome being laid off. I'd leave on my own if there were jobs available. Getting laid off with severance is the second best option. And I'm not the only one feeling this way, I know that for a fact.

Many ER Consultants in the Accommodations team were laid off today. Anyone emailing them is getting an auto reply saying, “One of my teammates will be contacting you soon regarding your open accommodations request.” Looks like a big cut hit that group.

My group took a hit today, and now I’m trying to figure out if those of us left standing are in the clear. I doubt they’d split cuts within the same team across multiple days, but no one has said anything official yet, so I’m guessing like everyone else.

I keep hearing rumors that the cuts hit older workers the hardest, and I’m trying to figure out whether that’s actually happening or if it’s just what I saw in my own circle. If you know someone who was part of the layoffs, a rough age range would help paint a clearer picture.

Dan Schulman's headcount cuts at PayPal, primarily in 2023 (around 2,000 employees) and 2024 (another 9% of workforce), were a strategic move for operational efficiency and cost reduction in a tough market, saving significant annual costs (estimated $260M+), but whether they fully "helped" is mixed, as the company continued restructuring and facing competition, with Schulman moving to Verizon.shortly after, indicating ongoing challenges in the sector.

Why the Cuts Happened:
Economic Headwinds: Fears of a global slowdown and inflation pressured tech companies, requiring adaptation.

Strategic Pivot: The cuts aimed to streamline operations, increase efficiency, and better compete with agile fintech rivals.

Cost Management: A major goal was to reduce expenses, with projected savings of hundreds of millions annually from the job cuts.
Impact & Outcome:

Short-Term Savings: The layoffs immediately reduced employee-related costs, with estimates suggesting significant annual savings.
Strategic Modernization: The restructuring aimed to modernize PayPal's platform, simplify processes, and improve scalability, but it was an ongoing effort.
Leadership Transition: Schulman stepped down as CEO in late 2023, leaving the company to continue adapting under new leadership, while he took on the CEO role at Verizon in 2025, implementing similar efficiency drives.
In essence, the cuts were a necessary cost-cutting measure to improve efficiency, but they reflect a broader industry shift, and their ultimate success is part of a longer-term story of PayPal's evolving market position.

Jan 30, 2023 — PayPal CEO Dan Schulman announced that the company is cutting 2,000 employees, or about 7% of its workforce.

Payments Dive
PayPal to cut 9% of workforce to bolster efficiency - Payments Dive
Jan 29, 2024 — PayPal to cut 9% of workforce to bolster efficiency

I’m always amazed by people who act untouchable while cuts are happening all around them. Part of me wishes I had that kind of confidence. The other part is relieved that I’m realistic enough to prepare instead of being blindsided.

Are we gonna have lay off on December12?

Mississauga HQ associates were asked to wfh Monday-Tuesday. So it's all over at the end of the day today?