#layoffs

Now I'm hoping for one. My workload is already piling up and it's just going to get worse. This job has nothing left for me anyway.

More stores will close, more people will go. Until there's nothing left to close and nobody left to fire.

Just focus on your work. We will make sure you will be fired at the right time. We will push you to complete work by March and June, etc., but you assume you are safe even when your peer is laid off. Be honest at your work even when your manager hides that you will be moved or laid off in the next few months and talks with you simply face to face, thinking he is making a fool of you and making you work. Still, just focus on your work and assume everything is fine around you till your manager says you are done.

You might think your group is safe. You might have been told the cuts are done. Don't believe it. Stay prepared. Getting blindsided is way worse than expecting it and being wrong.

Now convinced more than ever that the dysfunction is intentional to get you to quit. Don’t get fatigued. Make them fire you.

Seventy-two people are slated for cuts. A WARN has already been issued, with layoffs effective April 21. At least it gives those impacted some time to prepare. Wishing the best to everyone affected. The job market is not exactly easy right now.

https://www.tmj4.com/news/racine-county/microsoft-data-center-layoffs-leave-workers-stunned-after-relocating-for-tech-jobs

Am I the only one thinking about this? Is anyone else concerned we have to go into the office every single day… in time square…. After ellisons buddy Trump started a war with Iran….. commute in the busy subways to the office IN TIME SQUARE…. so now on top off thinking about layoffs survival I have to think about ACTUALLY surviving life just to get to work where I don’t actually have to sit in the office to do my job? Anyone else?

Days, weeks, months?

This is the "woman" who went MIA when her workforce was being gutted with 15,000 layoffs. Now she is holding up post it notes suggesting that employees should love their employer to make the company successful.

Are other employees so delusional they buy into this nonsense? Is she that far removed from reality? Is she still smoking the same stuff that made her think employees said they wanted to return to the office and stated that in their employee surveys?

Do these executives do this stuff and then meet to laugh at how gullible their employees are?

Anybody know if there's truth to the rumors about more cuts before March is over?

Had a solid four years going until leadership changed and suddenly I was out. Before tech I was a director at a global company. Now at mid 40s with twenty years experience and an MBA, I can't get anyone to call back. Two months and not even a single interview. I know that doesn't sound long but it stings differently when you've worked this hard your whole life only to be dismissed.

Every time there is a calendar invite from leadership, it feels ominous. Are we looking at another round of layoffs soon?

When did every week become potential-layoffs week? And why are we okay with it? Why are we just accepting it?

Even a month later, I'm not over it. They pushed me out at 59 after seven years of top performance reviews and max bonuses. Almost everyone I know who was let go is over fifty. Some were just a few years from retirement. I'm sick about it every single day. Let my situation be a warning. You cannot trust any of them.

I was talking to a friend the other day and he said he always knows layoffs are coming at his company because managers basically go missing for weeks and routine meetings get canceled. Do we have something that? Has anybody noticed any similar or different clear signs layoffs are coming at Verizon?

Hi,
My old Project Mgr was told Wednesday that his last day is 3/6. Anyone else hear any other rumblings?

How is Target hiring hundreds of external non guest facing roles after the reduction last year?

Watching leaders get promoted while experienced teams are laid off is hard enough.

Being spoken to with profanity by senior leadership during this time is unacceptable. The tone suggested a level of comfort—and untouchability—that should concern anyone who cares about culture.

If this is the new culture, it’s a serious step backward.

I’m just saying. I can’t be the only one.

I know that when someone gets laid off, they have a term date, typically two weeks after the date of layoff. So how does regular salary and severance payment works? Are these two weeks paid as regular salary or part of severance, and how long might it take for severance to get paid out.

Obviously, it's highly unlikely we lose any directors/managers/seniors if we have any layoffs on the horizon. How do they choose who to get rid of? Lowest paid?

Last minute townhall announcement on Friday for Monday at 8 am. Thoughts?

Layoffs were minimal and fairly non-existent this month which is not normal considering the previous 5 years. YAY! Well, Mavrick is officially rolling out in May and from what I've heard, a LARGE portion of those NDA workers are scheduled to be let go, along with a hefty amount in ISG/CSG and IT as well.

Obviously I don't know for fact here but, one of my sr directors mentioned this the other day in our 1x1 but pointed out that ISG/CSG and a good portion of MAV folks are planned to be let go. In his own words "it's gonna be bad."

Big changes in TA happening starting March. Is this going to lead to more layoffs? Looks like it's mostly about managers?

My heartfelt sympathies go out to everyone affected by the recent layoffs. I’ve followed this forum for a while, and the consensus is almost always to place 100% of the blame on management. While leadership holds the wheel, we need to have a candid conversation: a trajectory like this is rarely the fault of just one group.

The Reality of the Financials
If you look at the last 12 years of financial filings, the numbers are staggering. Until 2020, Sabre spent roughly $250M annually on software development. From 2020 onward, "Technology Expense" (payroll, support, and hosting) has hovered near $1 billion annually.

We have to ask: Where did that money go?

Was a decade of billion-dollar spending really just to "keep the lights on" or migrate to GCP?

Did we ever look at the P&L of the specific products we built?

Did our development efforts actually attract new revenue or lower operational costs?

It seems many of us grew comfortable with the pace, rarely questioning if our daily output contributed to a profit or a loss.

The "Knowledge Hoarding" Trap
There is a common sentiment that "critical knowledge" is being lost. But we should ask: What is the value of that knowledge if it couldn't save the company? If "legacy knowledge" contributed to a failure to grow, it should have been challenged years ago.

We see this in teams where individuals (such as in Connectivity) are perceived as reluctant to share information. When knowledge is used to protect a desk rather than drive growth, it becomes a liability. For example, if those with the "keys" to connectivity had been responsible for the P&L, would they have allowed millions of redundant, non-revenue-generating calls to hit our systems for a decade?

The AI Pivot vs. GDS Reality
The current pitch of becoming an "AI company" feels like a pivot to a buzzword. As a GDS—an automated aggregator—our interaction with the end-customers who actually benefit from AI-driven personalization is limited. In our current position, the impact of AI is likely to be minimal because the core business model isn't structured to leverage it.

Moving Forward
In some ways, those leaving now might be the lucky ones. You are heading into a market where "innovation" must drive key business indicators. In the real world, no one cares about a billion-dollar "Next Generation Platform" or complex CI/CD pipelines if those tools don't translate into tangible business benefits.

I am writing to express my urgent concerns regarding BlackRock's recent layoffs, which have disproportionately affected American workers while retaining H-1B employees in similar roles. This troubling trend not only raises ethical questions but also reflects a discriminatory approach to hiring that undermines the economic stability of American families, particularly in a time when youth unemployment is alarmingly high.
The H-1B visa program was designed to address genuine skill shortages in the U.S. labor market, allowing companies to hire foreign workers for specialized roles that cannot be filled by American talent. However, it appears that BlackRock is misusing this program by retaining H-1B employees in junior positions—roles that many qualified American professionals could fill with minimal training. This practice displaces American workers and raises serious concerns about BlackRock's commitment to fair hiring practices. When entire teams are predominantly composed of H-1B workers, it suggests a troubling reliance on foreign labor rather than a genuine effort to prioritize American talent.

Moreover, the implications of this hiring strategy extend beyond economic concerns to national security. Under China's 2017 National Intelligence Law, all Chinese citizens are required to assist in state intelligence work when called upon. This means that any employee from China could potentially be compelled to act as a spy, regardless of their role or intentions. This law creates a significant risk when foreign nationals, particularly those from China, are given access to sensitive financial data and infrastructure. There have been alarming instances of Chinese nationals engaging in espionage that directly impacts the financial sector. For example, in 2020, a Chinese national was charged with stealing trade secrets from a U.S. financial services firm, attempting to transfer sensitive information to a Chinese competitor. Such actions not only threaten the integrity of American businesses but also compromise our national security by potentially enabling foreign adversaries to undermine our financial systems.

The legal framework surrounding the H-1B program mandates that employers demonstrate they are not displacing American workers and that hiring H-1B employees will not adversely affect U.S. workers' wages or working conditions. When BlackRock lays off qualified American employees while retaining H-1B workers in similar roles, it raises serious questions about compliance with both the letter and spirit of the law. This practice undermines the intent of the H-1B program and poses significant risks to the integrity of our financial systems and national security.

I urge BlackRock to take immediate action to rectify this situation by reevaluating its hiring practices and prioritizing American talent. The current approach not only violates principles of fairness and equity but also jeopardizes the security of our nation. By replacing H-1B positions with qualified American workers, BlackRock can demonstrate its commitment to supporting the U.S. workforce and safeguarding our national interests.

By committing to hiring American workers, BlackRock can not only protect its own interests but also contribute to the broader goal of strengthening our nation's infrastructure and encouraging private investment. A workforce comprised of dedicated American talent fosters innovation, enhances trust in financial systems, and mitigates risks associated with foreign influence. This commitment can lead to a more stable and secure environment for investment, ultimately benefiting BlackRock's long-term objectives.

Prepare yourselves! Horizon, the sequel!

No hope, stripe is the top 1, due to their innovation , r n d, great work life balance, top notch salaries, fedex, also uses stripe, similarly toast took over clover, people still working here dont have talent to find jobs outside, and are ok with being slaves, getting no annual increments, spending 8 to 8 in the office, producing nothing but keeping the lights on, the legacy products need 10 people tl run them, no hopes, wonder how the vps, svps sleep at night working on such products and paying the slaves peanuts year after year! Jesus christ

Does anyone have reliable information on how many employees have been impacted by recent RIFs in the Tech organization?

Citibank (Citi) has filed WARN notices in New Jersey regarding layoffs affecting 141 employees in early 2026, with separations occurring between May 21 and June 14, 2026, as part of a broader restructuring and AI automation strategy. These cuts are part of a 10% global workforce reduction and follow previous workforce reductions.
Key Details for Citi 2026 NJ Layoffs:
Total Affected: 141 employees.
Locations: Primarily impacted in New Jersey, including positions in Jersey City.
Dates: Separations are scheduled for May 21, May 27, June 2, June 6, June 7, and June 14, 2026.

1. Voyix Software is terrible and might work in 5 years (20 more quarters or what you already know…RIF cycles.) AI driven software coding from actual BigTech software companies will beat anything Voyix attempts in 5 years. Software is the only strategy Jim Kelly and Board have for Voyix…that should should concern you.
2. Voyix has given up on hardware w/the ODM move. The company leadership and strategy is toward cr-ppy software (see above). No one is is focused on selling hardware and hence sales/revenue will continue to decline while competitors like Toast and Toshiba who really want to and are committed to be in the hardware business take market share.
3. Hardware and Desk Services - the actual heart of Voyix revenue and earnings is going to continue to decline as it did throughout all 2024 & 2025. No focus, priority, or investment is given to it in Voyix. Voyix hasn’t trained a service technician in its training centers in an entire year to save $.

I visited here last year when there was a reorg and am now on the outside, so wanted to leave a few things I learned.

• There are a lot of useless managers and just as many su-k-ups to match. Don’t expect them to ever do the right thing, they won’t.
• Constant rumors wrecked people’s mental health. Many people are just trying to hang on until X date. Don’t be one. Make a kicka$$ plan B, one that you look forward to.
• The layoff process and package will not be equitable. Don’t believe you will get what others got. And don’t think they will be kind.
• Loved the benefits, the mission and the customers. Made many great friends and don’t regret my time there. But life on the outside is way better than I expected, don’t be afraid to leave.

Good luck everyone!

so many roles (cdm, csp, ecsp, dcsp,pl, solution advisors, pmo,architects , cas etc.. so many people managers of inner circle with headcounts moved from different teams just maintain people managers.
no womder share price going down

I have not heard this addressed – – at least not in a long time; since then so much has happened… Is a person terminated for performance but on the spot and without notice … just, one day they’re working and the next day they’re flat out gone; or are they put on a PIP and if they fail the PIP, then they will be terminated. I’m not even going to ask if they need to have an IM or needs improvement since it seems a lot of people that had EX and Meets have been terminated… I don’t think rating has anything to do with it ..but pls feel free to correct/comment.