#layoffs

Any insight regarding Housecalls layoffs? After the meeting in January, I’m still nervous about being fired at any moment but work seems good and my county assignments are mapped until until September. We have even been given incentive visit information.

Weird to layoff people before the long weekend, that too on a Thursday. Usually layoffs are scheduled for paycheck day. Heard there were more than 100 people laid off today

I wonder if people that post are misusing “layoff” and “termination” because the way people are writing, it sounds like we are back two years ago, where everybody was getting laid off and expecting huge severance packages, which I don’t think is the case anymore. I think layoffs with big severance packages are things in the past… But I could be wrong.

JH laid off the few remaining US Retirement service reps (S/CAR role) in the Toronto & Halifax offices today. Jobs are gone to the Philippines. No more reps in Canada in this department . Sad day for this CANADIAN company.

Layoffs will be over when he gets replaced by the guy from the club...if you know what I mean. Until then layoffs every three months.

Has Al increased the probability for layoffs at Oxy?

Meta management was so professional in reducing workforce.

Direct RIFs. No Cognizant kind of gimmicks.

Immediate termination. No KT required.

FIS management is playing games with employees.. some given severance, some transferred to Cognizant to be eventually riffed.

Some Senior Managers were laid off today.

They are cutting deep, one deserved to go.

Were there more Infosec layoffs?

What is left of Infosec?

We all hoped we'd be safe until next week. I guess we never really are.

This is interesting - its on Oracles board

https://www.thelayoff.com/post/@OP+1ks61db2q

@OP+1ks61db2q

Not directly connected to Oracle but many companies in the industry are going this way. The world has changed this year…
—-
ZEB EVANS (CEO - ClickUp)

Today we reduced headcount by 22%. The business is the strongest it's ever been. So I think it's important to be direct about what I'm seeing and why.

First, I made this decision and I own it. I did it because the way to operate at the highest level of productivity is changing, and to win the future, ClickUp needs to change with it.

Second, this wasn't about cutting costs. Most savings from this change will flow directly back into the people who stay. We'll be introducing million-dollar salary bands. If you create outsized impact using AI, you'll be paid outside of traditional bands.

Most importantly, I have the deepest gratitude for those affected. We're doing this from a position of strength specifically so we can take care of people properly. Everyone affected receives a package aimed at honoring their contributions and easing the transition.

I only see two options: wait for this to play out gradually in the market or be honest about what I'm seeing and act proactively.

THE 100X ORGANIZATION
The primary change is that we're restructuring around what I call 100x org. The goal is 100x output. The roles required to build at the highest level are fundamentally different than they were a year ago.

Incremental improvements to existing systems won't get us there. We need new ones. That means creating enough disruption to rebuild rather than iterate on what's already broken.

The common narrative is that AI makes everyone more productive. It doesn't. Many of the workflows of today, if left unchanged, create bottlenecks in AI systems.

These roles will evolve. But waiting for that to happen naturally means falling behind now.

The 100x org is actually heavily dependent on people - infinitely more than today. This is only possible with 10x people that have embraced and adopted new ways of working.

THE BUILDERS, AGENT MANAGERS, AND FRONT-LINERS

— THE BUILDERS: 10X ENGINEERS
I don't think most companies have internalized what's actually happening with AI in engineering. The common narrative is that AI makes all engineers more productive. That may be true in isolation, but at an organization level - that is the farthest thing from reality.

Here's what we've validated recently at ClickUp: the great engineers, the ones who can orchestrate, architect, and review, are becoming 100x engineers. They're not writing code. They're directing agents that write code. The skill is judgment.

AI makes the best engineers wildly more productive, and everyone else using AI slows these engineers down.
Think about it - the bottlenecks are (1) orchestration - telling AI what to do, and (2) reviewing - what AI did. Everything is leapfrogged and no longer needed.
So who do you want orchestrating and reviewing code?

And how do you want your best engineers to spend their time?

If your best engineers are spending time reviewing other people's code, then this is inherently an inefficient bottleneck. These engineers can review their agent's code much faster than reviewing human code.

The new world is about enabling your 10x engineers to become 100x.

The wrong strategy is to push every engineer to use infinite tokens. Companies doing this are celebrating 500% more pull requests. But customer outcomes don't match the volume of code being generated.

I call this the great reckoning of AI coding, and every company will face this soon if not already.

More code is just another bottleneck to the best engineers, and ultimately to your company's impact as well.

— THE BUILDERS: 10X PRODUCT MANAGERS
Product management and design roles are merging.

Designers that have customer focus, become more like product managers.

And product managers that have intuition for UX become more like designers.

The bottleneck of user research is gone. It takes us just one mention of an agent to kickoff research and analyze results.

The bottleneck of product design iteration is also gone. The product builder iterates on their own, along with agents and skills that ensure alignment with quality and strategy.

Also controversial today - I believe that the wrong strategy is to have your PMs shipping code - that just introduces another bottleneck that the best engineers will waste their time on.

To be clear, PMs should be coding but they should do this in a playground to iterate, validate, and scope. That code should not go to production.

Everything outside of managing systems, orchestrating AI, and reviewing output becomes a bottleneck.
That's why the other roles that are critical along with these are the systems managers (to reduce bottlenecks) along with a bottleneck you can't replace - customer meeting time.

— THE SYSTEM MANAGERS
Ironically, the people that automate their jobs with AI will always have a job. They become owners of the AI systems - agent managers. We have many examples of these people at ClickUp.

The underlying systems in which we operate are absolutely critical to get right. I think most companies are delusional to think they can iterate on existing systems and compete in this new world.

You must create enough disruption so that old systems are deprecated entirely. If there's any definition for 'AI native' that's what it is.

— THE FRONT-LINERS
In a world that will become saturated with AI communication, the human touch will matter more than anything to customers.

This is a bottleneck that you shouldn't replace - even when agents are high enough quality to do video meetings.

One-on-one meeting time with customers is something that shouldn't be automated. The systems around the meetings should be - so that front-liners spend nearly 100% of their time with customers.

REWARDING 100X IMPACT
In a world where companies are able to do so much more with less, where does that excess money go?
In our case, much of the savings in this new operating model will flow directly back to those that enabled it.

We must reward people that create productivity accordingly. This aligns incentives on both sides. Plus, in a world where your best people create 100x impact, you can't afford to lose them.

You should aim to retain these employees for decades. The context they have and their ability to efficiently orchestrate and review will be nearly impossible to replace.

Compensation bands of today should be thrown out the door. We're introducing $1 million cash/year salary bands with a path available to nearly everyone in the company if they produce 100x impact by creating or managing AI systems.

THE FUTURE
Nearly every company will make changes like these. The ones that do it proactively will define what comes next.

The future is not fewer people. It's different work, new roles, and better rewards for those who embrace it. We're already seeing entirely new roles emerge, like Agent Managers, that didn't exist a year ago.

ClickUp is positioning to lead this shift, not just internally, but for our customers too. I've never been more certain about where we're headed.

https://x.com/dj_curfew/status/2057522382315929802

Chime in below. Also, I would not be surprised if someone was to set up a prediction market on Kalshi or PolyMarket for things like this. But then, HR or Management would have an upper hand and would always win (just like they do in the real life but that's a separate topic). So, this thread is my prediction market.

Billings Montana laid off several nurses, medical assistants and a few providers. They stated they were restructuring and removing some positions.

No point in investing in this place. Look at who they cut - nobody is safe, and hard work clearly doesn't matter.

If we're moving into a phase of quiet, ongoing cuts, that's going to be even more stressful. I can't live every day wondering when the axe drops.

Everyone is watching the layoffs but only some are paying attention to the real issue -hiring has slowed dramatically...

The headlines make it sound like AI is eliminating jobs overnight. The actual labor data tells a more tricky story. Layoffs are still relatively close to pre-pandemic norms. What has changed is that companies are hiring less aggressively, which makes it much harder for people entering the market, changing jobs, or recovering from layoffs.

There is also a growing amount of what even industry leaders are calling “AI washing” - companies attributing cuts to AI when the underlying causes may include overhiring, cost pressure, restructuring, or shareholder expectations.

That does not mean AI is not changing work. It clearly is. But the broader employment picture right now looks more like a low-hire, low-fire environment than a mass AI replacement event.

The practical takeaway for companies and employees is probably this: focus less on the headline layoffs and more on adaptability, skill alignment, and where actual hiring demand still exists.

Source: Washington Post article on the current labor market and AI-related layoffs.
https://finance.yahoo.com/economy/articles/what-layoffs-hide-about-the-real-problem-with-the-job-market-105409943.html

Sounds like it's everywhere. Has any area been spared?

Well? Were they told?

Comment on how you feel being isolated, while others wait their turn for next round. This happens every round, laid off employees dropped off the bus, while ELT preaches Cisco impressive leadership, AI prowess and caring for employees.

Parkhurst Dining will permanently cease its operations at Bridgewater College. This closure will result in the layoff of 65 employees. The company's contract with the college was not renewed for the upcoming academic year. Positions impacted include cooks, baristas, and supervisors. All affected employees will be permanently laid off by July 1.

Bridgewater, Virginia

https://virginiabusiness.com/parkhurst-to-shut-down-operations-at-bridgewater-college-laying-off-65/

Given recent townhall. The idea of shifting from engineers and managers to AI Builders as a blanket term to cover both engineering and managers as one. How are others feeling about this? Shifting team sizes to teams of 2-4 with a goal of trying to get code to production in 5 days. Does anyone else think it’s problematic? Team size changes meaning more layoffs to come? Anyone feeling as if there is a big disconnect from what upper management envisions and what goes on a day to day? Do we see quality control dropping and heavier workloads that will be “solved” because of AI? Anyone feeling let down by leadership?

Acrisure is laying off 2,250 employees. The layoffs reduce the company's workforce by 11%. CEO Greg Williams announced the cuts in a letter to employees. The decision is driven by advancements in artificial intelligence. Layoffs began Wednesday and will continue into next year.

https://www.fox17online.com/news/local-news/grand-rapids/acrisure-to-cut-2-250-jobs-amid-rise-in-artificial-intelligence

BT plans to cut at least 27,500 more jobs by 2030. This represents over a quarter of its current workforce. The company aims to reduce costs due to stagnant sales. BT already eliminated 8,500 positions in the past year. These reductions stem from fiber rollout completion and old technology retirement.

https://www.lightreading.com/fttx/bt-plans-mass-layoffs-after-cutting-8-500-jobs-in-last-year

Harvey laid off over half its Fire Department due to a fiscal crisis. This reduced daily staffing to as few as three firefighters per shift. The city now heavily relies on mutual aid from surrounding municipalities. Harvey has not reciprocated aid to these neighboring departments. Relying on mutual aid for daily operations presents a challenge for the system.

Harvey, Illinois

https://www.firerescue1.com/mutual-and-automatic-aid/ill-city-relies-heavily-on-mutual-aid-after-firefighter-layoffs

US applications for unemployment benefits decreased last week. Filings fell by 3,000 to 209,000 for the week ending May 16. This figure is lower than analysts' forecasts. Layoffs remain historically low despite ongoing economic uncertainties. Inflation and global conflicts contribute to market instability.

https://www.telegraphherald.com/magazine-websites/biztimes/ap_wire/article_db770c85-a417-580b-b5a2-1e952919bbbc.html

https://finance.yahoo.com/markets/stocks/articles/fiserv-prunes-non-core-assets-103900049.html

Cisco announced record revenue figures. The technology company also cut approximately 4,000 jobs on the same day. This decision quickly sparked public backlash. Critics argue the move prioritizes shareholders over workers. The timing raises concerns about AI-driven restructuring.

https://finance.yahoo.com/sectors/technology/articles/cisco-posts-record-revenue-4-214000754.html

Cisco | CSCO

Isn’t it unwise to be hiring summer interns while laying off experienced employees left and right? If we need to cut costs, shouldn’t we start with interns, who are a net drain on resources?

The purpose of an internship program is to build a pipeline to hire entry level workers. Are we really going to hire entry level workers? Isn’t AI going to do all the entry-level work? Even if we are going to hire entry level workers, is it necessary to recruit them prior to graduation? There are thousands of them desperate for jobs.

I feel sorry for students right now, but does it make sense to spend time and money on an internship program?

Intuit plans to eliminate approximately 3,000 jobs. This represents about 17% of its total workforce. The company is undergoing a broad restructuring effort. This effort aims to reduce complexity and accelerate AI integration. Two office locations, Reno and Woodland Hills, are also slated to close.

https://finance.yahoo.com/sectors/technology/articles/intuit-layoffs-3-000-jobs-142453143.html

Workers anticipate increased job stress. This stress is projected for the year 2026. Fears of potential layoffs contribute to this anxiety. The rise of artificial intelligence also plays a role. These concerns are impacting the workforce.

https://www.usatoday.com/videos/money/economy/2026/05/21/job-stress-surges-in-2026-as-workers-fear-layoffs-and-ai/90194523007/

Nice touch. Great empathy.
Announcing 4.000 people being fired, while wearing a 250.000$ Richard Mille watch

Anyone have any idea what MW and the Legend of Doom are cooking up next? Benefits are what they will come for next so what are they coming for? Anyone have any insider knowledge? When will the monster retire?

Are there more layoffs planned for EviCore before the strategic alternatives happen?

Anyone could share reasonable requests that could ask to amend/appeal the terms of the severance? Much thanks.

I found Robin Vince’s LinkedIn post last week… fascinating. He calls it a “full circle moment” with his Goldman buddy Lloyd Blankfein, yet it plays like another round of leadership cosplay. It might even be touching if BNY employees weren’t here describing a workplace stitched together with fear, offshoring, and corporate theater. Nothing says “excellence” like inviting a billionaire mentor to discuss humility lessons learned at Goldman while thousands of his BNY employees beg for clarity, stability, or even basic honesty.

Vince praises Blankfein’s lessons on uncertainty and values — meanwhile BNY’s workforce is drowning in ambiguity, morale is on life support, and “risk taking” mostly means gambling with people’s futures.

He talks about embedding values “every day,” yet avoids the very public concerns about layoffs, offshoring, collapsing trust, and a workforce treated like expendable inventory in a never-ending transformation cycle.

The real full circle moment won’t be a photo op with a retired Goldman titan. It’ll be when Vince realizes that inspirational quotes and curated leadership moments don’t fix morale, don’t slow attrition, and don’t rebuild credibility.

Fran faking her compassion and reading her statements tell you all you need to know about how much this C-Suite cares. Her and Mark sit in their posh million dollar homes and talk about cutting travel while they travel the world. The hypocrisy of this group is amazing as they continue to guard their stock price and protect their multi-million dollar payouts.

Best news of the year .. people officer is leaving not sure what her purpose was at bd other than fly and travel all over the world posing for pics and cutting ribbons and handing out lame awards must be nice. This woman was a nobody in Sumter plant somehow made her way up the ranks .. appease Tom and ur gold .. her replacement is another useless waste of space .. talent at BD is non existent and where it exists it’s not valued it’s eliminated to be outsourced or to bring in their buddies .. yup I said it and it’s the reality ..