#offshoring

It looks like credentialing is also getting outsourced to India, can't wait to see how many regulatory and compliance issues this could create.

https://www.fiercehealthcare.com/payers/unitedhealthcare-cigna-centene-sign-certifyos-new-provider-credentialing-model

I'm a people leader and I'm being told by my SVP and EVP I must hire only from the GCC. I can't help but feel like this is some what discrimatory , shouldn't I be able to hire who is best for the job? Not just only from the GCC? So I'm being forced to hire from the GCC all while managers onshore that look like they came from the GCC only hires ppl that also reflect people from the GCC. What is happening?

1) Layoffs and restructuring
2) Send jobs to overseas and to contractors
3) closed the research lab
4) sold QP building
5) shutdown Norman wells
6) pushing to complete all major projects before 2027 end
........
Please continue if anything else needs to be added. I think all this is an indication of selling upstream asset. what's your thoughts on this?

I'm being told parts of my job is going to be sent overseas, for cheaper labor I assume. I suspect it won't be long before I too am replaced. I am going to refuse to train my replacement. What will happen to me?

We’re a bunch of developers working hard here, and today I found out that the upcoming related project was handed entirely over to the India team for development. Mind you, they already know that the India team uses a lot of AI, and we’ve had a bunch of bugs because of it. So now we’re basically left with nothing. Maybe we’re just waiting to get laid off?

People at executive level should be targeted due to poor performance and outages.

As a member of the dwindling on-shore technical staff, the most recent events have caused us so many headaches at the Global Operation Centre.

I have very little confidence in our off-shore tech staff and constantly have to bail them out of trouble. While most of them probably mean well, those staff lack real training, are paid a fraction (apparently around 10%) of what we are paid in Australia and most don't seem to have any pride or purpose in the work that they do. Many of them have told me privately that they would prefer to migrate to Australia so they can earn a better salary.

Instead of sending jobs overseas, the company should be employing more local school leavers.

I am hoping to be made redundant soon. I have maxed out my redundancy payout.

Basically confirming a lot of us will lose our jobs to India and GCC.

Her email said we need to manage our expenses as year end goals.

Expenses = layoffs of employees

Everyone ready for smiles week?

Rough month to schedule it, but the calendar invite had already gone out.

For the uninitiated: SMILES Week is when a large company that sells both chips and soda sends everyone a calendar invite to be happy. It's also the month a chunk of our jobs moved to a shared services center in India or Mexico and everyone left behind got a second job's worth of work to "absorb." The timing is either an accident or the funniest thing HR has ever done.

The agenda, roughly:

Monday: Gratitude Circle. Share one thing you're grateful for. I'm grateful my role wasn't in this batch. Yet.

Tuesday: "Doing More With Less" fireside chat. Less is the headcount. More is you.

Wednesday: Wellness Wednesday. Twenty minutes of guided breathing to prepare you for the twelve hours of work that showed up when your teammate got "transitioned." Chair yoga, because standing up looks too much like a walkout.

Thursday: Career Development Day. Big news: the beverage rep and the snack rep are becoming one person. Two P&Ls, two scorecards, two bosses, one paycheck. That's not a merged role, that's a hostage situation with a route sheet.

Friday: Free lunch. One bag of chips, 40% air. Also the target fill rate for open positions.
Closing note from leadership: "Our people are our greatest asset." Assets get depreciated. Please see the attached schedule.

Weekend Edition
SMILES Week officially runs Monday through Friday, which is the schedule of the people who planned it. The people it's about work seven days.

Saturday: Customer Obsession Day. Corporate is at brunch. The field is in a big-box backroom looking for a pallet the system says arrived Thursday. Our in-stock score is tracked to the decimal point and worked by a merchandiser we pay $20 an hour, hired Tuesday, who can make $22 with no weekends at the warehouse across the highway. We told him he's the face of the company. He asked if the face of the company gets mileage.

Saturday, 6:40 a.m. He quit by text. His route is still green on the dashboard, because the dashboard finds things out on Monday, same as his manager.

Sunday: Rest & Recharge Day. The email says rest. The store manager's text at 7:15 says the cooler is empty. That same store manager fills out our customer service survey. "On a scale of 1 to 10, how likely are you to recommend us?" He gave a 3. The rep who covered the route unpaid will be coached on that 3 during Monday's Gratitude Circle.

Weekend Bonus: #SmileSelfie Challenge. Post a photo of yourself smiling in an account. Winner gets a $25 gift card, the biggest raise anyone in the photo has seen since 2024. Pro tip: crop out the shelf.

Coverage note. We are a "One Team" culture. The team is currently one guy covering three routes, because the other two are open reqs HR paused for the transformation. He does not give a sh-t about the service score. It is the only rational position anyone in the company has taken all week.

The org is basically Game of Thrones now, except nobody wins the chair, the chair got outsourced, and the survivors get a lanyard that says SMILE.

Someone told me "smiles" is the longest word in English because there's a mile between the first S and the last one. It's also the distance between the all-hands deck and the org chart

Here is new proclamation
https://www.whitehouse.gov/fact-sheets/2026/09/fact-sheet-president-donald-j-trump-further-enhances-program-integrity-and-interagency-coordination-in-the-h-1b-visa-program/

Companies are pushing more offshoring using h-1b replacing American workers.

The Bleeding Starts With the Math
BNY associates aren’t imagining the hemorrhage — the offshoring cuts to Pune, Chennai, and Wroclaw are real and accelerating. And the wound is wide open because the math is brutal. A mid-level engineer in Pune earns $10–20K a year while the same role in NYC/NJ costs $110–150K+. Senior U.S. engineers can run $285K fully loaded, compared to $28–50/hr offshore. Data analysts are 80% cheaper, project managers 79%, customer support 94%.
With numbers like that, the Executive Committee doesn’t see people — it sees savings. And when leadership smells a 7–10x cost reduction, it smells blood in the water and bonuses in their pocket-lined gills.

Where the Bleeding Hits Hardest
Tech engineering, QA, reconciliations, onboarding, client ops, shared services — these job families are already losing blood fast. Under Robin Vince, the playbook is predictable: expand India and Poland, shift repeatable U.S. work offshore, backfill optics with visa hires and state college grads, then quietly “realign” experienced U.S. roles. The wound keeps widening because the wage gap keeps widening.

What Associates Can Do to Apply Pressure and Slow the Bleeding
These aren’t magic bullets — but they are the only levers that have ever moved banks to action.

1. Document the Operational Damage
Offshoring creates errors, delays, compliance gaps, and client escalations. Document them. Quantify them. Escalate them. Executives only respond when risk and client impact outweigh cost savings.
2. Push Issues Through Risk, Audit, and Compliance
These groups have veto power. If offshoring introduces control failures, missed SLAs, or regulatory exposure, file formal issues. Cost cutting collapses fast when regulators start sniffing around.
3. Use Employee Resource Groups & HR Channels Strategically
Not for “feelings.” For retention risk, skill loss, and operational continuity. Frame it as a business problem, not a morale problem.
4. Organize Cross Team Feedback
Executives ignore individuals. They don’t ignore coordinated feedback from multiple teams showing the same failures.
5. Update Your Resume — Quietly
The wage gap (India tech ~$10–20K vs. NYC/NJ ~$110–150K) isn’t going away. BNY’s direction is clear. Your career mobility should be too.

Wanted to voice a concern that’s outraging to many US posters and visitors on this site.

BNY’s headcount story under Robin Vince has been one long magic trick: shrink the U.S. workforce while making the numbers look stable. The trick works because BNY doesn’t just hire visa workers — it offshores U.S. jobs to India and Poland at a scale employees feel every day but leadership never says out loud.

Since Vince took over, BNY has quietly shifted thousands of U.S. roles offshore. Technology, operations, onboarding, reconciliations, custody support, QA, and analytics have all been moved to lower‑cost centers in Pune, Chennai, and Wroclaw. Entire teams disappear in the U.S., only to reappear offshore with the same job descriptions and half the labor cost. On paper, headcount looks “stable.” In reality, U.S. experience is being shredded and replaced with cheaper labor in global hubs.

Visa hiring fills the gaps left behind. BNY files hundreds of H‑1Bs a year, plus green‑card certifications and a steady stream of OPT/CPT hires. These roles — software developers, quants, testers, BI analysts — map almost perfectly to the U.S. jobs employees say are being eliminated. It’s not “onshoring.” It’s headcount laundering.

Then there’s the college‑hire pipeline. BNY scoops up local university grads to collect state and municipal tax incentives, padding the U.S. headcount just enough to claim “investment in local talent.” But these hires don’t replace the decades of experience being offshored — they simply mask the reductions.

So when leadership talks about modernization, transformation, or “building talent for the future,” employees know what it really means: fewer U.S. jobs, more offshore bodies, and a headcount chart engineered to look healthier than the workforce actually feels.

BNY isn’t transforming. It’s relocating the work, repackaging the numbers, and hoping nobody notices the U.S. workforce shrinking under all the glossy LinkedIn speeches.

I'm one of the folks who will lose their job in 90 days. I'm in Merchant Solutions in Credit Risk. Bunch of folks got hit in Risk Monitoring, Underwriting and HRHV.

We got asked to be in a meeting at 3pm with Tony O (he's below Lyndon). We were told that our jobs are being transferred to offshore because of a) want 18 hours of coverage and b) for lower pay. We're losing our jobs to to India. What bullsh-t.

We are getting severance, however they had the audacity to tell us that we cannot use too much PTO or our 15 days of WFH. I asked if we're getting unused PTO in our severance and was told "it's on a case by case basis"

Who else is impacted today?

Does anyone know how much this transformation has cost the company? And how many Americans lost their jobs to other countries?

Has anyone recently resigned, and if so, does anyone know how the bonus payout and 401(k) match schedule works for employees who leave during the year?

I’ve seen many posts here with mixed responses on whether employees who resign are eligible for their annual bonus and 401(k) contributions, so I’m trying to get some clarity based on actual experiences.

I’m currently the only employee based in the U.S., and it appears the call center & technology operations are moving offshore. I haven’t communicated any intention to leave, but I’d like to understand my options and what happens to earned benefits if someone decides to resign.

Also, does anyone have insight into the so-called 30-day notice period? Is that a company requirement, and how does it impact the final paycheck, bonus eligibility, or other benefits?

Cheap labor, offshore jobs, no bonuses — the whole corporate starter pack. The logic seems to be: ‘Hey, a dollar feeds someone for a day over there, so why pay more?’ Absolutely genius… if the goal is a race to the bottom. Don't forget security breaches in motherland.

Is there a chance of me being impacted by any layoffs? I’ve been on the team a little over two months and it took me forever to get in. I do feel that there is a lot of redundancy within my team and more folks from vendors being brought in on H1B, and already having a team in India.

I’m assuming I’d be sc--wed on any severance?

I never thought I'd be grateful to get cut, but that's pretty much how I felt when it happened. The constant changes, layoffs, and offshoring had me so stressed that even seeing a meeting pop up from my manager would make my stomach drop. I didn't realize how much the job was affecting me until I was finally out of it.

As I reflect on 9/11 I can’t help but think about how the executive class is destroying America with their greed.

I know all of us at Fiserv live under this persistent threat of a layoff looming over us, but I was wondering if there was anything in your immediate range where you thought you were going to get laid off and eventually did. What were the signs? Not enough work to do? Offshoring work? Lot of deconverted clients to sustain the business unit? Financial losses specific to the business unit? Etc. Or were any of you genuinely surprised you were targeted for the layoff.

Personally speaking I would not be surprised because there are many warning signs in close proximity to me but not just simply that Fiserv isn't doing well as a whole. Too much disruption and offshoring is what I've been seeing operationally.

Let’s start the conversation!

Upcoming topics??

1. RTO 5 days a week
2. ALL JOBS TO INDIA / PHILIPPINES. Good luck to you.
3. 4.

We all know FIS is moving some U.S. employees to Cognizant rather than directly laying them off, with those employees becoming Cognizant employees and continuing to perform work previously done for FIS. This is significant because Cognizant is currently under federal scrutiny involving H-1B visas and the potential displacement of American workers. There is currently no public evidence that FIS itself has been named as a target of that investigation. However, if U.S. employees are transferred to Cognizant and their jobs are subsequently performed by lower-cost foreign workers, that arrangement could potentially attract the attention of federal investigators. Outsourcing itself is not illegal; the key issue is whether the arrangement involves violations of H-1B or other worker-protection laws.

They are back at it - 500 people are being cut. More outsourcing, the good old cookie cutter pattern - send jobs offshore and penny pinch. Execs are getting paid, patients and workers pay the price. It's so bad, and this has to stop at some time. It makes no sense the entire country is destroyed like this. Yeah, economy is good and more $$$ for the folks at the top meanwhile jobs are gone, good jobs are gone. Trinity is not the only one, the whole state has been hollowed out like this and it continues. Nobody says anything about it. It's good for China and India and the Philippines as jobs seem to be fleeing there and I am unsure how this is good for us.

When all this company worries about if offshoring jobs to save a buck and push their AI (All India) initiative.

What a joke!

Kiewit Technology Group is in a downward spiral. The latest layoffs follow the major cuts from November 2024, making it clear the organization is unstable and still trimming aggressively. The continued push to offshore work signals that domestic technical roles are being devalued and phased out.

Despite Kiewit’s massive backlog, KTG is choosing to reduce investment in its own people. Anyone considering a role there should understand the environment is volatile, morale is low, and long‑term job security is questionable.

What’s the scoop? Moving things to India, what else is new? 007

I'm tired of the constant reorgs. And the "town halls" & videos telling us about the latest managers' copy/paste priorities & "must-wins." It's so tone deaf. At this point we don't care what's important to you. You've lost the audience - we're not listening anymore. We want to hear about what's important to us - "what's your timeline on offshoring/outsourcing the rest of the U.S. based jobs?" Tell us which departments are going next so we can make some plans for our families. That's our priority.

As Optum continues to shift US positions to other countries, at what point is India considered the new onshore and the US considered offshore?

I'll start by saying this will never happen, but economically there is no downside to doing what is proposed below, and in fact in the long run, it would make Cigna and a lot of other corporations better.

A company can replace a $150,000 American worker with a $35,000 overseas worker and save $115,000.

Why should the tax code allow that enormous labor-cost arbitrage?

Under a simple 1-to-1 offshoring tax, if a company moves a job overseas, the difference between the comparable U.S. labor cost and the foreign labor cost would be taxed 100% and made completely nondeductible.

$150k American worker
$35k foreign worker
$115k offshoring tax
$150k total offshore cost

The company can still offshore. It just doesn't get to keep the entire savings from replacing American labor.

What would happen?

If 10 million jobs were realistically capable of being performed domestically and 70% returned, rather than the 70% - 30% split towards HIH, and a model becoming more popular among more and more corporations.

7 million jobs could return to America
Roughly $1.05 trillion in annual compensation could shift to American workers
The remaining offshore work could generate roughly $345 billion in federal tax revenue
More income would circulate through American households and businesses
Companies would have greater incentive to invest in American workers, AI, automation and productivity

But isn't this bad for "American competitiveness"?

That's the argument we constantly hear, but competitiveness for whom?

If an American worker costs $150k but produces substantially more useful work than a $35k offshore worker, comparing salaries alone is meaningless.

A worker who takes five times as long to complete a task and requires substantial rework isn't actually cheaper simply because their salary is one-quarter as much.

And making an American company pay American wages doesn't make China more productive. A highly educated, highly productive American workforce can make America more competitive.

What may become less competitive is the company's profit margin and, potentially, shareholder returns.

That's not necessarily the same thing as making America poorer.

A corporation can increase its profits by replacing American workers with cheaper foreign labor without producing a single additional product, invention or unit of economic output. It has simply shifted economic value from American labor to corporate profits.

So what is the actual downside for America?

There is an argument that this could cause certain services to become more expensive, however, there is ample historical evidence that insurance, and other services go up when the consumer base gets smaller, I.e. off-shoring causing unemployment.

Since that argument doesn't actually hold any weight the policy would also mean:

More American jobs.
Higher American wages.
More domestic spending.
More tax revenue.
More incentive to invest in American productivity.
Less dependence on foreign labor.

The government gains revenue. American workers gain employment and income. Corporations may make less profit, potentially, but for Cigna this probably even isn't true because there is a larger consumer base, but they can still be profitable.

So here's the question, is there a downside to doing something like this?

No. It isn't difficult to implement, you can look at a companies tax roll, or employment history to find out how to tax properly. Figuring out who is offshoring isn't difficult. It would mean more American workers, less stress, more money within the country, more information within the country, a better society, but this isn't what they want. They want to maximize profits, a corporation is a soulless enterprise, that has one goal, it is neither good nor evil, and the sooner we realize that and start to treat people like people again, the better off we will all be.

You’ve heard it right. NCR is now laying off their staff from 3rd world countries. All L1 agents will be laid off by the end of the month. ELT will gather all agents tomorrow to share these news with them in person. Company is now focusing on building up their Cebu operations.

Does anyone know if CGHB is doing layoffs? They’ve hired so many offshore employees lately, and now it kind of looks like the U.S. employees might be the ones getting let go. Has anyone heard anything?

I am wondering how our Strong US based even SBA feel about their data being potentially viewed by off-shore folks. To me, this was a big uproar when it came to TikTok. So how can we as PUBLICLY TRADED IN US , allow offshore folks to have access to US Trust account, assets, etc. This is me saying THIS IS WRONG! I hope investors see this.

Layoffs and work transferred to offshore. No new software development effort. Company is in "keep lights on" mode. No new hiring in US. Only transfer of India employees on L1 visa allowed, and that too in rare and extreme cases.
There will be wave after wave of layoff coming up. Employees at staff level are just numbers. Executives level don't care anything other than their bonus.
We are all stuck in mud, waiting our day to get riffed.

Is it a thing here? I work for another corp and recently saw the influx of lab techs with PhDs in Chem/ChemE. I guess that’s why ordinary folks can’t get a job anymore, this and AI / jobs offshoring.

I was trying to click on Elevance Health because they, along with other of Optum’s competitors, seem to be going through almost exactly same challenges Optum is.

Well, I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

I was trying to click on Elevance Health because they, along with other of Centene’s competitors, seem to be going through almost exactly same challenges Centene is.

Well, I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

I was trying to click on Elevance Health because they, along with other of Cigna’s competitors, seem to be going through almost exactly same challenges Cigna is.

Well, I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

I was trying to click on Elevance Health because they, along with other of Humana’s competitors, seem to be going through almost exactly same challenges Humana is.

Well, I accidentally clicked on Emblem Health, instead of Elevance, and their last post thread entries were from 2016 and they were saying and complaining about the very exact same thing as us…about the offshoring to India and Philippines, about the CEO laying people off to raise stock price and to line executive’s pockets, etc., etc. etc. It was like looking in a mirror and we are talking back 10 years ago.

The last post entries on the Emblem Health Layoff site ended after 2016 so I can only think the company went under.

Anyway, scary stuff!

https://www.financialadvisoriq.com/c/5115064/722894/edward_jones_chief_penny_pennington_dips

According to this article, PP's income took a 3.5% cut and only took home $27.8mil in GP earnings. In fact, the top 6 partners (including FL who's now retired) took home over $130,000,000 in GP comp last year while our pathetic little LPs earned only a fraction of the GP shares.

2025 GP comp from this article:
PP $27.8m
AM $21.3m
KC $21.7m
DC $19m
KJ $21.3m

TOTAL $131.5

• FL retired at the end of 2025

Yet while they roll in the dough, we're faced with layoffs, offshoring, AI and the lowest morale I've ever seen in more than two decades. Shoot... each of these partners will make more money between now and 12/31 than most of us will ever see in our lives, much less be able to accumulate & grow for our own retirement.

It's been said before... you don't hate these trolls enough.

Seems to me the HQ is being phased out, and jobs being shipped overseas for cheaper labor. Is there still a plan to move HQ somewhere else? I don't see the point... there's literally not many left at HQ.