#offshoring

Nothing new came out of the town hall today. We continue to hear claims about how well the company is doing, while many of us see significant problems that suggest otherwise.

I believe there are serious questions that need to be addressed regarding potential financial and compliance issues, particularly around Gainwell shifting development work offshore for states where we may not have authorization or contractual provisions allowing that work to be performed offshore, including Missouri, Texas, and Ohio.

There are also concerns that POs are being instructed not to include state names on state-specific work. If this is occurring, it raises serious questions about transparency, compliance, and whether the company is intentionally obscuring the nature or destination of the work.

These issues deserve a clear and transparent explanation, including where the work is being performed, what the contracts allow, and why state-specific work would be documented in a way that does not identify the state.

ExxonMobil employees talk about offshoring to India more loudly than many other companies because the scale, speed, and visibility of ExxonMobil’s India expansion is unusually large and it directly affects U.S. technical, engineering, and support roles in a way employees can feel immediately.

Offshoring jobs to Bangalore and managed service providers (MSP) is not actually saving $. DW touts structural cost savings, but it's just pushing cost elsewhere through bloated headcount in MSP's, rework, and travel and meetings to/from the GBC's. There are a few areas where it might help, but overall it's a sham and a lot of the moves aren't saving $.

An on point post from @bs+1m3c7z5m2.

For those positions with optum whose jobs are being offshored in ECS, specifically care coordinators in pre and post acute the first round of layoffs may occur on 10/14 with more to follow.

Considering the number of BTC expats at USA sites (Houston, Beaumont, Midland, Labarge, Carlsbad, etc), the number of jobs that have been lost in the USA is much worse than the graphs they show indicates as they still count Indian expats working in the USA under the USA headcount shown on the graphs. Only going to worsen. In spite of inability to staff there is still pressure to reduce headcount in the USA further and send jobs to India. This is especially true for projects.

You can’t be effective working remotely.

But having a whole a-s campus in India is gonna make things more efficient.

Totally makes sense.

You can't get high quality for pennies on the dollar. You can't. What you get is so bad that it's dragging the bank down and costing us much more than it's saving. That's just the facts.

Several Tech teams were let go June 30 ...I have heard it was the people who manages databases, servers, the network, storage and backups, and a couple others, but no one seems to know but that are in the headcount reduction.

These are very sad times when US workers can lose their jobs despite being qualified and performing well only to have their brains drained and their years of work from pre-school through advanced degrees through decades of proven experience neatly packaged up with boy and inserted like memory chips into random people who work cheap and do not face the same protections or requirements that US workers have to abide by. Anyone who has a kid in college or recent graduate needs to take a hard look at this. Entry level jobs are going not just to AI but 100s of thousands to workers in other nations. This helps lead to decline in the communities their headquarters sit. People are forced to leave because of no job. Those wages are no longer taxed by local, state, and fed taxes so that tax revenue vanishes dragging down quality of life in those areas plus potential tax increases to though still working in those places. Offshore workers and many visa holders hired at companies for middle class white collar jobs do not have to pay FISA tax on either side - leading to less funding for Social Security that affects everyone. Finally, this will discourage people from going into fields that still have jobs not taken by AI because they have to compete with the entire planet including people who can live on $9k a year without benefits. This will lead to reduced US innovation and increase our dependence on other countries to do once basic things.

It used to be loyalty to company and moral obligation to the locations that helped support them over the years...they seem to still want to make money of Americans, just not employ us so they can further enrich their C suite. The government has sold us out including Trump so it is accepted.

Before you convince yourselves that you'll be fine at T Rowe - remember, that many of us that have gone got terrific reviews year after year, "performed difficult tasks they cannot possibly find anyone as good as you are", or "But my boss likes me" think again. I thought a lot of that as well. Considering some teams were cut from the boss down, if your boss can save his job and help his bonus but cutting you he absolutely will. I worked very hard to be a far above average worker. Volunteer to take on new tasks, train and learn new things, etc. It didn't matter.

Think what you want...but you may one day be thinking how you are going to pay for everything while the job market yields nothing despite writing good resumes and sending out 100s. My attitude is if it comes to bankruptcy, fine. Yeah, I will take the hit, but maybe when enough Americans have to default on their debts they may remember this. All of the major credit companies pass over Americans in favorite of cheap foreign labor whenever remotely possible

Wtf, Z posted saying her team is implementing quantum 🤣 I know first hand this is a sham. How? because they were looking at DSNP optimization which does not need quantum!! Folks from business team is just playing along due to pressure. Offshore folks don't know the first thing about out business nor quantum. Doubt it? Check back next year and see if they show any true cost savings. 🤣 The only cost saving idea Sh-t has is to offshore as much as possible, cheapest ones, he-l to quality. .

They only want cheap hard labor.

Are U.S. non-patient facing roles going to have to shift to India working hours since that is where all our leadership and the majority of non-patient facing roles will be?

Memo to Board of Directors: you may want to sell the company now before it gets way worse. Check this out from recent TIAA employees on The Layoff about their failed experiment with A~S~S~Centure. Buckle up ! This is what MoA is in store for.

Headline
Massive layoff after Accenture falling out Having lost millions due to Accenture outsourcing not going as planned the management is now planning layoffs and even more offshore and outsourcing instead of taking responsibility.
Shitstry should be ashamed n be immediately fired!

#Accountability #Layoff#Management #Offshore #Outsourcing
6d ago by Anonymous
20 replies (last 19h ago ) | Reply
1970 views | 13 reactions (+11/-2)
Post ID: @OP+1m327nxmv

•••
@zs The irony in all of this fiasco is that TIAA CREF did have the money to transform & modernize internally without the need to seek out & outsource cheap, untested labor. We were already on our way to many JD Power Awards on pur own ! With our own people ! Talented Stateside people !
When sales executives flash dollar signs, charts, spreadsheets, and power point presentations saying they can save 30%-40% on labor & employee benefit costs, & promise better quality & the same productitivty, it is a natural adrenaline rush. Euphoria. They got sold & took the bait. Instead of running parallel systems for a few yrs & testing a few areas, TIAA went all in.
Then, compounding the mess was the miscalculation of the success in Frisco, and the loss of Jacksonville & Denver. You are spot on that in order for the Accenture relationship to exceed in the first place, EVERYTHING had to be mapped out right to the last decimal point & that didn’t happen. You have to optimize your processes first before handing over a half baked and broken process to Indians who have absolutely no clue about how anything worked. The one offs. The special rules. Nothing could have prepared them for the disaster.
What we should have done is built is spend the money, bring it the best IT Engineers for 5 yrs stateside, pay 50 of them $500K each & they would have absolutely figured out how to do this in stages over 10 yrs instead of cramming it into 2-3 yrs. Quality has suffered & for the people who are left, they have had to train, retrain, pick up more work. All those 30%-50% cost savings are eaten up in errors, rework, mistakes & lost clients.
It is going to get far worse with the Shroeders deal w/Nuveen. Schroeders has some insanely antiquated systems.
The only thing that can change the ship from a direct iceburg hit is a new Board of Directors & the filing of all the EC including the NY Liberty’s #1 fan, TBD.
19h ago by Good night & Good luck.
8 reactions (+8/-0) | Reply
Post ID: @12d+1m327nxmv
 +8 

All of this goes back to budgeting decisions made with Roger followed by incorrect analysis from the new C-suite on why we were behind other companies. Strategic projects under Roger’s leadership were funded on an annual basis. This created a ton of half-built upgraded processes increasing the number of systems being used. We definitely had a deficiency in good people leading these major projects, but a lot of the overall issues were tied to never having money to fully finish strategic work.
T and Sastry came in, looked at these issues and decided it was all our people that caused this. It was a “we thing”, we didn’t know what we’re doing and we couldn't handle these major changes. Now as we started doing major projects that were fully funded such as Toggle, somehow internally we were able to handle it. However complex operational process projects were viewed as a TIAA people issue. This turned to us making the deal with Accenture.
Moving our complex issues to a group that didn’t understand the issues or processes shockingly turned into a bigger mess. We also didn’t show them all the existing complexity. By moving to Accenture we effectively moved backwards a decade+ because they need to learn all of these one off situations before they can even attempt to take out waste and automate.
The Accenture savings aren’t materializing but it’s not all Accenture’s fault. We don’t have processes easy to automate. If we spent half the money we spent on Accenture to fix the processes before we moved work to Accenture we’d be in a much better place. Instead the C-Suite is once again proving they don’t know the reason for the issues and our going to keep fumbling by removing people who understand and couple fix these issues.
1d ago by Anonymous
7 reactions (+7/-0) | Reply
Post ID: @zs+1m327nxmv
 +7 

What are your views on offshoring roles to "save" $1.5B? While impacting USA economy in the process. And how come no one in US has raised this as a concern. Genuinely confused so here asking the good people of ACI. Lol. Regardless tho, good luck to ACI. Hopefully, they won't have to backtrack like a lot of companies totally relying on AI.

Saw this article and I’m not sure what to make of this EM sycophant’s stance against Alberta separation. He claims Alberta will thrive by doubling oil production through a united Canada, yet he’s perfectly fine with laying off employees and offshoring jobs, driving unemployment even higher in the province. How exactly does that support Albertans?

https://stocks.apple.com/AblE8yZruTGOJa2bTOreMKQ

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.

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?