#restructuring

The email arrived at 7:03 AM. No subject line. Just a calendar invite titled "Organizational Update."

You click it. The meeting starts in twelve minutes. Your hands are already cold.

The voice on the call is calm. Too calm. "As part of our commitment to making care more affordable," it says, "we are reviewing staffing to meet changing market dynamics." The words sound human, but they aren't. They're a spell. A lullaby sung before the lights go out.

Someone in the chat types: Is this a layoff? The message vanishes. You're not sure if it was deleted or if you imagined it.

The slides advance. A map of New Jersey appears. Then California. Then Illinois. Little red dots bloom like wounds. Five hundred and seventy-two in one state . Ninety-two in another . Ninety-eight in a pharmacy that used to fill prescriptions for the chronically ill . The dots spread. The map bleeds.

You look at your coworkers on the screen. Their cameras are off. They are already ghosts.

The voice says "redeploy our talent" and "support affected team members." You've heard this incantation before. It means nothing. The last person who believed it was walked out by security before lunch.

The meeting ends. Your calendar refreshes. There's a new event: "1:1 with your manager." Fifteen minutes. No agenda.

You stare at the screen. The cursor blinks. Somewhere, offshore, a replacement is already learning your job. The reorg doesn't ki-l you all at once. It just keeps taking pieces until there's nothing left to cut.

The invite sits there. You don't click accept. You don't have to. It's already happening.

Imagine laying someone off, reposting essentially the same job, and encouraging them to reapply. What kind of corporate mind F is that?

Companies spend years preaching career growth, rewarding performance with raises and promotions, and encouraging employees to take on greater responsibility. Then suddenly, that same growth makes them too expensive or expendable.

What were employees supposed to do? Refuse promotions? Turn down raises? Stop developing professionally to remain affordable?

You can’t encourage people to build careers and then penalize them for succeeding.

“It’s just business” may explain why a decision was made. It doesn’t excuse how people were treated.

Pound sand, Comcast. And F U.

E.W. Scripps has implemented significant layoffs across its Colorado television newsrooms, impacting at least three stations. The cuts primarily affect traditional newscast production and station operations roles. No on-air anchor or reporter positions were eliminated in Denver or Colorado Springs. These reductions are part of a broader companywide effort to adapt to changing news consumption habits. The company states it is focusing on preserving its commitment to audiences while evolving its reach.

https://coloradomedia.substack.com/p/layoffs-hit-colorado-tv-newsrooms-742

Reese Witherspoon's production company, Hello Sunshine, has significantly reduced its staff. Approximately 30 employees, representing half of the company's workforce, were laid off. This action follows Witherspoon's recent repurchase of the company from Candle Media. The company will now concentrate on film, television, and the Reese's Book Club brand. Its direct-to-consumer division has been eliminated.

Los Angeles, California

https://variety.com/2026/tv/news/reese-witherspoon-hello-sunshine-layoff-1236935287/

Comcast is implementing significant layoffs, impacting over 600 employees at its Philadelphia headquarters. This move is part of a broader cost-cutting strategy and a push towards artificial intelligence integration. The company has begun notifying affected staff, with the changes set to take effect by the end of the year. While these positions are being eliminated, Comcast plans to create over 1,100 new roles as part of its organizational redesign. These restructuring efforts aim to foster agility, accelerate innovation, and enhance competitiveness in a dynamic industry.

Philadelphia, Pennsylvania

https://www.inquirer.com/business/comcast/comcast-layoffs-warn-notice-philadelphia-ai-jobs-20261030.html

Apple has reportedly impacted over 400 positions since August across various departments. California WARN records indicate 147 permanent separations at three company sites. Changes have affected teams involved with Vision Pro, Siri, hardware engineering, and sales operations. Some reports suggest these adjustments are linked to AI advancements and memory chip market pressures. Vision Pro game development has ceased, with immersive video work continuing at a reduced capacity.

Cupertino, California

https://www.neoteo.com/en/apples-reported-2026-layoffs-what-the-400-plus-figure-covers

US Layoffs Roundup (10/30/2026)
Reports and updates covering 10/20 through 10/30.

• Comcast - preparing to cut 634 jobs at its Philadelphia headquarters and 159 more in Washington under a broader restructuring. Philadelphia reductions are expected to begin December 31. The company anticipates a restructuring charge of more than $1 billion.

• eBay - reducing its workforce by approximately 1,000 employees, or 9%, in its second round of cuts this year. The marketplace says the restructuring will streamline operations and shift resources.

• American Express - planning roughly 3,500 job reductions as part of a restructuring. The announcement came alongside quarterly results and a higher profit forecast.

• Electronic Arts - reportedly eliminating around 400 positions and shutting down BioWare. Reports also indicate that the studio’s next Mass Effect project has been canceled.

• People Inc. - cutting 195 jobs, representing about 6% of its workforce. Affected employees reportedly include staff at its New York headquarters, remote workers, and employees in its Des Moines print operations.

• Disney - reducing staff in its Experiences division, including 159 employees at Walt Disney Imagineering’s Glendale headquarters, according to reporting on a California WARN notice. The Glendale cuts are included in the broader division reduction.

• Dropbox - announcing companywide job cuts reported at approximately 9% of its workforce. Local coverage identifies 57 permanent reductions at its San Francisco headquarters.

• Wells Fargo - preparing to eliminate 86 jobs at its Jordan Creek campus in West Des Moines, Iowa. Local reports characterize it as the site’s largest layoff announcement in at least five years.

• Amazon - reportedly cutting up to 250 roles in its Devices and Services organization. Software development positions are among those identified in the coverage.

• Intel - cutting 67 jobs at its Folsom, California, campus. Local reporting describes this as the campus’s first major workforce reduction since August 2025.

• Qualcomm - preparing performance-focused job cuts worldwide, with notifications expected to start in November. The reporting does not provide a total number of affected employees.

• E.W. Scripps - cutting 431 positions nationwide through another restructuring of its local television operations. Technical and news production jobs are among the roles reportedly affected.

• Marriott - carrying out another round of corporate workforce reductions, marking its second restructuring in less than two years. The alert excerpts do not provide a companywide headcount.

• SAS - eliminating approximately 100 positions as it pursues digital transformation initiatives.

• Oshkosh Corp. - cutting about 80 salaried, office-based roles within its Transport segment.

• Morton Salt - laying off 77 workers after a water breach forced its Fairport Harbor, Ohio, mine to shut down. Effective October 28, the reductions affect 69 hourly employees and eight salaried staff.

• InvaGen Pharmaceuticals - planning to eliminate 205 positions at its Central Islip and Hauppauge facilities in New York.

• Pfizer - confirming job cuts at its Rocky Mount and Sanford sites in North Carolina. The alert excerpts do not specify how many employees will be affected.

• Artiva Biotherapeutics - reportedly cutting 94% of its workforce following setbacks involving its autoimmune cell therapy programs.

• Lenz Therapeutics - reporting a workforce reduction of 75%, along with a leadership change and its third-quarter business update.

• Mass General Brigham - starting another round of workforce reductions in response to financial pressures. Its Home Hospital program is among the operations identified in reporting, but the excerpts do not provide an overall headcount.

• PacificSource - preparing to eliminate 134 Oregon jobs by year-end, with layoffs scheduled for December. The cuts follow previous reductions and the insurer’s decision to leave individual health insurance markets.

• Pennymac - broadening workforce cuts as mortgage originations and acquisitions fall. Reporting links the restructuring to a goal of reducing annualized operating expenses by $160 million.

• 3M - closing its Fairmont, Minnesota, plant and cutting 62 positions. Layoffs are scheduled to start December 18 and continue through December 31.

• Prairie Farms - planning to close a Missouri plant, affecting more than 100 employees, according to coverage of a notice filed with state regulators.

• Sherwin-Williams - cutting approximately 40 jobs at its Cleveland headquarters. The company says the reductions are not tied to employee performance.

• FKA / Homedics - eliminating 34 positions at its Commerce Township, Michigan, headquarters.

• Su---r Punch Productions - reportedly cutting staff following the release of Ghost of Yōtei. Published accounts differ on the number affected, so no definitive total is included.

• Northwest Arkansas Democrat-Gazette - announcing workforce reductions affecting 28 positions, or roughly one-quarter of the newspaper’s staff.

• Phoenix Symphony - pausing its season after November 1, with 66 full-time musicians facing unpaid layoffs starting November 2. Reports also describe a legal dispute over a $6.5 million donation.

• Success Lending - closing its operations and eliminating 121 jobs. The reductions include 21 Illinois employees and 100 remote workers assigned to its Illinois headquarters.

• The Blade - submitting a WARN notice outlining a planned December 31 closure affecting 116 employees.

• Commonwealth University - proposing cuts of up to 175 faculty and staff positions to help close a $17 million operating deficit. Students have protested the proposed reductions.

• Tulsa County - dissolving its Highway Construction division and eliminating 32 positions.

Voluntary buyouts and potential reductions

• Microsoft - reportedly extending voluntary exit offers to approximately 60,000 eligible employees across several countries. The figure reflects eligibility for the program, not confirmed departures.

• Skydance - offering voluntary buyouts to eligible staff as it integrates its businesses. It has not disclosed how many employees may leave through the program or possible subsequent layoffs.

• S&S Worldwide - warning that permanent layoffs could occur at its Colchester, Connecticut, headquarters unless it obtains additional funding.

• Toledo - warning that 73 municipal jobs could be cut if a proposed safety levy does not pass. The reductions remain contingent on the vote.

• University of Maine - considering workforce and unit reductions to address a nonacademic budget shortfall. The alert excerpts do not identify a final number of affected jobs.

Lenz Therapeutics announced a significant strategic reorganization, resulting in a 75% reduction of its workforce. This move comes as the company reported a third-quarter loss exceeding expectations and a substantial decline in its stock value. The CEO will also be transitioning out of his role in early December. These changes are intended to reduce operating expenses by 50% in 2027, with a majority of funds dedicated to a consumer-driven sales and marketing strategy. The company expects the restructuring to conclude by year-end.

San Francisco, California

https://www.fiercepharma.com/pharma/lenz-reports-75-workforce-cut-and-ceo-shakeup-q3-update

Comcast is implementing a significant restructuring that will result in the permanent layoff of approximately 159 employees across Washington state. These workforce reductions are part of a broader nationwide effort to streamline operations and enhance competitiveness in a dynamic industry. The affected positions span various departments, including construction, customer experience, and management roles. While the company is undergoing these cuts, it also plans to create over 1,100 new positions nationwide. Comcast has stated its intention to assist impacted employees in finding new roles within the company.

Seattle, Washington

https://mynorthwest.com/local/comcast-layoff-washington/4291836

Comcast’s October 29 WARN filing in Washington confirms 159 permanent layoffs across multiple departments, including VP-level positions, with separations beginning December 31.

What stands out is that Comcast has sometimes managed restructurings without WARN filings, although it has filed them in the past.

The concern is the scale. This appears to be more than eliminating a few redundant leadership roles. Comcast is making significant organizational changes across multiple functions.

The next thing to watch is whether Pennsylvania receives a WARN filing, which could provide more insight into the extent of layoffs at Comcast’s Philadelphia headquarters.

It reinforces how substantial this restructuring is. It’s not over. 👀

Principal and senior principal roles are no longer executive level. Very few chief roles left.

Many individuals on this forum assert that Signavio differs significantly from other SAP entities, yet they overlook the fact that Signavio serves as a testing ground for SAP. But various strategies are experimented with there before being implemented across other Lines of Business (LoBs). This pattern was evident when HR personnel transitioned into development management roles, when HPOM was implemented with Signavio as the first runner and the integration of AI features into Signavio products which became widespread in SAP.

What you observe in Signavio in late 2026 and early 2027 is expected to take place in your LoB six to twelve months later.

Signavio is poised to undergo its most substantial reorganization in the fourth quarter of 2026 and the first quarter of 2027. This restructuring will fundamentally alter the leadership framework within Product Management and Engineering. The objective is to establish additional tiers between leadership and the entry-level product managers and engineers. Although this may appear counterproductive, here are the top three reasons for this decision.

1] Leadership faces challenges in promoting and increasing compensation for their acquaintances and relatives within SAP. A reorganization will facilitate this process. Under the guise of restructuring, they will fabricate roles that previously did not exist at Signavio. Individuals appointed to these positions will receive significant salary and bonus increases prior to the appraisal cycle. Consequently, they can claim a lack of funds, resulting in lower performance management ratings for other employees in the subsequent appraisal cycle. Of course there will be no money left for 2027 employee appraisals when most of the money goes to this new executive and their supporters who are getting moved around. Performance ratings will be severely bad for people of some races or from some countries especially from Asia Pacific regions. Muslims are safe and they will continue to see growth. But any religion besides Muslims and Christians are in big trouble. Remember that Signavio is an LoB that had 5% jewish employees and they got rid of them and today there is not a single Jew in Signavio. If you are Christian and do not pay church tax, you might as well pack your bags as they are coming after you next.

2] Signavio is targeting middle management for layoffs in 2027. The current uneven structure complicates the decision-making process regarding whom to terminate. Therefore, they are intentionally creating these additional layers to facilitate layoffs in late 2027. The reorganization will demonstrate that these layers are indeed superfluous, providing a compelling business rationale for their elimination. Most employees affected by this restructuring will be in their 40s and early 50s with few or no direct reports and currently serving as managers of managers. If you are part of such a box move, start updating your CV.

3] Certain roles are at significant risk. User Assistance (UA) is anticipated to be phased out in favor of AI solutions. Quality Assurance (QA) positions are expected to diminish in number, with many being supplanted by AI. Additionally, the role of Scrum Masters is projected to become obsolete. The number of DevOps is also supposed to reduce. The leadership knows that AI is not a good replacement for most of these roles but they don't care. They want them gone. So anyone in these roles will get very low performance management scores because SAP is trying to get rid of them without severance. And if they don't then they become part of the 2027 layoffs. But the people they want to save will be "transitioned" to another role which is safe such as a development manager role or a software developer role. If you get such a choice, take it. Anyone who doesn't will become an outlier and is part of the 2027 layoffs.

If you see similar changes in your LoB, get in touch with your works council member right away. This is a coordinated effort by SAP executives in different LoBs to facilitate layoffs. When the works council looks at this per LoB basis, the pattern is not exactly clear. But you will see the pattern in your LoBs.

Another rebuild. Perfect. New coach. New system. Move some veterans, bring up the cheaper young guys and tell the shareholders to be patient.

Meanwhile, we still can’t win a face off, clear the zone or score a damn goal.You can only shake up the roster so many times before you start wondering if the guys on the ice were ever really the problem.

I’m sure another restructuring will fix the power play.

I remember an AOP years ago when Kirk Tanner asked who in the room was in foodservice. Only a few people stood up. He said, “We’re all in foodservice. Our families are in foodservice.” That always stuck with me.

Back then we'd bring new products home for our families to try. They'd tell their friends about them. It sounds small, but there was pride in the company and the brands.

Over time we started cutting the small things, then the bigger things.

Restructuring, layoffs, offshoring and now AI. Along the way, a lot of tribal knowledge and connection to the business walked out the door too.

I think we've spent too long trying to save ourselves to prosperity and forgot we're in a customer service business. Relationships, experience, execution and pride still matter.

You can invest more money in beverages and technology, but at some point you have to give people something to believe in again.

While making money overall, NOV is restructuring its physical footprint. During its latest earnings report, the company specifically recorded $18 million in write-downs due to facility closures and $28 million in corporate restructuring and severance costs =!Lay-offs

This restructuring isn’t over. Notice how leadership announced names being moved around, but no actual plans for how teams will integrate, collaborate, or operate?

Round 1: Restructure leadership. Eliminate positions, flatten layers, and position the organization for the board.

Round 2: Consolidate teams. Why Q1? Year-end financials will be finalized, 2027 budgets and savings targets will be clearer, and leadership will have had time to identify overlapping roles. That could set the stage for another wave of cuts.

Round 3: Standardize and automate. Streamline processes, eliminate duplicative work, and build a leaner operating model with fewer people.

Watch Wall Street, not just internal communications. Earnings calls and investor meetings are where executives signal cost reductions, efficiencies, and margin targets. Those commitments create pressure to deliver, and headcount is often a lever!

By the time employees hear about the next round, Wall Street may already know the financial strategy behind it.

The E.W. Scripps Company has announced significant workforce reductions, eliminating 431 positions across the organization. This move impacts local stations, including Cleveland's ABC affiliate, News 5 Cleveland. The company stated that the cuts are primarily related to traditional newscast production and station operations. These changes are part of a broader strategy to adapt to evolving news consumption habits. Scripps aims to become an AI-powered broadcast journalism company through automation and restructuring.

Cleveland, Ohio

https://www.cleveland.com/entertainment/2026/10/layoffs-hit-news-5-cleveland-as-parent-company-scripps-cuts-431-jobs.html

Microsoft has extended voluntary exit offers to approximately 60,000 employees globally. These offers are available to staff in India, the US, the UK, and Canada. Employees have until December 1 to accept the voluntary separation package. Those who decline the offer are anticipating potential layoffs in January or March. This move suggests a significant restructuring within the tech giant.

https://inshorts.com/en/amp_news/expect-layoffs-by-march-if-you-don-t-accept-microsoft-s-exit-offers--techie-1793268471887

With the $1B+ restructuring and multi-tier flattening happening company-wide, does anyone have reliable estimates or data points on total headcount impacts for this Q4 wave?

Further, any Q1 projections for the scale of subsequent cuts / structural changes heading into the 2027 split?

Anybody hear about the PT Reorg next year?They are holding update meetings in-person and do not have a virtual option. So far I've heard 30% cuts across the org due to no projects in the funnel until at least 2028.

Hi everyone,

Today, we're making difficult choices about where we invest and how we organize Dropbox to achieve the product and growth priorities that will matter most for our long-term strategy. As part of these changes, we've made the decision to eliminate about 200 roles across Engineering, Product, Design, and G&A teams (approximately 9% of our global workforce). For most impacted Dropboxers, today will be their last day.

S-team and I take full ownership of this decision and recognize that these colleagues have made meaningful contributions to Dropbox, our products, our customers, and our teams. Our first priority today is to treat every person affected with the care and respect they deserve.

Changes to Senior Leadership

I also want to share that Ali Dasdan has decided to move on from Dropbox. During his time here, Ali led and strengthened many of the technical capabilities we'll rely on as we move into the next phase of our transformation. I'm grateful for his leadership, his partnership, and the foundation he and the team have put in place. Ali's last day is November 18th, and he'll be focused on ensuring a smooth transition through next month. We wish him all the best in what comes next.

Why we're making these changes

Our business is profitable, and we've built real momentum this year. Our two-year strategy sets a clear direction for growth: solving more of our customers' critical workflows; reaching more of our chosen customers, including larger companies; and bringing our technology to new markets.

Delivering on that strategy requires concentrating our resources on the priorities that will have the greatest potential for customer impact and growth.

That means making hard choices about where we invest, how we're organized, and what work we simplify, scale back, or stop. Those choices include the difficult decision to reduce the size of our team.

How we'll prioritize going forward

In order to be successful, we can't take the same work and spread it across fewer people. We'll streamline teams and concentrate support and resources against product areas that have the highest impact on our customers and Dropbox as a business.

Taking care of impacted employees

To those leaving Dropbox, we're committed to supporting you through this transition. Departing Dropboxers are eligible for a severance package in line with the following:

Severance, equity, and transition support:

Sixteen weeks of pay beginning today, plus one additional week for each completed year at Dropbox. International packages will reflect local practices and legal requirements

Q4 equity vesting

For employees on the Corporate Bonus plan, a prorated lump-sum payment based on their 2026 bonus target

Immigration support for impacted visa holders

Healthcare and well-being:

U.S. employees will receive six months of COBRA subsidy, if elected and eligible

Modern Health access will continue through the end of the separation month to support mental well-being, with extension options detailed in severance packages

Payment for eligible current and approved upcoming paid leaves, including medical and family leave

Additional support:

Devices: Impacted employees will be eligible to keep (1) Dropbox laptop, (1) mobile device if assigned, and all existing desktop peripherals

Job placement: Job placement services and career coaching will be available at no cost

What comes next

Right now, our focus is on the colleagues who are leaving Dropbox. Please give them the space and support they need.

And to everyone leaving Dropbox: thank you. Your work to build our capabilities, serve our customers, and contribute to our culture has been deeply meaningful. I'm grateful for everything you've contributed.

Ashraf

UnityPoint Health is continuing its restructuring efforts in Iowa with significant layoffs. The healthcare system plans to eliminate 230 positions in early 2027. These changes are part of a broader strategy to address rising costs and financial pressures within the healthcare industry. The company has already laid off hundreds of employees in 2026. Affected employees are being offered severance and career transition support.

Iowa

https://koel.com/ixp/676/p/unitypoint-iowa-layoffs/

Cloud storage company Dropbox has announced significant workforce reductions, impacting approximately 9% of its global employees. This decision affects around 200 roles across various departments, including Engineering, Product, Design, and G&A. The company stated that these difficult choices are necessary to concentrate resources on key strategic priorities for long-term growth. Despite being profitable, Dropbox is streamlining its operations to maximize customer impact. The chief technology officer will also be departing as part of these organizational changes.

San Francisco, California

https://www.businessinsider.com/dropbox-layoffs-job-cuts-ceo-memo-ashraf-alkarmi-2026-10

SNDL announced significant layoffs at its manufacturing facility, reducing its workforce by over 30%. These job cuts are part of a broader restructuring of its ca--abis operations, including exiting unprofitable dried flower products. The company expects cost savings to materialize in the fourth quarter. Management is also undertaking a strategic review that could involve asset sales or further efficiency measures. The success of these changes hinges on whether reduced overhead and product focus lead to sustained profitability.

Calgary, Alberta

https://finance.yahoo.com/markets/stocks/articles/sndl-stock-layoffs-know-latest-205457933.html

E.W. Scripps Company is implementing significant layoffs, impacting 431 employees across the organization. The CEO stated that the company aims to rehire approximately 100 of these affected individuals into new positions. This move is part of a broader "enterprise-wide transformation" initiative. The company hopes to fill many of the new roles with existing staff. This restructuring signals a period of change for the media company.

New York, NY

https://tvnewscheck.com/business/article/scripps-layoffs-continue-with-431-cuts-as-ceo-promises-100-new-jobs-in-enterprise-wide-transformation/

Wonder what additional plants are being reviewed for closure or selling off?

On October 22, Neil Subin raised his stake in Optimum from 5.5% to 13.3% per public SEC filing.

Neil Subin — Profile and Optimum Play

Who He Is

Neil Subin is President and CIO of MILFAM LLC, a private investment firm, and the managing partner of Dark Mirage LP, the vehicle holding the Optimum stake. He also founded Broadbill Investment Partners LP and Trendex Capital Management. He is not a household name in finance but is a well-known figure in distressed telecom and special situations investing — the kind of investor who shows up quietly before a bankruptcy and positions for the restructuring.

His Chapter 11 Track Record

Subin has a documented history of involvement with companies that went through bankruptcy:

FiberTower (2012): Board Director from 2001–2014. FiberTower was a wireless backhaul telecom company that filed a prepackaged Chapter 11 in 2012 after spectrum licensing issues crippled its business model. It was ultimately acquired by AT&T for its spectrum assets. Subin was on the board before, during, and after the bankruptcy — suggesting he stayed involved to maximize asset recovery value.

Movie Gallery (2008–2010): Chairman through its bankruptcy and liquidation. Movie Gallery was the second-largest video rental chain in the US. It filed Chapter 11 in 2007, emerged briefly, then liquidated in 2010. Subin chaired it through the final wind-down.

Hancock Fabrics (2009–2016): Director through its Chapter 11 filing in 2016 and subsequent liquidation.

Centrus Energy (2017–2023): Director. Centrus (formerly USEC) was a uranium enrichment company that emerged from bankruptcy in 2014. Subin joined post-emergence and served through its recovery period.

The pattern across all four: telecom or distressed companies, board-level involvement, present through the restructuring process. He is not a passive bystander — he takes seats, participates in governance, and positions for asset recovery.

His Optimum Position

He initiated his position in early June 2026 and doubled down aggressively through October, culminating in an amendment filed the exact day the WSJ reported the bankruptcy prep. He went from 5.4% to 13.3% — adding nearly 6 million shares — while the company was visibly heading toward restructuring.

What He Is Likely Doing

Given his history, this is almost certainly a calculated distressed play with one or more of these goals:

1. Equity blocking position. In Chapter 11, a reorganization plan requires approval. Large equity holders can object, delay, and create leverage. At 13.3% he cannot block a plan alone, but he can be disruptive enough that the new lender-owners negotiating the plan find it easier to offer equity holders a small stub recovery than fight him.

2. Board seat in reorganized company. His FiberTower and other histories show he pursues board representation. In a restructured Optimum where Drahi and his son are off the board and new lender-shareholders are building a new governance structure, a 13.3% equity holder with telecom board experience is a natural candidate for a seat — or at minimum a negotiating chip.

3. Spectrum or infrastructure asset thesis. His FiberTower experience was ultimately about spectrum value hidden inside a failing company. Optimum's cable infrastructure — the physical plant, the franchise agreements, the customer base — has real underlying asset value that a pure debt restructuring may not fully capture for equity holders. He may believe equity isn't entirely worthless if the reorganized company is properly run.

4. Conversion to 13D. He is currently passive (13G). If he files a 13D amendment, that means he has shifted to active/activist mode — formally declaring intent to influence management, governance, or the restructuring outcome. Watch for that filing.

Bottom Line

Neil Subin is a seasoned distressed telecom investor who has been quietly building a 13.3% position in a company he has watched approach bankruptcy for months. He has sat on bankruptcy boards before. He knows exactly what he's doing. He is positioning to have influence over — or at minimum extract value from — whatever Optimum becomes on the other side of Chapter 11. He is not there to lose money passively as equity gets wiped out. He has a plan.

The financial technology firm Paypal is implementing significant workforce reductions. Over 2,000 employees will be impacted by these cuts. Additionally, the company plans to decrease its management roles by over a quarter. These measures are part of a broader restructuring effort. The exact reasons for these changes were not detailed.

https://www.tokenpost.com/news/business/41905

ConocoPhillips is shifting some IT operations to an outside provider. This change is expected to impact its global IT organization. The company anticipates targeted workforce reductions. It is unclear if Bartlesville employees will be affected by these changes. The move aims to improve efficiency, scale, and flexibility.

Bartlesville, Oklahoma

https://www.newson6.com/tulsa-oklahoma-news/conocophillips-it-layoffs-bartlesville-oklahoma

I heard that McKinsey has identified a new business vertical for Comcast, something fundamentally different from the businesses the company has operated for decades (more about it below). The proposed restructuring is designed to position us for this new direction. We need to be gradually shifting resources, investments and priorities away from our traditional business - that's the only way for us to survive and therefore keep our jobs (if we are lucky to survive).

Comcast's legacy businesses face increasing pressure from cord-cutting + changing consumer behavior + competition. We got to build an org capable of competing in markets where future growth and profitability may be stronger.

Still, nobody seems to know exactly what this new vertical will be. But one thing appears seems to be apparent we are preparing for a future that looks VERY different from its past and the current restructuring may be only the beginning.

San Diego Pride's executive director is stepping down next month after less than a year in the role. This departure occurs as the nonprofit faces significant financial challenges. The organization plans to implement layoffs and reduce other staff to part-time status. These difficult decisions are necessary to address the organization's financial issues. The board is seeking a new leadership structure and a sustainable path forward.

San Diego, California

https://www.sandiegouniontribune.com/2026/10/27/facing-financial-troubles-and-layoffs-san-diego-pride-loses-its-seventh-leader-since-2023/

Regions being merged into 4 zones. Everything remaining (sales channels and marketing ops) leaving regions and being brought up to HQ. Except tech ops (maybe)

Centene beat Wall Street's Q3 earnings expectations. Management raised guidance. Everybody celebrate! 🎉

Except there's some interesting math buried in those results.

• ~61,000~ 53,900 employees. Down 7,000 in a year.
• 2.3 MILLION fewer managed-care members.
• GAAP administrative expenses actually INCREASED.
• $480 MILLION in expected restructuring costs excluded from adjusted earnings.
• GAAP EPS: −$0.14. Adjusted EPS: +$0.58.

During the earnings call, Barclays analyst Andrew Mok asked a pretty reasonable question:

• What are the annualized savings from that $480 million restructuring?*

Management couldn't quantify them. Just promises of improvement in 2027. Meanwhile, Sarah London talked about AI, automation, and investments in the company's data and context layer.

Oh, excellent! So where's the ROI?

What actually got more efficient? How much work shifted to vendors? What happened to service quality? And how much of the improving expense ratio comes from actual productivity versus simply having fewer members?

Because Centene acknowledged that changing business mix contributed to the improvement. That's not necessarily transformation. That's math.

You can eliminate thousands of jobs, shrink the business, outsource operations, and call it AI-enabled efficiency. But until you demonstrate better outcomes at a sustainably lower total cost, you've demonstrated cost cutting. Not transformation.

And if you eliminated the people who actually understood how the business worked? Don't worry. I'm sure the consultants can figure it out. 😂 Maybe they can even explain why the analysts didn't ask for the actual ROI before celebrating it.

And here's another question Wall Street should've asked:

• After the last 10–12 earnings calls, why should investors continue taking Drew Asher's forward-looking assurances at face value without demanding a scorecard of what was promised versus what actually happened?* Isn’t he on the way out?? I guess the company gets a pass if the future stack prices are good for inverstors? Yeah, let’s go with that.

The reality??? Go back in time and show us the original projections, the revisions, the actual results, and the explanations for the misses. Quarter by quarter. Because eventually, "trust us, next year will be better" stops being guidance and starts being a question about accountability. 🤔 Seriously though… go back and look at them. I did before writing this.

For those who have been here 9-10 years or longer, what is the layoff/restructuring count at this point?

Is there any realistic vision for long-term survival? At some point private equity will want whatever it can get that’s left.

Apple is undergoing significant workforce changes under its new CEO, John Ternus. Recent reports indicate that over 400 positions have been eliminated, primarily affecting teams focused on AI and mixed-reality development. This restructuring also includes the removal of a layer of hardware managers and directors. While a large-scale layoff plan for AppleCare was reportedly canceled, these targeted cuts signal a shift in the company's operational strategy. The total number of affected employees remains a small fraction of Apple's overall workforce.

Cupertino, California

https://gulfnews.com/technology/apple-cuts-400-jobs-directors-sacked-as-new-ceo-john-ternus-swings-the-axe-report-1.500723621

Auroch Digital is implementing a significant restructuring that will result in approximately 25% of its workforce being laid off. The studio cited an uncertain period for game developers as the reason for this decision. Despite recent games receiving positive player reception, the company acknowledged broader industry challenges. Auroch Digital stated its commitment to supporting affected employees through the consultation process. Development and post-launch support for existing titles will continue as planned.

Bristol, England

https://insider-gaming.com/auroch-digital-layoffs/

Love the bespoke approach to restructuring here. Other companies commit the rookie mistake of just naming a number and ripping off the Band-Aid—which accidentally stabilizes their stock price. Why settle for shareholder confidence when you can drag out the suspense and run a company-wide game of musical chairs instead?

Verizon has continued its year-long restructuring efforts by filing multiple WARN notices, resulting in nearly 5,700 job cuts since January. These reductions have been implemented through a series of smaller, ongoing layoffs rather than a single large announcement. The company's CEO initiated a significant restructuring plan last year aimed at reducing operating expenses. While these cuts have improved financial metrics, subscriber growth remains a challenge. The ongoing nature of these workforce adjustments suggests the restructuring is still in progress.

New York, NY

https://startupfortune.com/verizon-keeps-cutting-jobs-a-year-into-dan-schulmans-turnaround-plan/

Skydance is implementing a voluntary buyout program for some employees as part of its integration process. This initiative aims to provide eligible staff with an option to leave the company on their own terms. Concurrently, the company is enforcing a mandatory five-day-per-week in-office policy for all employees. Leadership believes this in-person collaboration is crucial for fostering creativity and business success. These changes follow Skydance's recent acquisition of Paramount and Warner Bros. Discovery.

Los Angeles, California

https://variety.com/2026/film/news/skydance-voluntary-buyouts-layoffs-5-days-per-week-in-office-policy-1236931402/