#talent

Companies are increasingly using voluntary buyout programs as an alternative to traditional layoffs. While these programs can offer a more compassionate approach to reducing headcount, experts warn of a significant risk. The primary concern is that top-performing employees, with their strong skills and networks, are more likely to accept buyouts. This could lead to the departure of valuable talent, leaving the company with a less experienced workforce. HR professionals must consider this potential loss when implementing such strategies.

Redmond, Washington

https://www.hr-brew.com/stories/hr-risks-losing-top-performers-with-voluntary-buyout-programs

Every week a talented colleague is leaving. And it’s not just malcontents, but includes people who drank the cool aid from a Big Gulp. Just found out another one today. The talent/brain drain is staggering! The executives are getting what they wished for. I hope they are happy. Once this train accelerates it will be tough to slow down.

It seems like every week I’m finding out a talented colleague has left or is about to. And it’s not malcontents, but people who drank the CVX cool aid from a Big Gulp. Just found out another one today. The talent/brain drain is staggering.

Workday has a giant list of jobs that posted.
Rumors are no longer rumors once the reqs go up. Confirms all the LinkedIn posts many of us have been seeing in these departments last two days.

I am hearing from folks that Talent/HR was Yesterday tomorrow and below is the future proposed breakdown: When people get their lay off notices.

Friday SVPs
Monday is VPs/ED's
Tuesday Is The Rest: (Directors, Managers, Specialist, Analysts etc)

Hundreds laid off between yesterday and this morning, mostly managers and directors

How much talent do you think Emerson has lost in the last decade? Specifically people walking away versus being laid off. Are they better off now?

Is it even going to go in production in 2028 at least?

How is the CA talent working on it, are they really from tech industry?

I imagine gunjan is fuming in her office today. Saw much in the news today about the Trump admin cracking down on corporations like Microsoft, cognizant, infosys, etc. for replacing American workers with cheap foreign labor (indians).

Can they look into USB next?

Hate Trump all you want, but if we had a Democrat in office we would be getting flooded with more "talent" from India. At least something is being done to help us.

1. Transformation cost. How much has the transformation cost so far, and how many roles have moved to shared services and Indians offshore locations? We're told every quarter that headcount is tight, yet the work doesn't disappear. It just lands somewhere else, and the people left behind absorb the extra load. If the savings are real, show the net number after severance, transition costs, and consulting fees.

2. Relocation vs. visa spend. Relocation support was shut down on the grounds of cost control, but there's apparently still budget for hundreds of Indians H1B filings and the fees that come with them. I'm not asking who should or shouldn't be hired. I'm asking how the company decides which talent costs are worth paying for and which aren't. Either talent acquisition is a priority and it's funded consistently, or it isn't.

Is there anybody worth their salt still left at Intel? I'm no longer there, but reading this forum, it certainly doesn't seem like many good ones are left.

What credentials does she have? Anyone who questions her is in fear of getting laid off or leaves out of frustration. The lack of accountability at Nike is infuriating which is why we are failing. Get rid of these toxic leaders who don’t value talented colleagues

Veteran talent agent Samantha Crisp has joined Artists & Representatives. This move follows recent layoffs at The Kohner Agency. Crisp previously worked at Kohner for 25 years. Another former Kohner agent, Amanda Glazer, also recently moved to a new firm. Crisp will be based in A&R's Los Angeles offices.

Los Angeles, California

https://deadline.com/2026/10/samantha-crisp-joins-artists-and-representatives-kohner-layoffs-1237144546/

Last few days of some wonderful colleagues. Honestly staying here over 8 years, the level of talent i have seen at Paypal across teams and amount it has bled to attrition, rival firms and layoffs in mind-bending. God help this company

I noticed on LinkedIn that Cadence appears to be aggressively recruiting senior R&D talent in the U.S., particularly in San Jose, where there are more than 100 job openings. After skipping RSUs in 2024 and the significant reductions in bonuses and RSUs in 2025, I believe many senior R&D engineers with more than 10 years of experience could be attracted by opportunities at Cadence.

It will be interesting to see how Sassine handles this situation. After three rounds of layoffs, the departure of even one key person could potentially create significant problems.

reservoir engineers and geos?

To those impacted yesterday - I'm sorry. You didn't lose your talent, the company lost it.

To those of us who survived, refreshing thelayoff.com:

They didn't lay off the work, they just laid off the people who did the work. That work is now yours.

A title can't execute a roadmap. A spreadsheet can't fix a prod outage at 2am.

If you were spared, you weren't saved - you were given a deadline. Use it.

... Cleaning up on DVN talent. The really good talent. Folks have more faith in Kate and Justin, which is saying something after the Hager years.

New research suggests companies using AI for layoffs may face higher costs rehiring staff later. Gartner predicts 30% of AI-displaced workers will need to be brought back by 2029. This rehiring could be more expensive than their original salaries. Organizations should focus on workforce amplification, not just automation, to avoid talent pipeline depletion. Failing to do so risks hindering innovation and competitive edge.

Canada

https://www.hcamag.com/ca/specialization/transformation/employers-will-need-to-rehire-30-of-workers-affected-by-ai-layoffs-at-higher-cost-report/589966

What could have been a fantastic company across many markets has proven that poor leadership, politics, and undervaluing talent can cause damage so deep that it is not recoverable. Ever. The manner in which oracle has operated only cast a shadow and reward behaviors that continue to demoralize.

If you were impacted today my thoughts are with you. The world outside of Oracle is much, much better. If you were not impacted, there's a lot of opportunity out there for good talent. Run away as fast as possible.

Gartner predicts that by 2029, one-third of positions eliminated due to AI-related layoffs will be refilled. This suggests that many companies made premature and excessive workforce reductions. The research indicates that these cuts deplete talent and institutional knowledge, leading to higher recruitment and training costs. Organizations prioritizing cost savings from AI risk being outpaced by those reinvesting in innovation and upskilling. Many executives are reportedly using AI as a pretext for budget-driven layoffs.

https://www.computerworld.com/article/4220413/layoff-remorse-gartner-says-at-least-one-in-three-positions-eliminated-by-ai-will-be-restored-by-2029-at-a-higher-cost.html

manager: "I’m expected to set priorities, resolve tradeoffs, develop talent, coordinate across functions, and create accountability" but isn’t this the full scope of what all ICs supposed to do? Individual contributors already juggle their technical workload, and they’re obligated to take on all the managerial responsibilities on top of it but without the title, authority, or benefits.

Synopsys is in real trouble. Most of the people with actual skills, the ones who could make a difference anywhere, are headed for the door. They've figured out that better pay, significantly better culture, and actual work-life balance are out there. Unless something drastic changes, there won't be any true talent left here soon.

BNY doesn't seem interested in keeping talented employees. They're paying some truly great people to walk out the door with each new layoff. I don't understand the strategy. You pay people to join, you invest in them, and then you pay them to leave? The math doesn't add up.

Any information with TCA roles?

The hipos they stacked in LCS and LCDC failed spectacularly. Tells you a lot about the hipos doesn’t it.

AmD is very successful and working model for other companies to follow. Why do managers use their excellent skills to just copy and paste to follow their working model.

1. Get a new female PhD CEO
2. Go fabless and abandon all fabs to save costs
3. Stop layoffs and hire more talents to growth

Half the world is leaving for bank of New York Mellon. Why is JPM losing so much talent?

They lay off talented people, and then when they need the work done, they have to hire two people to replace one. How's that efficient?

The last few years of your career should be your best and most enjoyable as you are supposed to be in roles where you can mentor for succession planning to keep your investment in the company and stock prices continue to rise. XOM has now made those people a target to eliminate. I see senior technical people retiring and some surprisingly resigning before retirement eligibility in a company that is already stretched for talent and experience. Once they get rid of the NRE's which is evident in their plans, there won't be anyone to pass on the practical knowledge on to the next generation. But, do they care?

Tim Tebow has signed a multi-year contract extension with ESPN, securing his role on SEC Nation and other programming. This comes as the network undergoes significant layoffs, impacting several prominent on-air personalities. Notable figures reportedly let go include Ryan Clark, Cam Newton, and Bart Scott. The timing of Tebow's new deal highlights a stark contrast between his continued employment and the departures of other established talents. This development signals a shift in the network's talent strategy amidst financial restructuring.

https://sports.yahoo.com/articles/espn-layoffs-tim-tebow-signs-190013051.html

Lots of discussion on here about the EVP of
HR. Perhaps Mark made another bad hire?! Talk about a poor selector of talent.

Flocks of our staff are jumping over to other companies. Recent trends also indicate Sixt is picking up talent. Who’s running over Kennedy’s empire?

I'm watching more and more people make their exit. One of my coworkers just left for a job that pays significantly less, and he says he's never been happier, and I believe him. Others are just hanging on, waiting for a layoff so they can get severance and then they're gone too. I think management thinks they're saving money, but losing all this talent is going to cost them far more in the long run.

this week everyone got to see the quality of resources from offshore during a sev1 issue call in the CSO/EdHayes Org. These folks from India cannot speak a line of English correctly, cannot articulate the problem nor the impacts, and don't even have the technical understanding.... These folks in India get hired thru recommendations, caste or region feeling or thru bribery... almost all of them who joined the bridge were remotely even qualified for the job. There is this girl who joined the call who would not understand basic instructions and the onshore experts had to come to her rescue!! Yet these crooks at the top want to ship jobs to India laying off quality talent here in the US and eventually backstabbing the american people who pay the bills for AT&T products and services!! Just crazy unbelievable that this is happening!!

We are being asked to do review. Is this a precursor for identifying people to put on layoff list? Looking for intel.

I know there were deep cuts of talented people even younger engineers. From my time there, I recall there were already many positions that hadn’t been back filled.