#talent

Really really good geologists, engineers…Talent is the real competitive advantage.

They’re creating conditions so no skilled person with options would stick around. You can’t offshore every job. Thinking you can automate anything beyond repetitive tasks is laughable. Chasing the bottom of the barrel guarantees problems. Specific experience, role secrets, and workarounds matter. Paying for quality is an investment, while saving $10 now can cost $100 tomorrow. Apparently, they haven’t grasped the concept. Piles of money, right here and right now, are blinding, I guess.

Wonder if Chevron is hiring good talent folks or just bunch of losers who have nowhere to go.

These workforce cuts are creating a deeper problem that isn't being discussed. We haven't been attracting top-tier talent for a long time because the word is out about how things work here. By letting some of our most capable people go and filling spots with unprepared new hires, PepsoCo is slowly dismantling its own future.

a company in healthier stage was valued less than a company with more than half of talent gone. To think that former WD management adds that much to the premium is something only seen by Wall Street - bulls create unthinkable scenarios

If anything, the better you are at your job, the higher the odds you get cut. The only guiding principle has been the short-term bottom line. Not long-term stability, and definitely not some bold strategic vision. That would require effort. So brace for yet another round of shedding talent and competence.

https://www.trendforce.com/news/2025/11/26/news-beyond-ex-vp-lo-intel-is-reportedly-poaching-tsmc-arizona-engineers-with-20-30-higher-salaries/?utm_source=chatgpt.com

What are they upto?

None of it makes sense. I lost several exceptional people from my team. It feels like the decisions were made strictly by the numbers, and because of that we’ve let go of some truly valuable talent. How is that supposed to work long-term?

Some more major talent left yesterday , many that were the glue for Enterprise customers. There are random sales people that noone knows filling the gaps of leavers.

The 15th of November fell on Saturday so the RIFs rolled Monday . Remember 2024 rolled same dates in January

So, there's a lot going on here… Q3 and we're revving up for Q4… and we're preparing preparing for Q1. you know we have our eyes on the following Q2 and Q3 that comes after that and then that pivotal Q4 kind of ramping out to 2027… pivotal Q1, until 2027 Q2, followed by that Q3 and the Q4, kind of going into 2028 Q1. so there's a lot that we are kind of like laddering up there's a lot, kind of going over and we're gonna make sure that we kind of like we are not boiling the ocean or jumping shark next quarter. And talent retention.

What is going with this team? So many leaders have departed and they are unable to retain talent. Place is a mess and it’s enough time to leave.

In orgs that reward visibility over results, advancement goes to the safest pick, not the strongest performer… the chosen few keep things calm, nod along, and soothe the people above them…

Real competence can unsettle because it exposes gaps and weaknesses... when u do excellent work leaders are forced to confront how little control they actually have….So instead of building strength, these systems recycle timidity and value loyalty much more than leadership. Once the loop starts each layer shields the one above, and real talent burns out or walks. This is how mediocrity becomes the norm.

We are interviewing at least 3 current Belk planners and buyers at my new company and that's just for open positions on my team hahhahahaaha.

They are losing so much talent and I am here for it. FAFO

I can’t believe how much talent will be forced out over the next year through the country studies. We are struggling for good people already and we are walking off the edge off a cliff blindfolded. It’s not if but when this will blow back.

Every year, the United States opens its doors to tens of thousands of H-1B visa holders — highly skilled professionals, mostly from India and China, who fill roles in technology, engineering, and healthcare. Politicians and CEOs justify it as a necessity: “We don’t have enough qualified workers.” But maybe the real question is — why don’t we?

The U.S. government has built a system that rewards importing talent instead of investing in it. For decades, America has underfunded public universities, allowed tuition to skyrocket, and turned higher education into a business. A degree in computer science or engineering can now leave a young American buried under six figures of debt. Meanwhile, companies say they “can’t find talent” and turn abroad — where other nations educate millions of students in STEM for a fraction of the cost.

Countries like India and China don’t just produce skilled graduates — they do it through public investment. Their taxpayers subsidize the training of engineers who later come to work for Google, Microsoft, or Amazon in America. The U.S. benefits from that education for free. It’s a brilliant deal for corporations — and a terrible one for American students.

The H-1B program wasn’t meant to undercut American workers, but that’s often the effect. It’s a convenient tool for corporations to access cheaper, compliant labor without addressing the deeper issue: America’s refusal to make education accessible and affordable. Free tuition or debt-free public universities would build a domestic pipeline of talent that could easily compete with the global workforce. But such reforms don’t attract corporate lobbyists. Visa programs do.

So, the cycle continues. The U.S. imports the best minds from abroad, while millions of bright young Americans are priced out of their own future. The “land of opportunity” keeps outsourcing opportunity itself.

If America truly wants to stay competitive in the 21st century, it must stop renting its brainpower and start growing it.

How is it that someone walked out of P66 is now doing the same to bring his minions in from the same company. Some really solid talent getting out or being walked out.

Constant reduction in talent, structural cost reductions, feedback like we are going to squeeze until something breaks. How can we maximize shareholder value for the long term when we are just focused on the drive to the bottom.

Has anyone else heard that Doug is going to Apple to assist with their in-house AI program? A few people mentioned this during a meeting late last week.

Too bad we don’t have new talent in the CEO office:
https://fordauthority.com/2025/10/ford-ceo-jim-farley-all-new-talent-was-needed-for-universal-ev-platform/

We have several talented leaders considering leaving Canon. I personally know some of them. If any one of these members decides to go, the impact on Canon will be significant. You will not only lose these leaders, but the loyal people who report to them. Be careful, these leaders drive revenue!

With Rizzo to Chief Operating Officer over both Property Liability and Protection, it appears Tom and the BOD have Mario as the inside candidate to follow TW. No doubt they'll search for external talent as well (such a great track record!), but he's a safe pick in Tom's world having come up through the Finance function. He'll get high grades for fixing the profit problem (novel--raise rates, tighten underwriting), and increasing shareholder value. Jess Merten to President of Property Liability provides him with an operating role for his resume. TW still has $200+ million in stock options, so he has a vested interest in shareholder value for sure. He'll probably stay as Chairman or non executive Chairman at retirement.

The time will come, and judging by how things look very soon, when chasing cheap, unskilled labor will backfire. There’s only so much core knowledge and experience a company can drain before everything collapses. Sooner or later, corporations will have to relearn the value of skilled labor - years of specialization, hard-earned expertise, and creativity born from experience. AI isn’t replacing anyone, and this obsession with cheap, easily replaceable workers will only lead to ruin. We’re already starting to see it happen.

I’m tired of executives saying we need H1B, how come SpaceX has zero H1B? Exxon/Amazon are more innovative than SpaceX?

Underwhelming
Splitting it in 2 is demotivating
Great way to push talent away

How hard is it to figure out that if you keep rewarding the wrong behaviors, you’ll drive away the very people keeping the lights on? The incompetence is staggering. It’s like watching someone intentionally burn their own house down and then complain it’s cold.

Considering WFH is more productive , attracts better talent, retains the last vestiges of existing talent, and considering commercial building costs makes RTO un-competitive .... does any of this make sense?

That’s about as solid proof as you’ll ever get that leadership is brain-dead. No wonder we’re circling the drain.

I know this is likely a moot point considering how we in the US are viewed but is it true that the highest pay jump you can receive only 15%. So if you jump from say G to I or H to J you can only receive a 15% raise? How does the firm retain talent if that’s the case? Seems like anyone jumping to VP level would be severely under paid vs external hires

We used to hire from tier 1 eng schools. What’s going on with all these new hires from Texas tech, LSU, etc? Even tier 2 like TAMU is declining…

Aug 21, 2025
PDF Version
Commitment builds on Kyndryl's existing presence in the country and advances AI initiatives,
while fostering the next generation of technology talent

BENGALURU, India, Aug. 21, 2025 /PRNewswire/ -- Kyndryl (NYSE: KD), a leading provider of mission-critical enterprise technology services, today announced its growth plans in India with a focus on modernizing essential technology infrastructure for leading organizations. As part of this $2.25 billion commitment over the next three years, Kyndryl is focusing on the development of future-ready talent and establishing an AI lab in India to expand the Company's impact in the world's most populous country.

Martin Schroeter, Chairman and CEO of Kyndryl, met with the Prime Minister of India Shri Narendra Modii on August 21, 2025, to discuss Kyndryl’s plans for expanding its presence in India, driving forward AI initiatives, and fostering future technology talent.

"Kyndryl is a proud, trusted partner to our customers and an employer of choice to tens of thousands of Kyndryls across India," said Martin Schroeter, Chairman and CEO, Kyndryl. "We're committed to further developing our people, expanding our technical capabilities and strengthening community partnerships to support growth, innovation and opportunity."

“India warmly welcomes global partners to explore the vast opportunities in our nation and collaborate with our talented youth to innovate and excel,” said Prime Minister of India Shri Narendra Modi. “Together, we all can build solutions that not only benefit India but also contribute to global progress.”

Kyndryl serves many of India's leading organizations across industries including Bangalore International Airport, Canara Bank, Central Board of Direct Taxes, CreditAccess Grameen, Dr LalPathLabs, Dr Reddy's Laboratories, ESAF Small Finance Bank, Godrej Consumer Products, Honda Motorcycles and Scooter India, Noida International Airport, National Stock Exchange of India, Somany Ceramics, Suryoday Bank, and more. The Company is focused on strategic areas that will contribute to India's digital public infrastructure goals and long-term economic health, including AI, cybersecurity and hybrid IT modernization.

"India has established itself as a global technology powerhouse, driven by a thriving startup ecosystem, world-class digital infrastructure and skilled workforce," said Lingraju Sawkar, President, Kyndryl India. "With this commitment, Kyndryl is focused on further supporting our customers in meeting their diverse transformation needs and scaling their operations for the next era of growth."

Kyndryl's planned commitment includes establishing an AI Innovation Lab in Bengaluru, deepening its engagement with the Government of India on AI, developing IT talent, and supporting digital training for roughly 200,000 citizens.

Kyndryl AI Innovation Lab
Kyndryl is establishing an AI Innovation Lab in Bengaluru to advance the Company's AI-powered consulting services. The Lab will include data scientists, consultants, and professionals offering collaborative co-creation experiences to help businesses adopt and implement AI, software and platform engineering solutions. Similar to the AI labs Kyndryl has established in the UK and Singapore, the Bengaluru Lab will focus on hiring and training professionals with skills in AI and associated technologies, including data, cloud, applications and platform engineering.

Consistent with the priorities of the INDIAai Mission, Kyndryl is contributing enterprise-grade AI capabilities including digital public infrastructure, governance transformation and economic competitiveness. As part of this initiative, Kyndryl will utilize the new Lab in Bengaluru to lead high-impact engagements that showcase AI for governance, critical infrastructure and cyber resilience. These initiatives will culminate at the AI Impact Summit being hosted by the Government of India in February 2026, where Kyndryl will feature its award-winning AI-enabled operating platform, Kyndryl Bridge, which has been recognized globally for leveraging AI efficiency at scale.

Deepening Strategic Engagement with the Government of India on AI
Kyndryl is also advancing its collaboration with the Government of India to drive AI-led transformation in governance. Kyndryl is signing a Memorandum of Understanding with the Ministry of Commerce & Industry on its Ease of Doing Business (EoDB) initiative, demonstrating how, through its AI platform Kyndryl Bridge and agentic AI capabilities, Kyndryl is pioneering efforts to apply AI in India's regulatory reform agenda.

Commitment to Talent and Skilling in India
Kyndryl is committing to programs that address the rising demand for advanced digital skills, which are crucial for driving economic growth across India. Kyndryl is continuing to upskill its people on AI, cybersecurity and other next-generation technologies – empowering its teams to lead in a rapidly evolving digital landscape. As part of this commitment, Kyndryl plans to establish offices in Tier 2 and Tier 3 cities to unlock high-potential talent and strengthen regional innovation ecosystems, as well as partner with graduate schools and research centers to create a new early career program in India.

In recent Kyndryl research, India leads in AI workforce readiness, with 37% of business leaders confident that their teams are fully prepared to adopt AI – well above the global average of 29%. AI adoption is also accelerating across business functions in India, with 72% of leaders prioritizing upskilling and workforce training to keep pace.

Social Impact at Scale
Through the company's social impact initiatives and grants by the Kyndryl Foundation, Kyndryl aims to provide resources to help train 200,000 beneficiaries across India, equipping them with in-demand digital skills. As part of this, Kyndryl is launching the Kyndryl Skilling program, which will expand access to advanced skilling courses including DevSecOps, Cloud Operations, and Resilient Systems. The program will be integrated within the portal of the National Institute of Electronics & Information Technology (NIELIT) to upskill students and professionals in new technologies. This builds on the recent announcement that the Data Security Council of India (DSCI), with the help of Kyndryl Foundation, has launched a state-of-the-art skilling facility in Mumbai focused on building cybersecurity skills and careers for underserved youth in India.

https://investors.kyndryl.com/news-releases/news-release-details/kyndryl-continues-invest-india-plans-spend-225-billion-over

I'm stuck working with people whose IQ is a few points above than a box of rocks. Not the sharpest tool in the tool shed, and I wind up doing their jobs for them. Not only do the smart, hard working people that got laid off got the shaft, but those also that remained with those that should have been let go.

With the never ending WFR,low moral,ever increasing sales quota,low pay by industry standard,full return to office,ever increasing KPI's,0 career progression,0 industry standard training,ever changing end goals and zero motivation from all involved.Has Dell completley lost any ability to attract or keep real talent going forward?
Seems to me like they have focused on the short term for far too long and this will be the downfall of the company.

It’s just about money, and more money. Which, in reality, means we’ve been disproportionately shedding talent.

Thats all the state yet all i see is hood , knowledgeable people being let go and the clueless ones kept. What in the actual f-k is this placing thinking and how do they think this is the smart way to do business. Lets run the company into the ground while we make millions looking down on people

13-15% will be laid off by November. What parts of Paramount will be cut the most? Curious as to what others are predicting. Best luck to all of you - some of the nicest and most talented people I've ever worked with.

Layoffs are still occurring with no transparency from leadership. We've seen many of our most talented people let go unexpectedly, it is a rough time to hit the bench...and has been for basically the last 3 years. Promotion cycles are still very lean, and raises are negligible. Tough times.

Oh goodie... We have a new Vice President.

F5 has hired yet another Vice President - this one is Vice President of Talent Acquisition....

It would seem to me that their first task would be is to rehire all those RIFd in the last several years. Yeah - I know that won't happen.