I know everyone is pretty much in the dark but I'm freaking out a bit... I'm an engineer 2 and I've been going through some health stuff and I've been on and off wfh so my swipes are very low for the last 5 months. My managers know and are understanding but idk if the ones doing the layoffs will see it that way.
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@d1 “they used to require patents to be a eng 5 now you just need a visa” - it is laughable that any white dudes with a patent under their names would work for Comcast as an E5, even in those glorious days of America you wingnuts long for.
I heard up to 80% to be offshored
Enjoy what you wish for because all of your senior engineers e4 and up are about to be CIEC without anyone around to tell them what actually needs to be done
I’m currently working with E4- and E5-level employees on my team, and you wouldn’t believe how much they struggle to complete the tasks assigned to them. They frequently seek help from colleagues at lower levels and rely on them to get their work done.
I don’t want to mention any names because I’m concerned about being targeted or facing retaliation.
Out of curiosity, I looked into their professional backgrounds and experience, and I was surprised to find that they have little to no prior experience in the field they are currently working in.
It makes me wonder how people reach these senior levels without having the necessary technical knowledge or hands-on experience to handle their responsibilities independently.
they used to require patents to be a eng 5 now you just need a visa
@av I’m pretty sure that more than 50% of the people currently in E4, E5, and E6 roles would struggle to meet even the expectations of an E3 position. Their technical background, work ethic, and level of accountability often seem misaligned with the responsibilities of their current roles. What surprises me most is how they managed to reach those positions in the first place.
They will definitely factor in tenure and seniority. Until five years ago, it was impossible to advance past E5. These days, there is a glut of E6 and Distinguished engineers, most of whom operate in a pseudo-managerial role. In essence, we have had too much middle management, which has slowed decision-making. I don't think stock vesting will play a role given how worthless our stock price has been.
They are cutting the underlings and those with the highest salaries and longest tenure. Thats what iv been seeing.
@aa Spot on, and probably add to this: 1) tenure (which effects RSU accrual/ungranted RSUs that can be put back into the saleable pile, vacation, other liabilities,etc. 2) "years of experience", aka age 3) whether or not someone is virtual
@a8 these situations are definitely done using lists at a very high level. They have to decide who goes and who stays somehow unfortunately. While it’s not random, they’re likely using very high level metrics and pay, without knowing anything outside of that. Object here for them is cutting money. So unfortunately high earners and folks within roles they see as duplicates or not necessary long term, that can be replaced offshore. And I’m sure there’s a list involving metrics/performance to be able to get rid of “low performers”.
@a4 swipes are simply a sign of obedience. Of course they take this into account.
@a3 mck did not pick who to let go, they didn’t make lists like described. Not defending them, just inaccurate description.
I highly highly doubt they used swipes to decide layoffs. This is a massive organizational change. Your role either fits their vision for the future or it doesn’t.
RIP.
McKinsey culled through 179,000 employees.
Majority of managers were not in the loop, as many of them were targeted to be cut.
Without managers being able to represent their reports, they probably used some pretty arbitrary metrics to pick who survived. Swipes might be one of them.
Don’t think it will be based on these things
None of that is factored in they only see the swipes