Is it as bad as the Bloomberg article says? 20%?
What’s starting salary of an engineer now a days? $130K?
11 replies (most recent on top)
Starting salary about $100k
My team started 2022 with 16 and was down to 10 by June.
People aren’t just leaving. They are being pushed out with the PIP. Most are taking the PIL to get the extra month of benefits and salary while they transition. This allows to company to claim they are not laying off. Refuse to go along with unethical decisions by a supervisor who knows nothing about the area they are working and you too will be part of the “attrition”.
I know in IT the number is more like 20% YTD
WE3 is a great idea; you guys don't know what you're missing. Like my colleague Bill K says... you "hot shots" have no clue.
Annandale is actually trying to entice some of the MTS back, yes the talented PHDs are being contacted to rejoin. Can’t make this stuff up . This place is a mess…..total cluster gone in 2025…..
XOM will end up as a transaction and management company with all services, including technical and scientific jobs (except a few) offshored to the lowest cost centers or pushed off to vendors.
Don't waste your time here if you want meaningful work. I know several people who regretted joining. Don't be lured in by the sales pitch or the big $$ number they throw at you at first. The toxic managers and execs will continue to collect bigger and bigger paychecks as they squeeze the levels below for more and more and more.
I can understand the concept of WE3 in a shrinking organisation however, it means that you can further rationalise the office space. In the UK for example, we're at probably 30% occupancy maximum daily, so shutting the office and leasing a quarter of the current space maximum seems reasonable. In typical EM fashion however, we've still got the same office with the same overheads being hugely underutilised.
Most people view attrition as a bad thing. Attrition, assisted by PIP, is why EM has not had a major layoff this year in the transition to BTC.
I thought that attrition would also be a motivation for Management and HR to treats the remaining employees better, but then the raises that were far below inflation and change in vacation policy and WE3 implementation proved that wrong.
The raises and vacation policies simply show that HR and Management want to increase attrition, while squeezing the remaining employees to ensure unhappiness.
WE3 implementation during a time of excess office space and record profits also blatant signal for employees to exit EM or stay and endure as much suffering as Execs can dream up.
WE3 was created when EM was growing and hiring, trying to make use of limited office space and also reduce the planned size of campus significantly. WE3 was a suffering to endure during a tough time of need. It takes a special kind of STUPID for any manager to think WE3 is acceptable when office space far outnumbers staff, and profits at record level. True embarrassment/insult that an Exec would consider WE3 at this time.
https://seekingalpha.com/news/3891566-exxons-toxic-culture-drives-workers-from-a-once-coveted-career-bloomberg
Worse in some parts of the company and locations. Starting salaries still close to $100k. Salaries have stagnated and are going down relative to other options. Talent continues to leave to go to Amazon, Tesla, Google. Not just ITbtalent. Engineers as well. Management doesn’t seem to care that highest ranked people are leaving.