Just so people are aware, TI just substantially cut profit sharing for 2026 onward. We all basically got a large pay cut.
107 replies (most recent on top)
VP of marketing just said “changing the PS just makes sense, we can’t have OK years and pay out maximum money” in a townhall
It's all done by design.
TI doesn't want to announce any big layoff, they just want to rely on attrition and move a lot of job positions to Bangalore.
The yearly base salary increase in Bangalore is between 12% and 20%. Cutting profit sharing won't have any impact there.
If you know anybody who worked in Bangalore for the last 3-4 years, ask them about the number of people working there now and the buildings TI is renting or building.
@fv Thanks for the morale boost Haviv.
@fv brother, when your compensation goes down, that isn't it catching up
@fr According to the Federal Open Market Committee (FOMC) meeting held on December 9–10, 2025, inflation from 2026–2029 is projected to be in the low-2% range, so it seems the worst cost-of-living spikes are behind us. This should ease the pain a bit as we continue to show “urgency” and “lean in,” working hard for our compensation and purchasing power to catch up to prior levels.
A hypothetical one-time merit raise of 12% or so would make things “whole” for a lot of pay grades. It would keep overall pay over the years on the same track. That’s probably how it was done to keep these certain managers unaffected.
@fm When you've worked here as long as I have, you end up being privy to a lot of stuff going on behind the scenes. Of course do take it all with a grain of salt, as I myself have not seen such claims substantiated with my own eyes, but of what I have heard, from people I have held longtime trust in, who I consider to be credible... it is quite troubling.
Ugh! I did some maths. This change sets my salary back literally by 2 years. My cash comp will be less in 2027. In 2028 it will equal my 2026 comp. I won’t see a a real increase until 2029. This is devastating!
I would need a 10% raise just to keep my overall pay intact. It’s like TI wants their talent to jump ship.
@fc reducing our pay makes us non-competitive in the job market. That means new talent has no reason to come here and current talent has no reason to stay. Attrition of talent with nothing to replace it isn't the way to run a company if the goal is success.
@f6 They've laid off thousands of people prior to this pay cut. Do you not actually work here or something? This is just bad leadership.
So many other issues going on currently too.
Company culture is down right toxic. Constantly laying off people, then yelling at you to pick up the slack. Many people I know are working 12 hrs a day. Then are told to work harder.
This is just a slap in the face.
As said earlier, when Lehi joined we were told "TI never lays off and profit sharing is amazing"
So much for that. Lehi is a ghost town and a shell of its former glory days. Place was gutted. Now I expect many more people will leave. Heck I suspect Dallas is turning into a Ghost town these days.
@fj
How would they avoid it if the paycuts are company wide? Esp if the claim is relating to PS going down there’s no avoiding for anyone.
FWIW, if someone avoided the last couple years of slashed variable
comp or didn’t get dinged as bad on base pay reductions, it’s because some SVP/VP and HR allowed it and likely would tie it to top performance.
Not denying the shenanigans going on right now. But claims like this are a lot less factual. Esp compared to the broader and confirmable issues being discussed on this thread.
Rich Templeton fully steps away.
Haviv immediately cuts the profit sharing benefit.
Allah’s Apostle is proven right once again.
Yeah been talking with a few friends I have in a couple different teams, and there’s a rumor going around... Apparently a select few in middle management have somehow avoided the "so-called" company-wide pay cuts. Not really sure what the situation is with upper management though honestly. Got some info from a couple sources I consider to be pretty credible though, and it’s more than just talk. Can’t lie, I feel physically sick to my stomach right now after all of this. Hard not to be when we put so much effort into our work tbh. Everyone I know is giving it their all... Never thought things would play out like this.
When I was an NCG I was told there was great work-life balance, and competitive compensation due to the 20% profit sharing.
It went from 2 days a week in office to 4 days a week in office. Now the mandatory 5 days a week in office. More than 10+ from my group left for better comp and hybrid balance. The budget was suppose to be "tight" for raises and necessary equipment purchases despite senior engineers leaving, and freeing up budget allocation. The work obviously got double due to missing headcount, but don't worry they will artificially hire NCGs with LLM subscriptions.
Welcome to the ricefields, let's see if you can last long to see your awarded RSUs. It might be too late already because HR has already got an LLM agent optimizing you out of the spreadsheet 🤫
Not true. A linear pay cut does not have equal impact across all pay scales. This is why we have progression in tax tiers and deductions for things like medical expenses and dependents.
Some of y’all gotta chill and get better at math. Someone said this is to get rid of old people. That’s absurd. Yes, if you have a higher cash comp this will cost you more money, but it’s the exact same percentage of your base salary whether you’re 20 or 70, so it’s fair and equal. The only people that don’t get impacted are those whose comp is weighed toward stock and not cash, ie VP level and above. TI is stingy with stock compared to most companies.
@f6
Who’s going to tell them that the RIFs will continue regardless?
@f7 Right on the money... or lack thereof in all of our our wallets' cases...
I've just got 2 more years till retirement... just keep the benefits around for that and I'll keep on chugging... just don't cut into my 401k LOL!
Executive leadership have different compensation packages. Base pay for them is something like 10% of their overall compensation. They majority of their pay is the millions of dollars of stock options they recieve every year. PFO payout is pocket change compared to that. They don’t feel it one little bit.
This also means they are incentivized to pump the stock price as much as possible. They are getting filthy rich by harming our compensation packages. They know it, and they don’t care. I’ve heard them laughing in meeting rooms as I walk by unnoticed. They think it’s funny when we suffer.
Look. I understand that a cut in pay is never something that anyone is looking forward to, but in this economy we should all take a step back and look at the bigger picture. While many other companies (my second remote job included) have been doing massive restructures and overhauls, TI has opted to go a different route, allowing them to keep all of us employed despite the losses in revenue that we as a company have experienced. "Surviving" the restructuring my second job went through has given me a clearer outlook on my jobs, and I respect Texas Instruments for keeping our stress levels down through a simple salary reduction rather than making us feel like we could all land on the "chopping block" at a moment's notice. If you take the time to look at the whole situation, it could have gone a lot worse... Would you rather keep that 10% of your paycheck but have your long time coworker and friend get fired and have no way to provide for his or her family?
Just food for thought.
I accepted the recent pay cut in the belief that it was being applied fairly across the company. However, I have a growing concern that the company's leadership might not have experienced a similar reduction in salary despite the rest of the workforce absorbing these real, potentially life changing financial losses. I work closely with several people in senior management. Without revealing anything that could implicate myself, several of them expressed their condolences with the pay cut-- in such a way that sounded as if they were not experiencing the same troubles. If true, this lack of transparency and shared sacrifice seriously undermines my trust with TI. If sacrifices need to be made, they should start at the top rather than hurting the little guy.
@f1 Some may not know, but we used to get a 2% TI contribution to our 401(k), in addition to the 4% match. So it was a nice 6% total, which really helped. They quietly got rid of that a few years ago…
Another example: the ESPP used to be different, too. You’d get the better (lower) TXN price at the beginning or end of the cycle, so the upside was pretty much always higher than it is now. Benefits always seem to go down over time, not up.
@ey Your anger here is misdirected. Blame upper management for not paying the rest of us fairly. The sales team is just like any other team here, some people are great and some people aren’t.
@f1 Exactly, at this rate the company will only be H1B hires and new college grads.
This is all geared towards harming existing longtime (wink wink age 40+) employees and driving reduction in headcount through attrition. They know the older engineers have the bigger paychecks, so proportionally hurts them way more than NCG employees. It’s age discrimination, pure and simple, as a way to force out the older engineers.
Just you watch. They will reduce the 401k match next. Then they will drop vital medications from our insurance. Anything to sneak swaths of constructive dismissals under the table aimed at protected groups.
Beatings will continue until morale improves.
If yall dont get that PFO to 60%, expect the new 2027 plan: The cafeteria staff headcount and budget will be cut. All food options will be replaced with a singular portion of Soylent sludge and lunch breaks will go from 1hr to 15 minutes to maximize productivity. Why do yall need a full hour to eat food and interact with other people? Webex meetings gives yall enough human interaction time.
Starbucks will be closed down and replaced with a soy energy brick vending machine.
@ey give PMEs commission!
TSRs and FAEs get PS + quarterly commission checks + the same salary base as a PME/APP/System role + plus a car payment every month. And, we know they don’t do sh-t.
Why don’t we start there? No PS for the sales org. They don’t deserve it! “TI is a sales driven company” yeah and the sales team su-ks! Why the he-l are you overpaying them?
You incentivize by increasing the reward cap. Not by reducing the value of the overall incentive. By current projections, everyone just took a 6.5% pay cut for 2026. That’s demoralizing, not incentivizing.
And why? To pump the stock price. Cost reductions everywhere and no money for anything. Shareholders want to get as much value out of their shares as they can before dumping it all, making out like bandits, and selling off the smoldering remains of the company. That’s what’s happening here. Haviv isn’t growing the company. He’s doing a controlled demolition at the behest of his shareholder handlers.
I get their point that you need to move the bar higher if you max out incentive pay for several years in a row. HOWEVER, they should have done it incrementally over 3-5 years without causing a sudden 5-10% pay cut.
I did some off the cuff numbers with historical PFO payouts compared to the new matrix.
Our profit sharing, with this new matrix, is worth 25% less! Imagine if TI decided to reduce the coverage of our health insurance by 25%. That’s what these fu--ing ba----ds did! motherf----rI’m so angry!
Kiss regular 19-20% payouts goodbye. Now it’s going to be 11-12% with the occasional 18% to swing the average.
We will never, EVER see 25%. The second we go above 20% those dog-fu----s will change the matrix again and lay off 10% of the workforce.
Do you think about leaving - all the time.
Do we retain the right talent - no
Do you have the tools to do your job - no
Imagine if we didn't work at such a political company and management could accept real feedback. Basically working to be a politician at this point.
I encourage everyone to start doing quiet quitting while we look for greener pastures. Take longer lunches. Come in late. Leave early. Work from home as much as possible (you aren’t getting past the next major layoff anyway). If TI is going to cut compensation, then take back your time plus interest.
TI is a dried up dairy cow on her way to the sla-ghterhouse. Everyone at the top is already marking out their favorite cuts of meat for themselves. Get the biggest tank of milk you can for yourself before the corpos RIF you.
So the PS bonus is 19% this year?
I was laid off from RFAB at the end of June after 4.5 years. It was shocking and caught me off guard. A few months later, I landed a new career in natural gas pipeline control.
As upset as I was when it happened, I'm thrilled to have been forced out. My new company actually gives a sh!t, my hourly is decently higher (though my annual pay is a few thousand less because of the overtime), and I seem to be the only external hire in my department because this company actually develops and moves their talent. I highly recommend getting out of that sinking ship.
Now the payout is as such:
Below 20 PFO: no payout
PFO 20: 5%
Per +1 PFO: +0.5%
Cap is 25% at 60 PFO!
For comparison, the old cap was 20% at 35 PFO. We can expect our profit sharing to plummet from 19% this year to 10% next year.
PFO has DECREASED in 2025 by 1%. It’s on a downward trend!
I was relying on this profit sharing to pay for my child’s education. For myself, this represents a 10% reduction in my overall compensation. This is a MASSIVE pay cut that damages my family finances!
I’m going to have to start looking elsewhere this year. I just have to. Cost of living in Dallas isn’t getting any better, and this is too much.
Haviv can eat my hot sloppy meat.
@dj For those who were lucky enough to leave for something better. What has just happened is a new formula. The PFO that used to give you 20% PS will now give you 13%.
They extended the range but it is not realistic to ever get there.
The message from the management is very clear to me: "If you keep working this year as hard as you did last year, we give you 7% less".
I feel more motivated than ever.
For those asking, we used to get a 20% bonus at 35% pfo. That 35% pfo now gets us a 12.5% bonus. 20% is now at 50% pfo, which we have only hit one time in the past decade. We now max out at a 25% bonus at 60% pfo, which is unrealistic to believe we will ever hit. Our average PFO over the past decade, which has been a particularly good decade for PFO at TI, is about 40%. So the average expected bonus, based on the new bonus structure, is about 15%. With that said, a year like this past year would have been a 12% bonus.
@dk They do have RSUs in Europe. I got them 8 years ago. However, these were different times.