Leadership seemed convinced that getting rid of expensive senior employees would give the company a fresh start. Then they started bringing in younger workers and to nobody's shock, they didn't magically fix the bigger problems inside the company. Instead, they made it worse because so much institutional knowledge was lost. And now they want to do it again. Id--ts.
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The company is rotten at it's core. I was laid off but got decent package out of it so can't complain about my exit (last round). But what is saw over the years here is a bunch of mid/higher management fat cats not willing to upset status quo: chronic lack of accountability, countless of meaningless meetings about the meetings, chaos, zero quality. Fugazi. This company operates on Pareto like rule: 20% of people pulling 80% of weight.
I'm so happy to be gone, you can't believe how sh-t this place is until you try elsewhere.
@dd spot on
It really depends on which team you’re on. Some leaders just want to copy the No. 3 EDA vendor’s playbook wholesale and drop it into Synopsys. Good luck with that. Others will use the opportunity to purge anyone outside their inner circle. Some leaders may want to save their own team and may fire new hires too. It’s just chaos
If Synopsys is going to avoid a death spiral, the only real path is a new CEO—someone willing to do what Intel did: clean house at the SVP/VP level and cut loose the crony networks and old-colleague cliques without mercy.
ngl but some of these 'senior' employees were collecting easy pay checks and not doing much with their 'institutional knowledge'