#ai

I have not seen a post about the new productivity tracker going on. The first meet had most all principle engineers up and worried as they were told last year to start using AI, create tickets and push releases. After 4 months, they are most categorized as low value to the company. Only few senior engineers had records of commits and massive of features pushed to production.

It's just a say do process. Say we are doing this, assign it to a person, assign to a secondary, do what the ticket says, push the code and close, and repeat.

I am not surprised those principle engineers can even write down what they're going to do or want to do

"Hey everyone! We're gonna outsource to India and automate using AI! How does that sound! Rah rah!"
(su-kers cheer)

Job ads will mostly disappear. Senior positions will be T3 and T4 only because they refuse to eliminate any T5 roles. Executives across the board mainly just listen to the executive board without doing much work themselves. The actual work is handled by the T5 and T4 beneath them. Right now, the talk is that the cuts will mainly target T1 and T2 roles to significantly reduce numbers. The idea is that T4 and T3 can take over those jobs with the help of Claude AI. They’re also planning to cut several T3 and T4 positions. These will be replaced by key resources like HR, who are shifting to become development managers. A new position called "SAP AI Architects" will be introduced. This role is similar to other architect positions but is designed to assist HRs in adapting to their new responsibilities since they lack technical expertise. However, some other architect roles will be eliminated. Product Owner and Product Manager roles will also be eliminated under the name of HPOM efficiency. Much of this has been discussed for months now and this seems like this is pretty much the final version.

Performance Management will be we-ponized against anyone who voices too many complaints. It will also serve to keep everyone’s loyalty in check. In 2026 and 2027, benefits and salary budgets are set to be slashed even more to boost share buybacks. And of course to give more bonuses to the executive board and executives in all areas. Unfiltered surveys will be above 70% for trust in the board regardless of how employees vote in 2026.

It’s crucial for employees to grasp where things went wrong. The supervisory board elected two years ago has been quite anti-employee and pro-layoffs. They’ve actively worked to increase bonuses for the executive board while cutting salary budgets and benefits for regular employees. The new Works Council is mostly made up of the same people as before. Sadly, they seem more focused on securing a good layoff deal for themselves and then leaving. This pattern happened four years ago when half the Works Council left and it is repeating itself now. The answer is to elect pro-employee, anti-layoff candidates to both the Works Council and the Executive board. These candidates should hold the executive board accountable for SAP's strategy. And honestly, executives in most areas should be laid off. A majority of them are millionaires already and are only here to drain as many Euros as possible from SAP into their own pockets. T5s who have been with SAP for a long time are pretty much useless as they are disconnected from reality and only interested in building their "empires".

Ask your representatives after the announcement why they failed you.

Every time you get an email about a re-organization, you can expect layoffs to follow. This will continue under our current CEO. It’s a way to distract and perform for the board with dismal earnings. Some advice: understand and use AI, you are marked if you don’t; speak up in meetings or you are marked if you don’t; take extra training and courses offered, you are marked if you don’t; if you have unlimited PTO, don’t overuse it, you are marked if you do.

I’m hearing last week from two senior folks that department managers are being asked to sketch out AI efficiency workforce plans.

Maryland ranks third nationally for Artificial Intelligence job opportunities. It boasts 36.4 AI jobs per million working-age residents. This density surpasses larger states like California and New York. SeoProfy analyzed 2,624 AI job postings for the study. The state is a top destination for AI professionals.

Maryland

https://www.eyeonannapolis.net/2026/04/maryland-emerges-as-the-3-hotspot-for-artificial-intelligence-jobs/

Just got off a call where Project Phoenix will be implemented- first in back office functions previously outsourced to India, PR, etc. Next will be the sales force. Strange that optimizing internal processes are the first targets instead of improving the state relationship but here we are. You will see me exit Gainwell soon. Good luck to everyone- layoffs are incoming across the board.

29-44% of employees admit to purposefully sabotaging AI rollouts at their companies.

https://fortune.com/2026/04/08/gen-z-workers-sabotage-ai-rollout-backlash/

The rot in the middle is finally panicking. For years, they survived by feeding off cheap foreign labor and disposable entry-level workers, while crushing real talent or forcing others to stoop to their level. They never built anything of substance; they only guarded their turf. Now AI has changed the landscape, and they are exposed. They neither understand it nor can they control it. Their era of quietly cutting others down is ending. It is time for them to face the music. And the people they looked down on as “deplorables” may soon become far more powerful than the gatekeepers who once sneered at them.

If you can imagine Gen AI doing your job, you need to be looking for a new job because you can bet your bottom dollar it's only a matter of time (and not that much time) before you are replaced.

Ultimate Kronos Group (UKG) notified 950 employees of job eliminations. The layoffs are part of a global restructuring effort. Many affected employees worked in South Florida offices. UKG cited evolving market shifts and an "AI-first" transformation. This action impacts 6% of the company's worldwide workforce.

https://www.sun-sentinel.com/2026/04/16/ukg-formerly-ultimate-software-lays-off-950-employees-many-from-south-florida-offices/

Think before you use AI at hcsc. Dont help train an AI to take your job away. You dont need it! They are coming for any job Thats repetitive or low level at first. You think this huge move to remotely work is in your best interest? Think again. Use your head, ot AI.

Apple Could Unveil Its Sub-1nm Chips In A Few Years, As TSMC Said To Fire Up Trial Production In 2029

https://wccftech.com/first-apple-sub-1nm-chip-arriving-in-few-years-tsmc-2029-trial-production-target/

(27 minute run time)

https://www.wsj.com/video/how-ibm-is-measuring-ais-real-impact-on-productivity/E30AB12D-6125-4C4C-AB92-050C534B46F2

By: Wall Street Journal |
March 26, 2026

Nickle LaMoreaux, chief human resources officer at IBM, discusses how the company is reimagining HR and the broader workforce through the lens of AI and experience-driven strategy.

Does anybody actually believe Shobhit found another role outside of citi and decided to leave on his own? Dude has only been at Citi for 8 months and was supposed to revolutionize AI at the bank with those amazing IBM insights (as if IBM knows anything about AI).

We need legislation that will force companies to pay money into unemployment benefits, equal to their profits if they choose to move the workforce offshore, or replace with AI. Why should 93% of America suffer so the 7% of stockholders can benefit?

I want to see what people on this board think about the impact of AI on our industry or specific roles/teams. I know that things are already happening and that there is no going back, it's not looking good. But I also thing that the impact is not going to be linear and that some parts will be affected more than others. What do you think and are you seeing it already. I am in Finance/planning so impacts have been limited so far but I can see situations where some of the low level work is completely done with AI.

Newly appointed Dan has a meeting in November in which he said “AI, AI, AI , coffee” and said he’d be announcing his plan in a future meeting. Other than AI and 15,000 layoffs, what is his plan? Can anyone articulate it? Not being facetious, would really like to know.

Verizon is currently conducting time and motion studies:

1. The Core Concept
   A "Time and Motion" study is a method used to determine the "standard time" it should take to complete a specific task.

Time Study: Measuring how long a technician takes to complete an install or repair (e.g., "30 minutes for a router setup").

Motion Study: Analyzing the steps or movements involved to find the most efficient way to do the work with the least amount of wasted effort.

1. Modern Application: Verizon Connect
   In 2026, Verizon doesn't just use stopwatches; they use AI-driven software. Their "Time and Motion" data is captured through:

GPS & Telematics: Tracking "dwell time" (how long a van is parked at a customer’s house) to see if the work matches the scheduled duration.

Planned vs. Actual (PVA) Reporting: Comparing how long a job should have taken versus how long it actually took.

Breadcrumb Trails: Seeing the physical route and movements of a technician to eliminate "dead miles" or inefficient routing.

1. Why Verizon Uses It
   Verizon uses this data for three main reasons:

Labor Standards: Setting realistic quotas for technicians so they aren't overworked, but also aren't idle.

Customer ETAs: Providing you with a "the tech will be there between 1:00 and 3:00" window based on real-time data of how long previous jobs are taking that day.

Cost Reduction: Identifying where time is being wasted—such as a technician having to return to the warehouse because they didn't have a specific part (a "motion" error).

1. Technician Perspective
   If you are a Verizon employee, "Time and Motion" is often the metric used to evaluate your productivity. It measures your "wrench time" (actual work) versus your travel time and breaks. High-performing techs are those whose "actual" times consistently align with the "standard" times determined by these studies.

Roles are going to Poland or AI.… “too much work” that’s what they say. Now they track how long we are active, production expectations through the roof, people getting ROD or PIP…. I heard June and July. Possibly FIU first?

Fact's -

The Fed under Chairman Jerome Powell since January 2026 has printed an additional $125.0 Billion in currency to prop-up the U.S. economic-financial system.

Fed money printing over time since 2009 does add to the (current) U.S. National debt of $39.1 Trillion (and rising) with a (current) debt-to-GDP ratio of 124.87% (and rising).

Note - The U.S. taxpayer pays the Interest on the U.S. National debt (each year) to other Investors that finance it (U.S. based, Japan; China; etc.).

Interest paid on the U.S. National debt (just surpassed $1.02 Trillion a year per usdebtclock).

To think that the Unemployment rate approaching 15.0% through AI workforce disruption through 2027 (at least) wouldn't cause (Very significant) damage to the U.S. economy is ludicrous.

It (actually) easily could.

These are the facts.

I FINALY RELEASED WHAT THE MOTO MEANS.

I heard this moto many times in All hands meetings, they essentially say "Do More with less" in the context of AI, to encourage you to feed your work details to AI so they can train capable models to replace you eventually.

BUT from talking to many engineers in EMEA, which haven't seen a promotion in years now despite having good reviews.

SAP has been keeping a close eye on how Joule and AI agents are being used within the company. They also track the time employees spend and the links they click on SAP product pages. Layoffs are on the horizon, and they’ll be viewed positively if they demonstrate AI efficiency. It’s easier for the executive board and HR to justify cutting 10% of the workforce by claiming that Joule has made us more efficient. This narrative is the best SAP can present at Sapphire. To enhance this story, Sapphire's theme revolves around two main points. First, we have a wealth of data on employee performance, which is stored in a global repository for decision-making. Performance Management majes it easier of course. Second, AI can analyze raw data to generate insights and recommendations that boost operational efficiency. Although these algorithms are complex, AI agents simplify resource management for 'managers' because of their conversational skills. Now, here’s the kicker: SAP has improved efficiency by reducing its workforce by 10%. That’s a significant win for the Sapphire narrative. In fact, over the past few months, SAP has been promoting SuccessFactors AI and HR-related application AI, with management constantly focusing on operational efficiency.

So why is there skepticism about layoffs? Our executive board has openly stated their desire for layoffs and aims to make the transition tough for employees. The funds for executive bonuses and share buybacks aren’t coming from customers, so they have to come from the workforce. Since customers aren’t buying into the narrative, SAP needs to provide the proof using substantial layoffs. That is the only way the share price will go up and some gullible customers will help improve SAP's cloud backlog.

https://hoodline.com/2026/04/oracle-plugs-san-jose-ai-data-centers-into-massive-bloom-energy-power-deal/

Oracle is locking in a mountain of electricity for its AI ambitions, signing on for up to 2.8 gigawatts of Bloom Energy fuel-cell power to feed its data-center buildout. An initial 1.2 GW is already under contract and is being rolled out across Oracle projects this year and through 2027. The deal highlights how the AI bo-m is forcing cloud giants to secure their own on-site power instead of waiting in line for slow utility interconnections.

Some of the employees that were recently laid off due to “AI” are being replaced by previous DISH employees in Boulder with no AI experience and a new title at Qualcomm. Sounds like the new CIO is bringing in ex-DISH employees to replace perfectly good San Diego employees.

https://fortune.com/2026/04/08/gen-z-workers-sabotage-ai-rollout-backlash/

This guy doesn’t know jack fu--ing sh-t about AI. This Town Hall was the worst I’ve ever seen from this incompetent sack of sh-t.

Tell us to implement AI when we’re blocked by D-mb and D-mber Legg and Markus on any actual use case. Can’t wait to get laid off because Legg tripled the Azure bill to accomplish nothing but tell shareholders “AI”.

Thank god ask AT&T has a PDF to podcast generator though, that surely creates value.

Upon examining our retail outlets, I am compelled to express my reservations regarding the investment made in these products. The design appears to be a marketing strategy, potentially conceived by a marketing professional masquerading as a retailer. It is highly probable that these items are underperforming on a substantial scale. This raises the question of why we engage in such investments while simultaneously laying off genuine talent. There is no way these stores will ever compete with Apple. Now that Apple has rumored the imminent release of its AI glasses, it is only a matter of time before this becomes another failure.

Is a reduction of workforce at Nike a bad thing? Revenue growth will come from productivity growth. More efficient teams. Motivated teams. AI. A reduction is not a bad if done right. And, to what I can see, 90% of the time, the right choices are being made.

From modest background, Arvind Krishna is the kind of immigrant success story people should actually talk about more. He came to the U.S., built his career through skill and discipline, and rose to become CEO of one of the most important technology companies in the world. No shortcuts, no noise—just execution. At a time when leadership gets questioned constantly, he’s focused on long-term strategy, AI innovation, and keeping IBM steady. That’s what real success looks like: earn it, build it, and lead with substance.

No more RIF for next 8 months from Oracle but expect some performance based layoffs in mid-year. Here are the things you should note

1. Keep minimum 2 projects in your portfolio
2. Ensure you work with your customers. (don't rely on your lead or manager for inputs)
3. Maintain good relationship with your manager peers
4. Talk less. Don't share your stuff with anyone.

5. If project is not viable or repetitive, just move on

   AI is helpful for you to deliver things quickly but makes you d-mb in outside market. You get into a loop always without reason because AI does the reasoning for you.
   Use AI to remain competitive to deliver in project but don't rely on it for ever. Remember management will push AI usage to automate your work completely and stabilize it.
   Once project is stabilized you are out of game.

Here’s the real situation on Qualcomm layoff rumors right now — what’s confirmed, what’s circulating internally, and what’s just speculation.

🔍 What’s Confirmed (Public, Verifiable)

These are not rumors — they’re official:

• A small WARN filing (5 employees) in San Diego for May 26, 2026
• Previous rounds in 2024–2025:• 226 employees across 16 San Diego sites
• Earlier 1,250+ cuts less than a year before

• Qualcomm continues targeted, small-scale reductions as part of its shift away from smartphone dependency toward AI PCs, automotive, and edge compute

These are documented and not rumor-driven.

🔄 What’s Rumored (Inside the Industry)

These are circulating in semiconductor circles, but not confirmed by filings or press:

1. “More micro‑layoffs coming in San Diego”

• Several engineers report that Qualcomm may continue small WARN filings (5–20 people) throughout 2026
• Pattern matches the April 2026 filing
• These would be team-specific, not company-wide

1. “Modem teams may shrink again”

• Because Apple is reducing reliance on Qualcomm modems
• Some internal chatter suggests select modem sub-teams could be trimmed
• No official documents yet

1. “AI PC push is causing internal reshuffling”

• Snapdragon X Elite and AI PC roadmap are pulling resources
• Rumor: some legacy teams may be merged or dissolved
• This usually leads to role eliminations or reassignments

1. “Automotive division hiring while other groups freeze”

• Not layoffs, but a shift in headcount allocation
• Some groups feel “frozen” while auto/AI groups continue hiring
• This often precedes targeted cuts

🧭 What’s NOT Happening (Despite Online Speculation)

These rumors are false or exaggerated:

• ❌ No evidence of a large mass layoff
• ❌ No sign of a 10%+ workforce reduction
• ❌ No confirmation of layoffs tied to the rumored Intel acquisition exploration
• ❌ No broad hiring freeze across the company

Qualcomm is doing surgical, strategic cuts, not sweeping layoffs.

📌 Why Rumors Are Spreading Now

Three reasons:

1. Smartphone demand is still soft
2. AI PC transition is expensive
3. Qualcomm is reallocating talent, which always creates anxiety inside engineering teams

When a company shifts strategy, rumors fill the gaps before official announcements.

Can only imagine the BOD/Vz C-Level circlej--kgoing on before Q1 reporting!

CFO has to be using AI to put lipstick on this Pig!

The RAA team is pushing AI as a blue chip goal. Do not be shocked if this leads to layoffs.

Sam Altman recently formalized these ideas in an April 2026 policy blueprint titled "Industrial Policy for the Intelligence Age." Here are the primary examples of how he proposes AI should be taxed.

Therefore Oracle Employee should get their free Salaries from the Government soon.

CK warned Thursday that the company’s AI transition would be as painful as its shift to the cloud.

https://www.bloomberg.com/news/articles/2026-04-10/sap-extends-chief-people-officer-contract-after-bonus-complaints

Citi is saving 100,000 hours per week in the KYC area after implementing AI technology. Approximately 2,500 FTEs will be impacted.

Article....

https://futurism.com/future-society/ai-enterprise-workers-survey

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