#headcount

Not counting all of the BTC expats in the USA, what is the reduction in US citizen headcount planned for 2027?

So what is the target number now ? Have they become greedy and just trying to increase HIH headcount till all the engineering has moved ?

Why is Paypal not buying other companies? With the strong quarterly profit and $80B in assets, it has the firepower to acquire many companies in this economy. Current headcount is at the 2019 levels around 23,200. Subtract another 4k employees and you are near 2017 headcount level. Why are you pinching pennies when you should be expanding and taking market share.

That's going to be VZ's full time employee headcount within 2 years. That's a fact!

What was the NSI percentage for 2026, and what’s the allowance for passing the ones taking PIP?I mean what’s the target headcount for 2027?

Now that the DCG was booted, are we done with layoffs for a while? Or are the rumors of a 60000 headcount true? I told my friend at work he was just being paranoid, but I don't know what to trust anymore

What’s the latest on the MAC Services department in St. Louis? Is headcount growing or falling?

When I was a kid, my friends wanted to be race car drivers, astronauts, or doctors when they grew up. But I always wanted to be something like a Senior Specialist in MAC Services. Angling to get in on this department at some point, if it’s not too late, and hoping for some updates on reorgs, cuts, etc. Thanks for any info!

“IMO lowering head count for an upcoming merger/sale.”

This was a comment on one thread, and I have heard someone else at work say the same.

Do we think this is what’s going on here?

Are there any possible pros to staying after a sale?

I also heard Abby got fed up with reporting showing that people were not doing as much work from home. (Obviously many of us work better at home and it could have been taken up with those folks. Now everyone’s being punished.

So hearing pretty reliable sources at least in the New York/New Jersey area that the only EISP offered will be to inside people like clerks.Sounds like the company wants to not only train the new hires longer but Hire a few more before allowing field ops techs to leave .Its all about head count .Regardless of busy days or slow days they have to keep a certain headcount.I almost imagine it is required in case of a natural disaster or such but who knows they may just be waiting out the older groups

Centene is looking for a new VP of Finance. Up to $359,800 plus incentives, responsible for headcount planning and finding “inefficiencies.”

The same posting still says “28 million members.” Maybe start with the inefficiency in counting.

https://jobs.centene.com/us/en/jobs/1646844/vice-president-finance-fpa-and-ga/

So now that aurora Bu is last one standing, what does this mean for all those that is left?
What is total workforce nowadays?

Shell employee here. We have lost a handful of wells employees to y’all over the past few years, and 3-4 DW drilling engineers the past few weeks. Why? Are you having natural attrition and need to backfill? Are there new projects that demand it? Or is this just adding to the bloat? I’m under the impression BP has the highest headcount per barrel produced of all the majors, so it seems like you should be reducing headcount not adding it.

Any idea on current head count after all this layoffs?

2024 group life = 52,279
2025 group life = 50,354

Difference = 1,925

Note you must also account for added USA Hashicorp employees at approx 1000

Difference totals 2,925 Or approx 5.5% of USA workforce

If they want to maintain or improve morale while still slashing headcount, why not offer voluntary separation packages to those who have been at the company over 8 years? You’d get headcount down, limit the angst for those who perform well and want to be there, and you can control the narrative a bit. You offer the package with a hard deadline and you celebrate those who leave with service anniversary ceremony at year end.

2019 - 2600 people
2025 - 1700
2026 - 1600

Not heard directly but have heard from several that there's a mandate to be 1000-1200 by 2030 (apparently from John Healy himself).

They're hiring but not as much as getting rid of people. And the majority they're hiring, DPMs, feels like bubble that will burst same as several other roles over years.

Just advice. That and ignore the guy who says hot fish curry on here, would be my tips.

Deeper employee cuts must be made, shareholders are not going to tolerate the stock price continuing to erode. Quickest way to recover short term is to cut headcount, Wall Street loves to see operating cost reduced.

We're down 30 percent headcount and still expected to deliver the same output. With the VSP and probable subsequent involuntary layoffs, who knows how bad it'll get for those of us left behind. Can someone please tell leadership that people aren't infinite resources?

We're down so much in headcount it's not even funny. The only folks left will be those who water the plants if it continues like this.

What is your hunch on Q2 results. Will headctcut be announced

• Monday, Monday...cant forgot that day.
• Monday morning you sure look fine. Friday I got traveling on my mind.
• Just another manic Monday
• Rainy days & Mondays always get me down
• I dont like Mondays

Enjoy tomorrow and keep us updated on the (be)head(ed) count!

With all the constant talk regarding RIF and layoffs. Plus, rumors of a reorganization of the lines of business. The company has not asked for any reduction of headcount on the union side. What gives?

From conversations I've had, it sounds like the company is still working to align spending with current business realities. One of the innovation leaders I respect shared that August and September are expected to be particularly challenging as organizations work toward their headcount targets. Many innovation teams are reportedly running more than 3% above their planned staffing levels, which means difficult decisions are likely ahead.

If that's the case, it's going to be an anxious summer for a lot of people. My advice is to focus on what you can control: deliver meaningful work, support your teammates, keep learning, and take care of yourself.

Enjoy the summer where you can. The months ahead may test a lot of us.

Anyone know a current headcount or how to find this information?

We went from working with the vendor’s offshore contractors to now converting them to FTEs and bringing more of them. At the same time, hiring here is being scaled back, and I’d expect local headcount to keep dropping as the India team ramps up. Wondering how you see that playing out.

The July 1 announcement is just a few days away. Are we going to hear about massive change, or will it just be a repeat of what we heard a couple weeks ago? Will they announcement headcount targets or kick that down the road? Personally I’m getting tired of the LT breadcrumbing us.

Wonder how many ppl did apply for the VSP. I feel like not that many will. I am the only one on my team that is. I'm actually excited about this possibility. I was so back and forth about it all at first but I have made my mind up and just hope I get approved. Sianaura sukas lol

In the name of all that is holy, why is IT Leadership allocating scarce resources (headcount and salary & benefits) to fund this ITBM team? As you might guess this team is part of Strategy & Services department. The people in these positions do not have any real IT experience so you have to hold their hand on every discussion of anything IT related. Look at the salary range of these positions.....REALLY? FOR REAL?

IT Business Management Finance Leader: The expected compensation range for this position is $221,591 - $270,834, which includes base pay plus variable incentive pay, if eligible.

IT Finance Business Analyst:
The expected compensation range for this position is $124,127 - $151,710, which includes base pay plus variable incentive pay, if eligible.

I know we were at around 33k five-six years ago. I think we dropped roughly 10k since then, but I can't find an exact number.

All business units have targets to reduce by 10-17% headcount. Many long term Essilor side of the house employees impacted in favor of Lux employees

Is it standard practice that some "applications" may be denied? As in, you could accept the VSP terms only to be rejected anyway? My manager made our team aware of this possibility without coming right out and saying it. He said "not everyone will get accepted" which I found out.

Obviously Centene stands to benefit from seeing how many people will bite before giving them the green light. They benefit, again, from having a final headcount by 7/2 so that they don't accidentally over-correct. Not that it makes much sense to offer the VSP to so many employees that Centene could end up needing to hire people when all's said and done, but clearly leadership isn't the brightest...

This is the first I've ever heard of one of these programs. I'm trying to gauge whether Centene's being extra shifty with the "your application may not be approved" sh-t, or if that's standard.

Where is the finish line?

Hey, we used to have a pretty good way to track headcount, they stole that from us and the current way I think is not accurate at least for me.

Does anyone have a semi accurate headcount?

Why did bp increase headcount 18% last year with ongoing strategic layoffs?
Has AI permitted bp to be leaner and meaner? And simpler?
Is bp’s AI a thing? Has bp’s super computer actually resolved making operations safer and more productive?
Are the 15,000 new employees hired last 20 months based in India? Are we removing one western employee and hiring 3 Sub Continent employees ?

Surprising, no headcount cut, announced till now

How many employees are left?

That's it, that's the question. Not sure where to look.

This years bonuses were not paid in the US but were paid in India sending a clear signal of what is to come. Over 50% of US technical staff was laid off in last year's annual blood letting with a high probability of more to come again this year, perfectly timed after everyone works ridiculous hours finishing all the back to school work. Headcount continues to grow in India and even more of our US associates will be on there street after this years annual "event". For a US company, providing educational services to US schools, to prioritize employees in another country is akin to having American flags made in China. If that was not enough; efforts like Texas's Bluebonnet curriculum directly take aim at companies like HMH making their product obsolete. Sad state of affairs for US employees, and US schools.