#headcount

4Q24 Report
As of December 31, 2024, we employed approximately 70,000 full-time and part-time employees, including network, retail, administrative and customer support functions.
4Q25 Report
As of December 31, 2025, we employed approximately 75,000 full-time and part-time employees, including network, retail, administrative and customer support functions.

So an increase of 5K employees YOY, even though they spent $390 million in 4Q25 to "...streamline operations by centralizing leaders and teams, reducing organizational layers, and eliminating duplicative roles..." and plan on "...remaining costs of approximately $150 million expected to be substantially incurred by the end of the first quarter of 2026. "

So I guess we have to wait until 4Q2026 report to understand how many employees are affected by a net cost $540 Million?

We just laid off 20% of the employees and now we’re hiring again in our team. The role they are hiring for can be fully done by ai… what gives

How hard will the layoffs affect headcounts in engineering?

A lot of chatter of PayPal employee count compared to the rest of the industry. For those working there, or personally familiar, do you feel 24k+ people justified? Why so many more compared to, say, Block or especially RobinHood?

Could someone check headcounts? Go into Teamworks employee look-up. Go to Advanced. Use Country Code to check: US, IND, PHL

Since January, on all of my calls, it's really obvious people are burned out and complaining that there's so much work and not enough people. I am wondering if management just wants everyone to resign to be able to reduce headcount. And then what? It's people in the bottom doing most things. I've been on calls where people were just dependent on this one singular person doing all the stuff. What if he goes? At this point I am doubtful that this is even part of their decision-making process.

May is going to be brutal. Especially for long tenured employees. George has hitched the wagon to the AI bubble which is in the process of deflating. If only we had invested in innovation instead of claiming NFS is a foundational technology for AI. Management only cares about the stock price.

The hiring managers team is going through a reorganization, will be the headcount for the role I applied still available in your experience? Completed the final interview a while ago. The recruiter mentioned that they are still waiting for the decision.

It’s Friday. Last business day of the month. Seems like a good day to reduce headcount. Anybody get called into a last minute Teams meeting with your very complicit PL and an HR stooge yet?

How many jobs were lost at IAD 21 in this most recent RIF?

Any updates on size of work force in Milwaukee? Any insight on AT&T plans regarding job functions other than local designations? Is current HC stable?

Citi’s stated goal of reducing headcount from roughly 240,000 in 2022 to about 180,000 by 2026 cannot be reconciled with the headline figure of ~20,000 layoffs. Even allowing for normal attrition and divestitures, the numbers imply that a far larger reduction is occurring off-headline—through hiring freezes, role eliminations via restructuring, automation, and business exits—suggesting the “20,000” figure significantly understates the true scale of workforce contraction.

When Kyndryl started they bragged about having 90 000 employees all over the world. I'm wondering how many they have now? Any info? It would give a scale of layoffs. I bet closer to 60-50k

Feb 2025 was a bloodbath. Will there be layoffs next month ?

Root Causes:

1. Forced ranking
2. PIP % goals to reduce headcount
3. Sponsorship and false high ranking of sponsored id--ts
4. Continued degradation of employee treatment and reduced benefits
5. PIPing competent 50+ HC10 employees to replace with low cost/low quality 3rd world cheap labor
6. All productive work only happens so can put on PDS to avoid PIP

Results:

1. Loyalty approaching zero
2. Pride in EM already zero
3. Employees treat each other like competitors hoping to avoid the PIP
4. Teamwork only occurs if employees think their contributions will look good on PDS
5. Supervisors and coworkers constantly and falsely claim successes of others on their PDS
6. Most employees advise college graduates not to interview with EM
7. Sponsored id--ts given easiest assignments for very short durations, and transferred at the slightest indication their stupidity will be traceable to them. Leads to dangerous false confidence, zero skills attained, and inflated arrogance.

Bumping it up so it’s not lost in replies. This deserves its own thread. OP: @cq+1kcsvj34s

what is latest head count at dell now?

If possible breakup will help?

Does anyone know current employee headcount? Is there a number they're trying to reach with layoffs?

I'm a lead in FE and was advised by the PGL that she has to let people go in January. She told me that she can't justify the headcount she has. No new orders are being pulled and the LTF has been erased.

With 3+ years of layoffs, Voluntary Retirement packages, offshoring of headcount, and sale of Medicare business and headcount, how possible can Cigna cut deeper in 2026 while continuing to invest in healthcare transformation, care delivery quality, and technology? Math does not add up.

I need a laser focused report.

Does anyone here know?

This Forum reflects the need for significant headcount reductions in 2026. We struggle with any decision for increased investment while AT&T continues to retain these bad seeds. They tarnish the value of your Product. AT&T could have a bright future if the tougher decisions are made to prevent further decline.

Pretty sure "managers" outnumber the employees considering I found over 2,000 that have no direct reports. Is Wells running a laundry??

Newer MBA here wondering when we will know our spring headcount’s and budgets for Q1 ? And any information anyone could share would be appreciated

Heard there have to be 4s on the team. This might be the new strategy to get rid of some serious headcount without any severances. Track your work and have enough evidence to contest the 4s. If they want you out they want you out.

1 + 1 =1 With the recent reductions, the headcount will be replaced with Frontier workforce in the next three months. So the employee size of Vz will be very similar for the next year or two. Maybe, a few a Frontier’s leaders will become major Verizon executives. These types of reductions have been occurring with all major Verizon takeover transactions over the past decades.

Or even if your store is in the closing, you may be losing headcount. Cutting bottom 5% little or specialists? True?

77th page, https://www.nokia.com/sites/default/files/2025-11/nokia-cmd-2025.pdf

Next Quarter
So, there's a lot going on here… Q3 and we're revving up for Q4… and we're preparing preparing for Q1. you know we have our eyes on the following Q2 and Q3 that comes after that and then that pivotal Q4 kind of ramping out to 2027… pivotal Q1, until 2027 Q2, followed by that Q3 and the Q4, kind of going into 2028 Q1. so there's a lot that we are kind of like laddering up there's a lot, kind of going over and we're gonna make sure that we kind of like we are not boiling the ocean or jumping shark next quarter. Upcoming quarter, also, headcount rebalancing. And talent retention.

How is it possible thar our organization added 4~5 headcount less than 12 months ago and we are now being told that layoffs are imminent. Makes no sense to me. You hire people to lay them off couple of months later.

Are there any real people left in HR who could share the current employee headcount?

We are already short people with several reqs open and one stopped during the hiring freeze before interviews could be done. If they need to cut from my team do these count as a headcount?

They ran reports showing a 29k headcount.

IYKYK

I want to believe that Verizon has more than 29k employees.

We are guiding for an additional billion in cost savings and EB said on the call it would come from the same structural changes (headcount) as the billion we hit this year. Exciting times!

The company has been successfully programmed. Why do we need the thousand plus people employed in this group now?

Layoffs are starting as we head into the holiday season. Many US roles, especially a number of roles in IT, are being relocated to lower cost hubs. Tough time to be a US employee, as many good people are leaving the organization. Morale is at a low point.

Guys, let’s pleeeease all stop being greedy and wanting to keep our jobs. Here are some stats to show you guys how greedy you are:

• Verizon ONLY made $5 billion in net income last quarter. That’s practically nothing
• Worst yet, Verizon has ONLY made $20 billion in net income in the past 12 months. Practically bankrupt. Very unprofitable.
• Headcount was down over 45,000 under Hans. That’s nothing!!
• Since 2015, headcount is down ~80,000. Why not more!? Come on. Take one for the team, guys.
• Our dividend is ONLY 6.93% so we only pay out $11.6 billion a year to our shareholders in dividends. This clearly isn’t enough.
• Hans only made $24 million a year and Sampath only makes $13 million a year. This hardly buys you waterfront in The Hamptons.

You guys need to all stop being so greedy over paying your mortgages, your children’s college bills, and going to the supermarket.

We need to keep our shareholders and executives at the forefront of everything, because they are clearly suffering much more than we are.

I’ll be starting a GoFundMe soon because I doubt Dan Schulman’s bonus will be big enough, but I’m sure he has already asked Perplexity and brought it up at the dinner table with his family.