#jobhopping

Job market keeps getting tougher with series of layoffs announcement.

Latest is IBM…

https://www.bloomberg.com/news/articles/2025-11-04/ibm-to-cut-thousands-of-roles-in-focus-on-software-growth?utm_source=website&utm_medium=share&utm_campaign=copy

• Corporate giants Amazon, UPS and Target each announced layoffs in recent weeks totaling more than 60,000 jobs cut this year.
• In the absence of the Bureau of Labor Statistics’ monthly jobs report, the layoff announcements have raised questions about the strength of the labor market and if it’s the start of an AI-driven, white-collar recession.
• While some companies investing in AI are looking to cut costs elsewhere, the layoffs more likely signal concerns about the economy and a slowdown in consumer spending, according to experts.
  https://www.cnbc.com/2025/11/04/white-collar-layoffs-ai-cost-cutting-tariffs.html

There seem to be plenty of openings, though I have heard that a lot of them are just placeholders. I plan to keep doing this every weekend until something finally lands, however long it takes.

So for all of yall who still have a job, do you want to trade places with me!! Yes it su-ks!!! But you have a job...I don't!!!!

I'm sure the show up to work late crowd, the blame your co-worker crowd, the sneak off and sleep crowd or the Work from Home slackers can point me to the Boeing jobs to apply to.

Does anyone know the pay scale for Chevron compressor mechanics? I’m currently at XOM and make a little less than $75 an hour, but I was wanting to know how that compared to Chevron.

Had a recruiter ping me recently for a job with a "leading crypto" firm for grc work. Would be an 80k pay bump plus equity and full wfh. Too good to be true perhaps, but I'm doing my research.

What would you all do? I survived a few lay offs here but I know job security is not guaranteed anywhere; especially in crypto.

Howdy,

Got an interview request to do cyber controls/risk work with a "crypto leader." Recruiter is being coy about which firm but I figured I'd post here for thoughts.

Anyone here have info on how the gov/risk/compliance departments are here? Would you recommend leaving a similar job at an established top 10 bank for a riskier job in this space for an 80k pay bump plus equity?

I did see there was a 20% layoff in "crypto winter" 2023 but my current company had a bigger layoff in recent years so not sure how worried I should.

What was the point of working hard, getting a good review, caring about your customers, and adding value, only to be let go while performing better than others?

Totally absurd, thank you Oracle I can move to something better.

Job Hopping Is Out, Job Hugging Is In for Fearful Workers
Employees reluctant to give up job in today’s rocky job market

Callum Borchers
Sept. 3, 2025 9:00 pm ET

They don’t seem happy, they don’t give 100%—and they don’t quit.

Cranky workers are clinging to the jobs they have instead of moving on because, well, what’s the alternative in the current economy?

The extra pay that typically comes with joining another company has practically vanished. Disengagement is so widespread across the U.S. and global workforces that cheerier pastures are hard to find.

And resigning without a plan feels more reckless now than in the good old days (2021). Back then, you could get by on pandemic savings and stimulus money, live the #vanlife for a while, then watch your inbox fill with interview requests from businesses on hiring sprees.

How times have changed in just a few short years. Today, employees are unwilling to risk change and simply go through the motions. The number of Americans quitting their jobs, and the openings available to people looking for work, continue to decline, according to federal data released on Wednesday.

The trend of staying put out of fear is known as “job hugging,” a sharp turn from the job hopping of recent years.

Like a bad penny

This is a new headache for employees, bosses and the economy writ large.

Go-getters hankering for promotions might lose out if mediocre co-workers refuse to vacate the next rung on the corporate ladder.

“When people were moving during the Great Resignation, that allowed others to get promoted, perhaps ahead of schedule and have a stretch job,” says Alan Guarino, vice chairman of consulting firm Korn Ferry. “Now people can’t move up and they potentially get demotivated because of the lack of opportunity.”

Managers, meanwhile, were only a short time ago complaining about low retention rates. Now, there might not be enough healthy turnover to reinvigorate their teams.

Leaders usually have ways of managing out unwanted employees. There’s “quiet firing,” basically sidelining someone to underscore the writing on the wall. Another favorite tactic is a performance-improvement plan.

“Truthfully, being put on a performance-improvement plan means, ‘We do not want you here,’” says labor attorney Kim Cramer. “That sounds really harsh, but in my experience, performance-improvement plans are not meant to help the employee.”

Instead of taking the hint, though, more people are riding out their employment as long as it lasts. In recent weeks, Cramer has had a surge of clients ask her to review their severance agreements after being terminated. She estimates 60% to 70% of them knew they had fallen out of favor a while ago but didn’t leave.

Exceptions to the rule

The prototypical job hugger is a drag on the team, but not all are like that. Some are average contributors or even high achievers.

Doug Yakola, a former McKinsey senior partner who is now an independent consultant, notes many workers no longer take an up-or-out approach to their careers. Instead of leaving for a bigger title and greater responsibility when they hit a ceiling, more people are willing to remain in neutral if the pay and work-life balance are decent.

A tech worker I’ve known for 20 years is in this position. He sees no upward mobility and resents his employer’s rightward political turn. But he earns well and has a sweet, hybrid schedule that affords ample time for hobbies. He keeps putting in a good-enough effort at work because the job, though unfulfilling, serves its purpose in his life.

B-teamers like him can be valuable to companies that can’t realistically expect everyone to be an all-star, Yakola says. This is especially true at businesses like the ones he advises, which often need turnarounds and aren’t exactly magnets for top talent.

“I actually like job huggers in a weird sort of way because I can’t replace employees very easily, and I need to keep the experience,” he says.

There is also a strain of type-A job huggers. They reached the upper echelons of their organizations but feel blocked from the very top. They are disillusioned yet too risk-averse to break away. And it’s not in their DNA to slack off.

“I work with somebody who hates being a lawyer but she’s amazing at it,” says Alisia Gill, a former corporate HR chief who coaches midcareer women. “She cries in her car every morning before she goes to work, and then she goes in there and does her job because she doesn’t know what else to do.”

Gentle shove

In cases where a company wants someone to leave, but the person keeps hanging on, firing seems like the obvious solution. But managers say they would much rather have an employee leave voluntarily.

It’s often cheaper, since businesses might owe severance pay to people they let go. A resignation spares the boss an awkward conversation. What’s more, it can preserve relations with the rest of the team. It’s easier to manage people whose friend took another opportunity than it is to lead employees whose pal you just canned.

Research by University of Chicago economist Virginia Minni suggests a relatively simple strategy can help nudge job huggers toward the door: reflection.

She and colleagues studied roughly 3,000 white-collar workers whose employer put them through a series of exercises to suss out their sense of purpose. Overall productivity increased for a few reasons.

“This actually encouraged some people to leave on their own,” Minni says.

While others found better-fitting roles internally, being forced to confront the drudgery of their jobs was enough to make a bunch of low performers quit.

So, if you are hugging your humdrum job and your boss strikes up a philosophical conversation about the meaning of life and work, you’ll know what’s going on.

I don't like what Exxon has turned into, but I'm still not rushing to leave. Sometimes I wonder what it would take for me to actually switch jobs. More money sounds nice, but is it worth the headache of starting over at this age? The older I get, the more I realize I’d only move if the pay bump was big enough to make up for the stress of leaving.

Some recruiters and companies will question tenure in a company. The perception for staying too long in ONE company is playing safe. Some recruiters are against job-hoppers no longer since it is NOW the norm. Others prefer to hire people who worked for lesser known companies like Alation, Zoox, Snowflake, Earnin, Robinhood who knows what the recruiters think. Have an open mind and create a list of 20-25 target companies (closed to your home and how far willing to commute) Every week apply via their websites directly.