#layoffs

Anything less than 100% is corporate greed, plain and simple. The people who stayed are being squeezed dry doing the work of two employees while getting paid for one so executives can protect their bonuses and call it “strategy.”

But by all means, Dan, keep slurping your coffee and pretending this is complicated. If Hans is still pulling in millions, don’t insult everyone’s intelligence by offering scraps. There is zero excuse for anything under 100%. Anything less is a slap in the face, and everyone knows it.

Just got my email Im being let go after 4 years. Im so disgusted with what they are doing, they dont value anyone in customer service.

We got an email about layoffs this morning and no one in MC is talking about this in slack chats!! What are y’all afraid of??? this is bullsh-t!! Let’s talk about what’s happening !!! Luckily I put my notice in yesterday after 5.5 years. Wayfair is not the same as it was prior to outsourcing.

Customer Service skills that have moved back to FT are FAST (top producing financial professionals), WT or Wealth Transfers (non-retirement transfers such as death, registration changes, etc.) and next week VIP SH services. The contract with FIS requires that FAST and VIP be serviced by US staff. When VIP moves over, there is no more contractural requirement to keep remaining US staff on board. There are highly tenured FT Legacy US staff remaining whose applications to return to FT keep getting rejected. Why? FIS will retain the Retirements and Shareholder skills until the end of tax season. Tenured staff with those skills are needed to maintain service levels. Why else would staff with years of experience be repeatedly rejected from returning to the same roles at FT? This is the anxiety being felt among those staff members. FIS will no longer be servicing FT after May 2026. The remaining staff is highly demoralized. Teams have been consolidated into unmanageable groups. It seems likely that the final layoffs will be announced in March. It's a terrible way to treat people who were not responsible for any of the choices that led them here. One last important point, those rehired at FT are doing so with a pay cut. That's right. you can perform the skilled role at FT that you are performing now for less money. The benefits are better and the 401k match is higher (85%) but the salaries offered are lower. Make that make sense.

I’d like to think that Citi would provide the usual severance package that they’ve done in the past rather than a scaled down just two weeks only.

I’d like to see Citi NOT put the squeeze on people to run them off so as to NOT provide a severance.

Unfortunately it seems that these are two rather huge “asks”. It’s embarrassing if they don’t but I’m afraid there’s too much emphasis on reclamation of money to expect otherwise.

In 2026, which job roles will be eliminated or reduced in the US and staffed in other (low cost) geographies? Scrum Master, RTE, Product Owners, Analysts? Interested in opinions here.

Just out of a meeting. All EU frontline L1 and L2 managers are being made redundant. Off shore cheap cr-p labour wins

You work at DXC for 10 years and want a WFR package.
You stay because you think its the best thing to do.
You get zero pay rise for 10 years
You might be lucky (unlikely) but because of zero pay rises, your WFR package is reduced.
DXC gains either way - they can wait you out

Some numbers and data to review as many on these boards are asking questions re changes and prospects:

1. Enrollment decline or as they call "purge" of approx one million member:
   https://www.beckerspayer.com/payer/medicare-advantage/unitedhealth-projects-1-million-member-drop-in-medicare-advantage-enrollment/

2. UHC's total membership by state:https://www.beckerspayer.com/payer/unitedhealthcares-total-membership-by-state/

3. Areas of exit.
   https://www.reuters.com/legal/litigation/unitedhealth-exit-medicare-advantage-plans-16-us-counties-2025-10-01/

Speaking of HouseCalls in particular. It appears that cuts will be targeting mostly rural areas.

Foskett - Who might be the laziest CRO on the planet. Here is 25% off and a couple of tickets to the Super Bowl. Isn't a strategy. His rolodex is ancient and hardly relevant. And we keep him around to ride around in the jet. The level of favoritism and nepo babies he has in his org is nuts! Ineffective!!!!! The other guy working for him in FIG sales. He keeps losing more people because the smart ones won't work for him - utterly ineffective and we continue to not address. It's a mess and that is why people are leaving! They do not want to make changes and will continue to bleed clients and talent. It is that simple.

When will software engineering managers especially in multi-family finally be let go? Fannie can survive without them, and may even thrive. Too many managers lack technical expertise and real credibility. It’s hard to understand how they were hired in the first place? Instead of leading, they create toxic work environments, master office politics and bureaucracy to confuse hardworking engineers, and show blatant favoritism toward their loyalists. Their contributions rarely go beyond empty buzzwords. They constantly talk about AI, yet demonstrate little real to no understanding of it.
Why does Fannie need these hypocrites?

Hello, 2026 please don’t be worse.

https://www.mlive.com/news/2026/01/ups-closes-up-north-location-amid-the-companys-largest-reconfiguration.html?outputType=amp

https://techrights.org/n/2026/01/09/No_Microsoft_Did_Not_Deny_the_Q1_Mass_Layoffs_Microsoft_Can_Del.shtml

End of year reviews coming up. What's everyone expecting to see and is this supposed need to label some employees as needs improvement actually been enforced.

Any dept rumors of layoffs yet?

I heard budget cuts are going on and layed off few subcons who are with Infosys. Seems like Verizon is not happy with this infosys as they don’t perform good with their employees and not giving option to sub contracts. Any ideas is infosys contracts are closing

Contradicting the earlier tweet.

Is it true the position is being eliminated? Rumor mill is going

https://wwd.com/business-news/retail/macys-14-stores-closing-2026-1238442180/
Macy’s Discloses 14 Stores Closing This Year
The stores are part of the previously disclosed plan to close about 150 department stores, leaving 350 that will continue to operate.

By
DAVID MOIN
Plus Icon

JANUARY 8, 2026, 5:59PM

Macy’s Inc., continuing to execute on its three-year “Bold New Chapter” reinvigoration strategy, disclosed 14 Macy’s locations that will be closed this year.
“In executing our strategy, we continue to review our portfolio and make careful decisions about where and how we invest, including closing underproductive stores and streamlining operations,” Tony Spring, chairman and chief executive officer of Macy’s, wrote to employees in a memo, a copy of which was obtained by WWD.

“These decisions are not made lightly,” Spring wrote. “We communicated directly with affected colleagues first and are providing support, including transfer opportunities where available, as well as severance and outplacement resources where applicable. We thank all those colleagues for their dedication and service to the company.”

The 14 locations are part of the previously announced plan to close approximately 150 Macy’s department stores, leaving 350 remaining. In 2025, 66 stores were closed.

The strategy also calls for investing in 125 “Reimagine” stores, which are receiving increased staffing in high-traffic areas such as women’s shoes and the fitting room areas, fresher products and improved visuals. Last quarter, the 125 stores achieved comparable sales growth of 2.7 percent. They continue to outperform the overall Macy’s department store chain.

“These targeted changes allow us to focus where it will have the greatest impact — reimagining our best stores, enhancing customer service, expanding our luxury business, and advancing our supply chain capabilities,” Spring said.

“Nearly two years into our Bold New Chapter strategy, the focus of our work remains the same: strengthen our stores, simplify how we operate, and invest in the experiences that matter most to our customers. Today, that work is centered on disciplined execution and continuous improvement, with strategic investments that are guided by what customers value most.”

Spring also indicated that Macy’s net promoter scores are improving, that Bloomingdale’s delivered 9 percent comp sales growth during the third quarter, Bluemercury delivered its 19th consecutive quarter of comp sales growth and the supply chain is being modernized.

The 14 stores being closed are:

Fox Run – Newington, N.H.
Livingston – Livingston, N.J.
Marley Station – Glen Burnie, Md.
Boulevard – Amherst, N.Y.
Crossroads Center – St. Cloud, Minn.
Rivertown Crossings – Grandville, Mich.
West Valley Mall – Tracy, Calif.
Pittsburgh Mills – Tarentum, Pa.
La Palmera – Corpus Christi, Tex.
Northlake Mall – Atlanta
Triangle Town Center – Raleigh, N.C.
Grossmont – La Mesa, Calif.
Interstate – Ramsey, N.J.
Budget House – Tukwila, Wash.

That's like the size of a fortunate 1000 company.

Here we go... merry whatever 😌 Scx cutting down to a fuel pad. Linwood to add 16 craft jobs if you want to move and that's it. No moving money either.

Danaher did a 10% head count reduction on its OpCo's right before Christmas. Merry Christmas to them! Sad

U.S. logistics, manufacturing and supply-chain firms have started 2026 with a surge of layoffs, facility closures and bankruptcy filings, affecting more than 2,200 workers nationwide.

State notices and court records show job cuts spanning rail support services, parcel networks, food manufacturing, packaging, last-mile delivery and e-commerce, as companies grapple with lost contracts, high costs, excess capacity and tighter credit conditions.

https://www.freightwaves.com/news/layoffs-bankruptcies-batter-u-s-logistics-and-manufacturing-at-start-of-2026

Bottom line - don't get stuck here. We've seen they can spring layoffs on us without warning. If that wasn't a wake-up call to stop being complacent, I don't know what is. We all tend to seek false security and get set in our ways. You're not doing yourself any favors. Better to be prepared with other options lined up than to be caught off guard.

There's no limit to greed. We get the short end of the stick whether the business is booming or busting. Don't ever relax, especially in retail. Better to always be on the lookout for other options. You never know - you may come across a better opportunity. Yes, even in this bad economy. There's life after Macy's.

LNP | LancasterOnline is just one day away from a new chapter in the history of the 232-year-old newspaper.

On Thursday, the news operation will transfer from its current owner Pennon, to the nonprofit Always Lancaster, which is led by David Greene, a former NPR journalist.

But, on Wednesday, the newspaper reported that 11 of its 107 employees (about 10%), including five members of the newsroom, were laid off on Tuesday.

https://www.msn.com/en-us/news/us/lancaster-county-newspaper-to-change-hands-after-more-layoffs/ar-AA1TLKtg

Tessera Therapeutics is planning to lay off 90 employees, the Flagship-founded biotech has warned.

In a state layoff notice posted Wednesday, Tessera explained that the workforce reduction will affect employees based in a number of U.S. states starting March 8.

https://www.fiercebiotech.com/biotech/flagship-founded-tessera-plans-lay-90-employees-march

1. Always Be “Market-Ready”

Job security in tech no longer comes from tenure—it comes from readiness.
• Update your resume every 3–6 months, even if you’re happy
• Keep a running list of accomplishments with metrics (your “brag doc”)
• Take occasional recruiter calls to understand your market value

Think of this as maintenance, not job hopping.

⸻

1. Build Transferable, Layoff-Resistant Skills

Roles disappear faster than skills.
• Stay close to revenue, customers, or measurable cost savings
• Cross-skill across functions (ex: product + data, engineering + cloud, ops + automation)
• Prioritize tools and platforms used broadly across the industry

Ask yourself: If my job vanished tomorrow, what skill would still be in demand?

⸻

1. Network Before You Need It

Most roles are filled through people, not postings.
• Reconnect with former colleagues regularly
• Be helpful without asking for anything in return
• Stay lightly visible on LinkedIn by commenting and sharing insights

Networking works best when it’s ongoing—not urgent.

⸻

1. Learn to Read Early Warning Signs

Layoffs rarely come without signals.
Common red flags include:
• Hiring freezes or denied backfills
• “Efficiency,” “realignment,” or “focus on core priorities” language
• Sudden leadership changes or org reshuffles
• Increased consultant or vendor presence

When multiple signs appear, quietly accelerate your search.

⸻

1. Maintain a Financial Safety Net

A financial cushion gives you leverage and calm.
• Aim for 3–6 months of expenses if possible
• Avoid lifestyle inflation after bonuses or raises
• Treat severance as a bonus, not a plan

Money buys time. Time buys better decisions.

⸻

1. Separate Identity From Employer

Even great companies lay off great people.
• Layoffs are usually about timing and macro conditions, not performance
• Your career is a portfolio, not a single company bet
• Measure success by skills gained and impact delivered, not titles held

⸻

1. Adopt the Right Mindset
   • Loyalty should be to your career, not a logo
   • Staying prepared is not disloyal—it’s responsible
   • Mobility is the new stability

⸻

Bottom Line

Surviving mass tech layoffs means always being ready to move—even when you don’t plan to.
Those who fare best are not the most loyal, but the most prepared, adaptable, and connected.

Have you heard about it anything at all?

This is published information- these layoffs have been planned for several years. All of the “ we are a people first company “ we care about your career, growth, development” spiel is garbage.

C-Levels and their directs are all full of BS. Stop drinking the kool aid they are serving up, stop cheering for them as the spew this BS. They do not care about you! You are a commodity, “a human tax” that will eventually do away with while lining their pockets.

Details: do your own research

T-Mobile projects that AI initiatives will drive approximately $10 billion in additional Core Adjusted EBITDA by 2027.

At its September 2024 Capital Markets Day, T-Mobile outlined a growth strategy heavily leveraging artificial intelligence and expected financial targets for 2027.

Key points regarding T-Mobile and AI by 2027:
Financial Impact: AI and digital leadership are expected to increase Core Adjusted EBITDA to between $38 billion and $39 billion by 2027, an increase of roughly $10 billion from 2023 levels.

Customer Experience: T-Mobile is collaborating with OpenAI to create an AI-powered customer service platform, called IntentCX, aimed at providing faster and more personalized customer support experiences.
Network Performance: The company has partnered with Nvidia, Ericsson, and Nokia to establish an AI-RAN Innovation Center in Bellevue, Washington, which will use AI to optimize the radio access network for faster speeds and reduced latency.

Revenue & Efficiency: AI is seen as a key driver of significant operating efficiencies and a projected service revenue compound annual growth rate of about 5% through 2027, reaching up to $76 billion.

While AI is central to T-Mobile's growth strategy and financial outlook for 2027, it remains one component of a broader plan that includes network leadership, customer growth, and strategic acquisitions.

2 in the thoughts and 1 in the prayers for all you delta peeps. Your new CD&TO left a trail of pain and misery at USAA. Don’t believe me? Read any of the dozens of posts on here about her. Best of luck! 🤞

Just read Amala is going to Delta Airlines to be their Chief Digital & Technology Officer.

Poor Delta. These worthless executives always come out smelling like roses.

slowly fading away......

Oh, you thought they were going to choose the most capable and knowledgeable people? Not a chance. They’re picking the ones who excel at kissing up and delivering polished slide decks to upper management. These are the folks who coast by using the work and expertise of the very people the company isn’t keeping.

They’re selecting the “yes‑at‑all‑costs” crowd—people who are just trying to hang on until the back half of 2028. Some of them even said they couldn’t relocate because of their spouse or personal situation… yet suddenly they’re taking the job?

Honestly, I hope it blows up in their faces when the yes‑people eventually leave, and the company realizes they let go of the people who actually knew the work and kept things running. At that point, they won’t even be able to operate properly.

I joined T-Mobile late last year and was let go on Tuesday. I'm in my late twenties with a technical degree and passed on another offer because the role seemed stable. It's hard to understand how hiring keeps going when cuts are clearly coming. Staying in touch with recruiters turned out to be the smartest move I made.

We haven't really grown any new policies since July. It's going to get a lot worse. We are too expensive and can't afford to pay agents commission anymore since they account for about 30% of our expense ratio. People are not buying houses or new cars and putting their groceries on their credit cards. Broke. Plus our brand su-ks! Our current round of Execs are wannabes! They are only interested in profits over people. Nothing else as they despise employees and see you as a burden. Greed, incompetence, and unethical leadership defines this organization now and the culture that MT brought in is just a cancer that is slowly ki-ling the patient. In the next 5-10 years SF will become just a shell of itself and a story of what not to do in business. Place is and will always be a sh-t hole.

Well said, @g9+1ke4bkj4j.

For workers in white-collar fields like tech, consulting, and media, it's an especially weird moment — fewer layoff headlines, but still difficult conditions when it comes to landing a new job. The larger companies may be done cutting for the moment, but they're not ready to rehire aggressively in the parts of the economy that tend to drive long-term productivity and wage growth.

https://qz.com/why-fewer-layoffs-dont-mean-healthier-job-market

Hard to believe how much things have changed. What used to be a busy, collaborative place now feels like a complete ghost town. Empty floors, no energy, barely anyone around. It honestly feels like The Walking Dead, people just showing up, wandering around, and ki-ling time.

There’s not much actual work happening here anymore. Teams are gone or spread out, roles eliminated, and a lot of the real work seems to have moved elsewhere or just disappeared. So what exactly is the point of RTO when you come in and there’s nothing to do?

Curious if others are seeing the same thing. Is this just a slow fade until the site eventually shuts down?

Moral is so bad and everyone is so miserable that i fight to log on and stay on daily. This has to be intentional by these mo--ns running this place into the ground. Holding out as long as possible because of the pay and the fact so many are struggling to fund other jobs but dont know how much longer i can do this

I’m really struggling to adjust to the no assigned seating. It’s really awful and a big downgrade to my quality of work life.

This + 4 days in office has me seeking new jobs away from Chevron.

But I guess that’s what the wanted