#layoffs

It’s pretty clear leadership isn’t thinking beyond the next quarterly report. The long-term impact of shedding talent, experience, and skill doesn’t seem to matter at all. No matter how well or poorly a company is doing, there are always cuts, so there’s more money for the people at the top. Leadership doesn’t care about efficiency. They care about the bottom line, right here, right now.

At least for now, anyway.

Does anyone know? We’ve been stuck in a constant guessing game for weeks now.

Dexcom, the San Diego-based maker of continuous glucose monitors for diabetes patients and prediabetics, announced Wednesday that it is laying off around 350 workers, or 3% of its global workforce. Most of these reductions, or 196 people, are in San Diego, and of those, 134 are in operations and manufacturing.

https://www.sandiegouniontribune.com/2025/08/27/citing-changes-to-its-operating-structure-dexcom-cutting-350-jobs-mostly-in-san-diego/

Could you please clarify which level of management is informed in advance about upcoming layoffs within their teams?

Happened yesterday, but had the night to sleep it over. Many years of hard work and I’m not optimistic about the coming months looking for a new job.

On reddit it was just mentioned that QAs will be impacted on Sept Anybody know which org?

September layoffs coming soon with additional cuts to be announced in Q3 Earnings Call.
Europe (Poland included) and US targeted

Netsuite

Most of the H1Bs are remote and having working multiple jobs, and pulled unqualified spouses into the company. When will this stop? Ford is renewing H1Bs while laying off Americans!!! WAKEUP!!!!!

I imagine there are many of us (mid career 10+ years) that assumed we would retire from this company. However this was the year that got some of us, and now we are left standing. However are you holding up? What are you doing now/plan to do next? Genuinely interested in hearing what folks have to say.

two ppl were just laid off in my department due to budget. likely in other areas too… probably not in the news since it’s not as big as the one in 2023

If the majority of impacted engineers are U.S. citizens and permanent residents, while H1B employees are retained and even promoted, doesn’t that look like discrimination? the kind of story that would catch the attention of the news and even the White House?

What I still do not get, if these layoffs were truly about efficiency, and not about maximizing profits as I repeatedly heard, is why so many people were forced to take demotions, lower role salary grades, and even lower salaries just to stay with The Firm. If we VSPd and ISPd this many people solely for efficiency purposes and not for profit maximization and the salaries of GPs, certainly the people that survived would have an increase in their salaries as a reward beyond being thankful they kept their employment. No one has ever been worth a $20M salary, and certainly not now during these financially difficult times.

I'm surprised morale is even a thing here, considering. I think I've survived ten major and who knows how many small rounds and I've been here for six years. Oracle is a joke.

Dear colleagues,

I never imagined I’d be writing an email like this. After almost 20 years with Edward Jones, I’ve been told I no longer have a place here. While I was encouraged to accept the narrative that our leadership team “cares” and that none of this should come as a surprise, I cannot leave without speaking my truth.

This firm is not what it once was. I remember sharing coffee with Jim Weddle and even his predecessor—leaders who embodied stability, integrity, and care for associates. What I’ve experienced in recent months is the exact opposite: a process that has been dehumanizing, disheartening, and nothing short of a debacle.

On more than one occasion, I was thrown under the bus to “save face” for our department, taking the heat for situations that were not mine to own. Work that should have been properly regulated by others was instead pushed onto me, leaving me to answer for nonsense that should never have been allowed in the first place. Carrying those burdens silently was one of the most demoralizing parts of my time here.

And then, with less than an hour’s notice, I was pulled into a meeting with a general partner—someone who had already announced her own exit from the firm—and an HR representative. In that moment, after nearly two decades of loyalty, I was told my job was gone. No warning, no dignity, no appreciation for the years of sacrifice. Just a cold, abrupt ending.

To add insult to injury, my most recent leader—the best leader I have ever had in almost two decades at this firm—was demoted. Make it fu--ing make sense. I am so angry, and I will never understand why this happened.

Meanwhile, we’ve watched Penny take home almost $30 million in bonuses in the last year. We’ve watched ALT members hired who don’t even live anywhere near St. Louis—the supposed heartbeat of the firm. We’ve watched David move to BACA and his New York high-rise. And months ago, we were already told we should just be “thankful we have jobs.” How tone deaf can you get?

Even worse, I literally trained someone who came in with no relevant background — a former shoe store manager — and watched as she was fast-tracked into senior leadership. Today, she’s untouchable as a general partner. That’s the kind of favoritism and politics that has replaced merit, hard work, and decades of dedication.

To those who think their jobs are safe, I urge you to think again. I was targeted long before this outcome, despite years of service and dedication. I’ve had colleagues tell me my communications were authentic, my work was valued, and that my exit is a mistake. Yet I’ve learned firsthand how quickly perceptions can be twisted, and how little “receipts” matter when people in power decide otherwise.

I’ve poured my heart and soul into this place. When my mom was dying of cancer, I worked 65 hours a week—balancing the phones, managing 14 contractors and interns, and carrying the responsibilities of multiple roles—all while being her sole caregiver. I gave everything I had to this firm. To now be told I wasn’t “good enough” is something I cannot accept as truth.

What pains me most is knowing Ted would be heartbroken by what’s happening. His vision was one of partnership, people-first values, and building something greater together. That spirit feels lost.

I know many of you have seen what’s happening on places like layoffs.com. I won’t hide behind an anonymous username or light up threads online. This is my story, and it’s just one example of the human cost behind these decisions.

To those who reached out with genuine kindness—thank you. Your words reminded me that my worth isn’t defined by a firm that has lost its way.

I leave not bitter, but resolved: to speak my peace, to hold my head high, and to remind you that no one is immune.

— A fellow associate

It’s not going to be like the last dozen reorgs over the years that reduced the workforce but accomplished absolutely nothing else. No, sir. This one is going to make real changes! Unlike all the others, we’ll finally see real improvements in results, not just a temporary bump because of layoffs. I’m telling you, this is it!

The biggest one is coming

I could deal with layoffs if I knew they were truly necessary right now, not just a crutch every time earnings, expectations, or anything else take a hit. What are the chances that is actually the case, or should I just start looking for something else now?

https://www.12news.com/article/news/local/arizona/intel-issues-another-layoff-notice-arizona-chandler/75-97469940-8f76-42c0-945e-6c669909e239

This is sad, I reported many bugs (Jira’s) 3+ years ago when I worked as Ford as an Engineer. Then I was laid off (Paid to much?)

Wish Ford best of luck, but change is needed. Job market is bad,

I just saw this recall tonight on the news. I reported this with the Lightening 150 as the Cluster would just go dark multiple times when checking out the mule. Submitted logs and informed management. The bug left our group to who knows where. Obviously it was not followed up on.

https://www.reuters.com/business/autos-transportation/ford-recall-more-than-355000-trucks-over-instrument-panel-issue-nhtsa-says-2025-08-27/

I saw some noise about “whistle -blowing” on coworkers for “off-channel” communication. Just so everyone’s on the same page, here’s what actually counts according to FINRA/SEC — and what doesn’t.

What off-channel rules are really about:
They’re meant to stop sensitive business communications (like client details, financial transactions, confidential company info) from happening on unapproved apps (WhatsApp, iMessage, personal email, etc.), because regulators require those to be monitored and archived.

What does not fall under off-channel:
• Layoff discussions: Talking with coworkers about who was laid off or how it happened is a protected right, not an off-channel violation.
• Leadership narratives: Pointing out inconsistencies in company/GP messaging is workplace discussion, not regulated business communication.
• Gossip/personal chatter → Not business communication, no compliance issue.
• Sharing Information or organizing → 100% protected by labor law. Companies cannot punish or monitor you for this, no matter the platform.
• General job updates (“I’ve been swamped with calls today”) → Not regulated business activity.

If someone suggests you can’t talk to coworkers online or that you’ll get in trouble for discussing your rights, that’s a scare tactic. Don’t confuse compliance rules with attempts to silence employees. If they try to take action against employees that share information this falls under retaliation.

Bottom line: Off-channel rules exist for business compliance, not for controlling everyday conversations or stopping employees from organizing.

Money was never and will never be my God.

• A Google executive told employees last week that in the past year, the company has gotten rid of a third of its managers overseeing small teams.
• “We have to be more efficient as we scale up so we don’t solve everything with headcount,” Google CEO Sundar Pichai said at a town hall meeting.
• Asked about the buyouts, executives at the meeting said that a total of 10 product areas have presented “Voluntary Exit Program” offers.
  https://www.cnbc.com/2025/08/27/google-executive-says-company-has-cut-a-third-of-its-managers.html

Not sure if anyone else is feeling this way, but my depression and anxiety is persisting despite being marked “safe” (for now).

I love my wife and children and am thankful for a paycheck, but am having trouble getting over the anxiety and depression that has loomed over my head in 2025.

Perhaps it is mourning? Mourning and longing for what was in the face of what is today and what is yet to come?

HeadSpace is a joke. It’s a cheap illusion hired by a company that wants to say “we care”.

I’m front row to seeing Chubak walk out of 12555 smiling while the next person is carrying a Fry-Wagner box with their desk’s contents. Cheshire-vibes.

I’m sorry, but I am done. If anyone has any ideas on how to get through this I would appreciate it ❤️

HOW WIDESPREAD ARE THE LAYOFFS FROM TODAY?

What do you think are the real reasons for this layoff? We've all been given the corporate line, but I’m curious how each of you sees the actual reasons behind the cuts. It would also be helpful if people responding could share where they roll up into (I realize this may be sensitive, so please skip that part if you’re not comfortable).

I’m not trolling or fishing for information. Enough has already been said in other threads about the various challenges. I’m genuinely interested in hearing how people think about what’s happening.

Oracle is undertaking significant layoffs, impacting hundreds of employees across its Bay Area (Redwood City, Pleasanton, Santa Clara) and Seattle offices, with effects expected to take place in October 2025. These cuts, focused primarily on cloud-related positions, are part of a broader restructuring to reduce costs and improve efficiency as the company invests heavily in artificial intelligence

Details of the Layoffs

Bay Area: A total of 188 employees are being laid off in Redwood City (143) and Pleasanton (45), with an additional 101 employees cut in Santa Clara. 

Seattle: 161 employees are being laid off from the company's Seattle operations.
Global Impact: The cuts are also affecting employees in India and Canada.
Timing: The layoffs are set to take effect in mid-October 2025.
Affected Roles: The cuts primarily affect positions within Oracle's Cloud Infrastructure (OCI) unit, including software developers, managers, technical support analysts, project managers, and roles in media services and sovereign cloud efforts

Letter: Planned layoffs at Edward Jones betray its own company culture

Financial giant Edward Jones announced that it will lay off potentially hundreds of employees at its Des Peres office to improve efficiency. ("Behind the layoffs: Edward Jones looking to invest in new tech, analysts say," March 16.) That’s shocking and disappointing to many longtime employees, who see it as a shift in the 100-year-old culture created by founder Ted Jones and succeeding managing partners. The firm has always emphasized a balance between maximizing profits, stability and long-term career growth.

In 2022, Edward Jones recorded a net income of $1.4 billion, which increased to $1.6 billion in 2023. From 2023 to 2024, Managing Partner Penny Pennington's pay increased more than 15 percent, from $25.1 million to $29.1 million. Pay for other senior officials increased as well.

The impending layoffs could be avoided by reducing executive bonuses and scaling back non-essential spending. It doesn’t help to hear reports that Edward Jones has begun outsourcing support roles to India, as well as training.

While internal announcements emphasize a drive for greater efficiency, the simultaneous potential layoffs reveal a more fundamental cost-cutting strategy.

Executives appear to be placing bets on the firm’s future by sacrificing employer stability and long-term career growth. This disconnect between corporate rhetoric and employee realities is alarming to staff members, and underscores a growing insensitivity in the firm that goes deep into the culture of what made Edward Jones a special place.

Source: https://www.stltoday.com/opinion/letters/article_5de9fe5a-2115-4159-aea8-8f3597bb83d8.html

Archived at: https://archive.is/KTw0G

Layoffs are still occurring with no transparency from leadership. We've seen many of our most talented people let go unexpectedly, it is a rough time to hit the bench...and has been for basically the last 3 years. Promotion cycles are still very lean, and raises are negligible. Tough times.

voluntary layoffs

This is in the main thread:

• "I recently found out they'll be doing more layoffs at KTD and probably GO soon. I know for sure CIS and Product will get hit hard. I hope you get your severance!" (Anonymous, Post ID: @OP+1k3eddae2)
• "my team received notice today that we needed to add some new contacts to our email chains, sure enough they are located in India." (Anonymous, Post ID: @qd+1k3eddae2)
• "20+ year employee, always glowing reviews, personally found and cleared over $3M in bad debt over the past few years. They eliminated the higher paid employees so the lower paid ones can pick up the slack." (Anonymous, Post ID: @p9+1k3eddae2)
• "vague information about severance (month pay/years of employment, possible bonus eligibility based on standing), but would be discussee 1-on-1 during exit interview, TBD" (Anonymous, Post ID: @p4+1k3eddae2)
• "severance will be discussed later and think it is based on performance through your last day." (Anonymous, Post ID: @mr+1k3eddae2)
• "At least this time it sounds like folks are getting severance unlike transformation." (Anonymous, Post ID: @nn+1k3eddae2)
• "They have avoided severance payouts the last 2-3 re-orgs." (Anonymous, Post ID: @pp+1k3eddae2)

RIFs are occurring across multiple areas today..CCB and CIB

Around 15 employees, including someone holding a managerial position, were laid off at Freeport, IL, USA

Received inconsistently meets during half year review. Am I being prepared to be sla-ghtered here?

Been here 16 years. Uprooted my life in Colorado to move to hub (CLT) last year and now they want to probably let me go.

With the latest bay area announcement (see https://www.crn.com/news/networking/2025/cisco-layoffs-total-more-than-200-in-bay-area-cut), and seeing really good employees take the hit recently, this article has now made me lose all hope that there is a future for me at Cisco.

This company is unrecognizable from even just a few years ago. One by one they keep plucking off the good ones. It really is just a matter of time.

So... I hope to go through my five stages of grief (currently in phase 2 - anger) quickly and get to acceptance so I can plan the future and get on with my life. I'm just... sad. It didn't have to be this way.

All I hear is b.s., b.s., b.s. Get ready for September layoffs while we’re supposedly doing so awesome!!!!

Sure, it has some practical value. It can speed things up and automate basic tasks, but it still needs constant babysitting. It’s nowhere near what it’s been hyped up to be, and it’s definitely not the real driver behind the layoffs. From what I’ve seen in recent media reports, it’s just turned into a convenient excuse for more cuts and offshoring.

October is right around the corner and its layoff season again at HMH. Massive customer problems with this years back to school. Lots of customers asking for their money back. New CTO, with an attention span problem and flare for unprofessional behavior, dead set on getting rid of most of the technology staff. 80 hour work weeks. continuous stream of abuse to drive people to quitting so they don't have to pay severance pay..... and the result is?, you guessed it, October is fast approaching, massive layoffs both in technology and across the company. One cannot imagine why year after year of layoffs could have possibly resulted in such bad outcomes.