#talent

Synopsys is in real trouble. Most of the people with actual skills, the ones who could make a difference anywhere, are headed for the door. They've figured out that better pay, significantly better culture, and actual work-life balance are out there. Unless something drastic changes, there won't be any true talent left here soon.

BNY doesn't seem interested in keeping talented employees. They're paying some truly great people to walk out the door with each new layoff. I don't understand the strategy. You pay people to join, you invest in them, and then you pay them to leave? The math doesn't add up.

Any information with TCA roles?

The hipos they stacked in LCS and LCDC failed spectacularly. Tells you a lot about the hipos doesn’t it.

AmD is very successful and working model for other companies to follow. Why do managers use their excellent skills to just copy and paste to follow their working model.

1. Get a new female PhD CEO
2. Go fabless and abandon all fabs to save costs
3. Stop layoffs and hire more talents to growth

Half the world is leaving for bank of New York Mellon. Why is JPM losing so much talent?

They lay off talented people, and then when they need the work done, they have to hire two people to replace one. How's that efficient?

The last few years of your career should be your best and most enjoyable as you are supposed to be in roles where you can mentor for succession planning to keep your investment in the company and stock prices continue to rise. XOM has now made those people a target to eliminate. I see senior technical people retiring and some surprisingly resigning before retirement eligibility in a company that is already stretched for talent and experience. Once they get rid of the NRE's which is evident in their plans, there won't be anyone to pass on the practical knowledge on to the next generation. But, do they care?

Tim Tebow has signed a multi-year contract extension with ESPN, securing his role on SEC Nation and other programming. This comes as the network undergoes significant layoffs, impacting several prominent on-air personalities. Notable figures reportedly let go include Ryan Clark, Cam Newton, and Bart Scott. The timing of Tebow's new deal highlights a stark contrast between his continued employment and the departures of other established talents. This development signals a shift in the network's talent strategy amidst financial restructuring.

https://sports.yahoo.com/articles/espn-layoffs-tim-tebow-signs-190013051.html

Lots of discussion on here about the EVP of
HR. Perhaps Mark made another bad hire?! Talk about a poor selector of talent.

Flocks of our staff are jumping over to other companies. Recent trends also indicate Sixt is picking up talent. Who’s running over Kennedy’s empire?

I'm watching more and more people make their exit. One of my coworkers just left for a job that pays significantly less, and he says he's never been happier, and I believe him. Others are just hanging on, waiting for a layoff so they can get severance and then they're gone too. I think management thinks they're saving money, but losing all this talent is going to cost them far more in the long run.

this week everyone got to see the quality of resources from offshore during a sev1 issue call in the CSO/EdHayes Org. These folks from India cannot speak a line of English correctly, cannot articulate the problem nor the impacts, and don't even have the technical understanding.... These folks in India get hired thru recommendations, caste or region feeling or thru bribery... almost all of them who joined the bridge were remotely even qualified for the job. There is this girl who joined the call who would not understand basic instructions and the onshore experts had to come to her rescue!! Yet these crooks at the top want to ship jobs to India laying off quality talent here in the US and eventually backstabbing the american people who pay the bills for AT&T products and services!! Just crazy unbelievable that this is happening!!

We are being asked to do review. Is this a precursor for identifying people to put on layoff list? Looking for intel.

I know there were deep cuts of talented people even younger engineers. From my time there, I recall there were already many positions that hadn’t been back filled.

Today is the day where XOM lost an unbelievable amount of talent between our Australia friends moving to Woodside and the remainder of the Brits being made redundant. Sad day for us all and we will suffer the consequences long term. DWW should pay when something happens but hey this Merica so he will left holding his $100M fund and be left to retire happily whilst others pay the price

Real talent cost as much as PHK.

Below a $4B market cap is the trigger for more layoffs before the usual cycle.

You may not realize it, but the best talent left or were laid off in 2025.

What were they thinking? I look around at who's still here and who's gone and it's clear the best people are out and the worst people are still in. How did that happen? Either the decision makers only looked at spreadsheets or they're deliberately trying to make this company fail.

ICIMS research indicates a growing demand for artificial intelligence talent. This trend occurs across multiple sectors, despite recent tech industry job reductions. Job openings for computer programmers and software developers increased significantly. However, the overall talent pool has not kept pace with this rising demand. Applicant volume decreased while job openings grew, creating hiring challenges.

https://www.hrdive.com/news/despite-tech-layoffs-demand-for-ai-savvy-hires-is-increasing-icims/823119/

Seems like other companies aren’t interested in Nike talent. Under A is packing up and leaving Portland metro,

It could get dicey since so few are left..

The Wall Street Journal evaluates how leading US corps stack up in 6 areas: AI readiness, innovation, talent readiness, financial fitness, resilience and agility.

Optum does not appear as a standalone company in the uploaded table, so I used UnitedHealth Group as the closest listed proxy. UnitedHealth ranks #89 overall with an Overall Score of 57.7, ranking 6th out of 44 companies in Health Care Equipment & Services. Its strongest factor is Financial Fitness Rank #48, with Innovation at #85 and Agility at #130.

The weaknesses are Talent Readiness #297 and Resilience #283, which are notable for a large health-services platform. The strategic read is that UnitedHealth, and by proxy Optum, screens as a financially strong, moderately innovative healthcare infrastructure company, but not as a fully resilient or talent-leading organization. The table supports a “platform with scale advantage” thesis, but not an unqualified future-readiness leadership thesis.

Source:
https://www.wsj.com/rankings/best-companies-for-the-future/full-rankings-2026

The Wall Street Journal evaluates how leading US corps stack up in 6 areas: AI readiness, innovation, talent readiness, financial fitness, resilience and agility.

Wells Fargo ranks #187 overall with an Overall Score of 52.3, putting it above the bank-sector average of 48.7 but outside the top quartile of the full 500-company universe. The positive surprise is AI Rank #16 and Innovation Rank #66, both strong for a traditional bank. That is not a trivial finding: among large banks, Wells Fargo screens as more forward-positioned on digital and AI-related readiness than its overall rank implies.

The problem is execution culture and adaptability. Wells ranks #386 in Talent Readiness and #453 in Agility, which are severe offsets. The data reads Wells Fargo as a bank with meaningful technology potential but weak organizational velocity. Strategically, that creates a familiar incumbent-bank problem: digital investment is necessary, but not sufficient, if employee systems, operating model, and institutional agility remain behind the curve.

Source:
https://www.wsj.com/rankings/best-companies-for-the-future/full-rankings-2026

So the legal lady comes in to clean up the mess after CG doesn't "do the right thing." But the whole function is worse than ever. What gives? Where is the talent brains and skill in the org spending all this $$$? Are we really going to win this way?

The most alarming number in the Wall Street Journal’s “Best Companies for the Future” ranking isn’t AT&T’s overall rank of 375.

It’s the Talent rank of 390.

The WSJ’s methodology specifically looked at hiring, retention, and employee satisfaction as part of future readiness. In other words, human capital.

For years employees have been saying the same thing, excessive RTO mandates, constant uncertainty, forced relocations, and a lack of flexibility are driving good people out the door.

Leadership ignored it.

Now a respected third-party ranking is essentially saying the same thing. AT&T isn’t being viewed as a future-ready talent organization. It’s being viewed as a company struggling to attract, retain, and develop the workforce it needs for the future.

Even Kevin O’Leary (hardly a champion of employee entitlement) recently warned that companies risk losing their best talent when they become overly rigid about RTO and where work gets done. His point was simple - if you make flexibility a non-starter with RTO, your talent pool shrinks and you will only attract the undesirable bottom quartile of talent nobody else wants.

And that’s exactly what many of us have watched happen… I’ve never seen this many experienced employees leave. At the same time, a strict 5-day RTO policy isn’t a selling point to younger workers who increasingly value flexibility and work-life balance, it’s a detractor and immediate non-starter. Nobody with other options will ever sign up for this prison-like micromanagement.

Talent rank 390 isn’t the cause of the problem. It’s a symptom of this bad policy.

You can mandate badge swipes. You can mandate presence. You can mandate commutes, but what you can’t mandate is that talented people choose to work here, or stay here.

At some point leadership has to ask whether a five-day RTO policy is helping build the future, or helping explain why we’re ranked near the bottom when talent is measured.

Another culling of talented people. I won't understand the logic behind this for as long as I live. Does anybody know if it's over or will there be more throughout the week?

In the Monday, June 8, 2026 the Wall Street Journal included a complete section listing the top 500 companies across all industry segments. Each company was ranked by AI readiness, Innovation, Talent, Resilience AI Readiness & Agility. The lower the ranking the better the company.

#1 Nvidia
#2 Alphabet
#3 Microsoft
#4 Meta Platforms

Telecommunications Services sector (only 3 companies in this sector)
#56 T-Mobile US (Agility rank 82, Innovation 283, Talent 136, AI 71)
#149 Verizon Communications (Agility rank 447, Innovation 250, Talent 155, AI 26)
#375 AT&T (Agility rank 465, Innovation 181, Talent 390, AI 33)

What do these numbers tell you? AT&T looks significantly less prepared for future success than its two major wireless competitors when all of the ranking factors are combined. The ranking appears to view AT&T as substantially weaker in attracting, retaining, developing, or positioning its workforce for future needs than its peers.

"AT&T has some innovative capabilities, but the organization is viewed as bureaucratic, slow to adapt, and less successful at developing and retaining the talent needed for future growth."

That combination can be especially damaging in a "future readiness" ranking because future performance increasingly depends on AI adoption, digital transformation, and workforce quality rather than simply owning a large network.

From an investor's perspective, the most concerning number in the table is probably not the innovation rank, it is the 390 talent rank, because that sees AT&T as having a weaker human-capital foundation than either Verizon or T-Mobile.

https://share.google/YT6dQq4BsltYvjUwf

No doubt layoffs will happen. You can merge Yellow Shoes and The Hive and continue with redundant roles. D-mb move and just getting rid of more talent

Paradigm Talent Agency dismissed three agents. Jeff Kolodny, Adam Van Dusen, and Natalie Handelsman were affected. Kolodny and Handelsman were talent agents; Van Dusen was a TV Lit agent. The agency characterized these as selective adjustments during expansion. Paradigm recently added eight new agents in various areas.

https://deadline.com/2026/06/paradigm-layoffs-impact-three-1236940364/

Recent public health layoffs are causing many epidemiologists and infection prevention professionals to seek new jobs. These professionals are now looking for roles in acute care settings and hospital-based positions. A recruiter noted a significant influx of these individuals into the infection control field. Hospitals consider prior clinical experience when determining infection prevention salaries. Specialized recruiters help organizations find qualified candidates by thoroughly vetting applicants.

https://www.infectioncontroltoday.com/shorts/transitioning-public-health-layoffs

From what I have seen lately, many experienced workers are checking openings in the background but holding off on changing jobs until companies start hiring more steadily again. Once that happens, we'll see a major exodus of talent.

Many companies rushed to replace employees with AI, but the reality is that advanced AI tools like Claude and others can become expensive at scale and still require human oversight. It wouldn't be surprising if organizations start correcting course and increase hiring again. The best results often come from AI assisting employees, not completely replacing them. The next few years may see many companies finding a better balance between technology and human talent.

Hmm, what kind of message this sends - a major LR while the company is highly profitable, with compensation that is only marginally above average.

Cisco markets to people who do not make purchasing decisions anyway.

Employees affected by this are unlikely to recommend Cisco solutions the next time they are in a position to influence buying decisions.

Been a lot of buzz in the real estate team about Nashville. A lot of companies you’re moving there. Talent pool is getting deeper. Is Nashville the new Atlanta maybe the new Frisco or OP?

Makes you wonder if the goal is just to burn the place down. Specialists, veterans, people with actual skills, the ones who held teams together - they're all getting cut. Any leadership that cared about the future would be doing everything to keep them.

Costs are on the rise and there is plenty of work in West Texas. What will
Devon do to retain their talent? News of Houston and OKC retention bonuses will only further ruin field morale.

Best news of the year .. people officer is leaving not sure what her purpose was at bd other than fly and travel all over the world posing for pics and cutting ribbons and handing out lame awards must be nice. This woman was a nobody in Sumter plant somehow made her way up the ranks .. appease Tom and ur gold .. her replacement is another useless waste of space .. talent at BD is non existent and where it exists it’s not valued it’s eliminated to be outsourced or to bring in their buddies .. yup I said it and it’s the reality ..