#talent

How they always manage to target the very people the team depends on is beyond me.

Management talks about wanting talent, but people who stand out often end up managed like they are a threat. Add misleading job descriptions into the mix and it is no surprise people leave frustrated.

I sort of forgot we only get a 3% match and then the cr-ppy additional match based on business results. Most other competitors do better than but we have a 'great comp package.' We struggle to get great talent in the door anymore because even our own TA teams are frustrated we keep getting turned down for not being competitive with our offers. ugh.

Is SiteSafe still up in Virginia with all of that "talent"?

We have chili cook offs and talent competition’s.

We brought someone onto my team last month who used to be a senior manager at a major tech firm. Over a decade of management experience. Two decades total in the industry. He's now an individual contributor at a mid level role. It really shows how quickly a career you spent years building can evaporate.

I floated idea that EH should go about 6 months ago and everyone was overwhelmingly negative regarding my thesis in this board.

Now, I am sure majority of the people agree with me.

If all he can show for 18 months is what we have seen. What makes anyone believe that he can come out something outstanding in 6 months to 12 months from now?

It is abundantly clear to me, that when MP & JD gutted the talents or ( designers) and replaced with techies, Nike took wrong turn on the cross and EH cannot come back with no talents there with corporation culture is keep your mouth shut and follow the group!

What happened to JUST DO IT?
Double talking hypocrites

Why is elt so narrow minded that they want to make the environment so vile, most talented people quit. And all you're left with is geriatric, brainwashed boomers, or offshore low level talent?

If you want to be #1, don't use the excuse "well Exxon is doing it!". To be first you set your culture and company apart, not the same, mo--ns.

Now it's just been a futile, sour, disappointing experience. Many of us are genuinely good at our jobs. Management at every level above us is not. What a waste of talent.

New surveillance commissioner in board of directors?

https://finance.yahoo.com/sectors/technology/articles/f5-adds-anand-eswaran-board-201000022.html

that started with JD about 3 years ago.

EH is just overrated Nike bureaucrat that people that he had talent.

When will ford stop visa hiring. It looks like a IT call center. We have plenty of local talent.

And it's deliberate, because talent costs money. But people are the foundation. Everything else can be replaced or fixed. That can't. Especially if you’re gunning to stay on top.

Hewlett Packard Enterprise (HPE) has experienced significant, long-term, and ongoing "brain drain," characterized by the loss of experienced staff and top executives due to consistent restructuring, offshoring, and layoffs. While some employee reviews still reflect a generally positive 4.0/5 star rating on Glassdoor, specialized talent is reportedly leaving, and high-level, long-tenured employees are being replaced by lower-cost or contract labor.
Wow, who knew?

& it begins. Top talent, all stars, super studs, leaving the company for better opportunities.

GLTA that stay - I pray things get better for you. My advice, take the first step to see what else is out there. Resume, add the world on linkedin, don't just sit around waiting to see if you'll get RIF. The company is going down a path nobody can change, it just is what it is. Do what's best for you and your family, you owe this company NOTHING. Go make something of yourself

With all of the recent layoffs on the Atleos Service side of the world interested if anyone has any connections on the Business Partner/Dealer side of the business? Curious of what their thoughts are on the impending acquisition and open positions that may be available. I would think they would interested in beefing up their teams with all of the talent on the streets.

Since Havas US layoffs in 2025, cuts to benefits have been brutal. Health insurance isn't nearly as good as before, vacation have been drastically reduced and talent is fleeing. Noone is being promoted from within and the agency isn't staffing up... instead inexperienced outside contractors are being engaged.

Is this a sign the company is preparing to merge or sell, reducing employees on the books and making itself extremely and painfully lean?

It won't be long before clients feel the pain leadership is extending across the agency and start to flee like valued talent. At this point, everyone is a flight risk.

Our management seems to think there is an infinite talent pool and they can just keep replacing everyone with equal or better quality workers at a moment’s notice. Someone should give them a clue.

The rot in the middle is finally panicking. For years, they survived by feeding off cheap foreign labor and disposable entry-level workers, while crushing real talent or forcing others to stoop to their level. They never built anything of substance; they only guarded their turf. Now AI has changed the landscape, and they are exposed. They neither understand it nor can they control it. Their era of quietly cutting others down is ending. It is time for them to face the music. And the people they looked down on as “deplorables” may soon become far more powerful than the gatekeepers who once sneered at them.

They'll be laying people off left and right anyway. Sure, some people they might want to keep could leave first. On the other hand, it's not as if they've been working hard on talent retention. The only way it wouldn't make sense is if they've been planning to ramp up attrition. That wouldn't be a shocker, really.

Every single person here is unique, with something real to contribute. Specific experiences, distinct ways of solving problems, a whole stack of knowledge and skills built over time. You'd think that would make us the most valued asset in any company. Instead, FIS and most other corporations treat employees like interchangeable, inanimate resources. If that doesn't signal a profound loss of substance and direction in the economy, I don't know what does.

As the title says, make sure you are leaving honest reviews on places like glassdoor. I personally look at companies that are within the top 100 best companies to work at. It is a joke that EDJ is in the top 100. So make sure you are posting to get talent away from here.

good news for Charlotte ppl.
talents move to smbc who pays better.
while wells Fargo looking to improve west Charlotte neighborhood

Tech companies cut nearly 79,000 jobs in early 2026. Oracle eliminated over 25,000 roles, and Amazon cut 16,000 positions. Many cuts are linked to AI adoption or automation-driven restructuring. Despite layoffs, companies still compete intensely for skilled talent. Hiring processes are becoming longer and more intentional for quality candidates.

https://hrexecutive.com/79000-tech-jobs-cut-but-the-talent-war-isnt-over/

The layoffs keep happening over and over again but somehow the same useless people always remain. You know the type. The ones who've been here two decades, add nothing, and have mastered the art of hiding. They need to go, ASAP. Cut them and bring in people with current skills and actual energy. Fresh talent, not the same old faces doing nothing.

I'm taking it this is not intentional and we're having trouble attracting good talent? Which wouldn't surprise me one bit.

https://deadline.com/2026/03/talent-agents-impacted-wme-layoffs-1236759297/

Retired old man here. Question= 5 years ( or so) after the integration of esurance into Allstate, can we all agree that their talent pool was like the “kiddie pool” at a local swim club? No depth, no substance and all “look at me” show, with zero value added. Is gramps off base?

WME is conducting its first round of layoffs since the pandemic. The agency is eliminating 30 positions across various departments. This reduction impacts 3% of the total staff. Several talent agents are among those affected by the cuts. Elizabeth Wiederseim and Pierre-Elliott Denizard are named as departing agents.

Hollywood, California

https://deadline.com/2026/03/talent-agents-impacted-wme-layoffs-1236759297/

We have people here that any competitor would love to have, and we do nothing to keep them. Junior staff get demotivated and check out. Experienced veterans with institutional knowledge get shown the door. What's the endgame here? Feels like nobody's looking past the next Q earnings call.

When I look around my team, it's mostly people near retirement. We do get some new faces, but they're usually gone within a year, either unable to fit in or unwilling to do the work. When the old guard finally leaves, there won't be anyone ready to step in. It's wild that there are almost no junior people learning the work.

Algorithm for PMP and ranking. Yes I said it. Now its all new, so there will be considerations. But if AI you can compare across organization and huge data bases. What I am saying, it there are known attributes for high potential.And performances. Have a great day!

I knew a phenomenal engineer who was in Managed Services. He was a CCIE, multiple firewall certs, cloud experience, you name it, and every customer we mutually worked with always praised him. According to him, management ignored his promotion inquiries so he jumped ship to another company making 40% more and I followed his example.

Maybe CDW only wants average talent?

No offense to the people who are still here, many of them are just amazing, but in aggregate, top talent has already left Optum years ago

The 1st question Elon Musk will ask Erica Dhawan is what product did you create?

Please please do not hire those people.. They are just good at talking instead of doing.

In AI world, we need someone can actually create something

Stock together are gone completely.. Total compensation opportunity has reduced by $10k for me.
Dan wants people to do more work with less money.. good luck hiring and retaining talent

fiserv had been losing top talent for years. the people who built the products and who teams actually respected and followed. some climbers thought this was an opportunity for advancement but they have proven to be pretenders.

Rumor during Cisco Live was a big wave of good talent voluntarily departing from DC marketing. Not sure what's happening there?