Below are all the posts — topics as well as replies — that mention the hashtag #ai.
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https://www.businessinsider.com/angi-layoffs-angies-list-cuts-350-jobs-ai-efficiency-gains-2026-1
Companies are frozen by tariff uncertainty and AI expectations, while workers are stuck in a job market with very little hiring or firing. New figures from the Bureau of Labor Statistics show the hiring rate has dropped to 3.2%, the lowest in more than a decade, apart from the pandemic period.
https://www.ibtimes.com/job-layoffs-surge-hiring-rate-hits-record-low-how-survive-it-3794854
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?
Eliza is trash and so called digital employee is just a lie!
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.
I feel like there’s a whole market to capitalize on there if leadership could ever catch on.
Well, well, well, we told you JC that consumers hate "AI" in Dell laptops, after a year you finally admitted it. I wonder if this will be just an excuse for stock market why Dell is not performing as expected.
The layoffs and reorganizations are a distraction and targeted to ki-l the old SAP business streams and make way for the future - Palantir becoming the most important service provider in Europe with the help of SAP.
CK recently sent an email to everyone explaining why AI is the top priority and all 5 OKRs on the SAP leadership level have AI in them. What he failed to mention that SAP is diverting their internal resources away from the core businesses such as ERP to focus on the immediate demand from Plantir and the U.S. Department of Defense.
Palantir is already an SAP partner.
https://www.sap.com/partners/find/palantir.html
However, there was never a time when SAP doubled down its entire engineering effort to satisfy one single partner. I won't share each of the 5 OKRs publicly. But if you look into each OKR and their overlap with the requests from Palantir, you will be surprised. The entirety of Sovreign cloud features are to support the U.S. Department of Defense and its supplier base.
Joule is synonymous with the Palantir Artificial Intelligence Platform where SAP just builds features that Palantir needs. Like AIP, Joule is supposed to focus on a relatively user friendly GUI for AI agents with a focus on low code / no code. It is to be given access to all customer data and also private SAP employee data. Even the interface of Joule mirrors AIP and it has the action-driven logic and automation in the code structure.
In internal emails, CK asked for focus on some critical industries for Joule. It is the same list that Palantir advertises on their AIP website.
https://www.palantir.com/platforms/aip/
In 2026 Q1 several employees in the top management will 'quit' because of the change in direction for the 2026 strategy. Signavio Process Mining is actually developing features that can be sued by Palantir's Foundry Process Mining & Automation platform.
I understand why a company would shift focus on AI features. But I don't understand why SAP is changing their entire strategy to accommodate for everything asked by a single SAP partner - Palantir. Seamless connectivity between Palantir and SAP Business Data Cloud was the first step. And now the executive board's decision is that the development in 2026 and 2027 will effectively ensure interoperability between Joule and AIP and allow for effective bidirectional data access.
Palantir is unable to get adequate access to European government, industry and civilian data and they plan to get this access through SAP. For this, Palantir is working on HyperAuto, which serves as the dedicated integration bridge connecting SAP’s core systems into Palantir Foundry and AIP.
You know which company worked closely with Palantir before SAP? Airbus. Palantir literally powers Airbus's digital twins via Skywise, currently used by more than half of Airbus Commercial employees giving Palantir full access to their design, manufacturing, and predictive maintenance. It came into fruition around the same time Dominic Asam moved from Airbus to SAP.
This Skyview system is what accelerated layoffs across Airbus just as Joule is supposed to accelerate layoffs across SAP. Performance management and HPOM and lower salary and benefits budgets will keep SAP employees too distracted and busy and scared to speak up.
This is a major concern for SAP shareholders because they did not vote for SAP to become a puppet for an American intelligence company. This is a major concern for SAP employees because they are supposed to work on the exact technology that will be used to fire them. This is a major concern for SAP customers because they are getting really bad AI slop in SAP products which is counterproductive for their use cases and they are asked to pay more to fund the development for Palantir. This is also a major concern for European governments because the U.S. Department of Defense found an effective way to infiltrate and cripple Europe's data sovereignty. The SAP executive board has been downplaying the significance of this cooperation
All of this because CK, the former Airbus CFO and other executive board members are making money from SAP executive bonuses and have their future set up when they leave SAP. .
Expect major layoffs this year. All the areas going through "transformation" like cfo, ops, and brand are planning to offshore roles or replace with AI. ETX was the test case before rollout to other areas.
They have reduction in US headcount as a goal for each area. Search deep enough on Sharepoint & OneDrive and the details can be found.
All day today I was like "what to do: quiet quit or really quit without any job to move into??". I used to really love software and engineering before Dell.
Now I think this is my first job where I really hate it, mainly because of our "great": tools,processes,managers and yesman crowd. oh ye and cant have a single meeting without AI AI AI bs and some other random 10 words nobody use outside of Dell.
I did literally nothing today and plan same for rest of the week, got another id--t task which description was written by manager on dr-gs and it will be "always NOK" so I plan just commit some MicroSlop and will "hide" till rest of sprint like the rest of them.
Story by Ruth Umoh
The path to the corner office has long followed a familiar pattern. Start at the bottom, learn the business from within, and advance step by step. That model is now changing, and artificial intelligence is the primary reason.
AI is rapidly absorbing the routine work that once defined early career roles. Data entry, basic financial analysis, customer support triage, and even junior coding are increasingly automated.
The result is a shrinking base of entry-level positions and rising expectations for those who remain. Graduates are being asked to demonstrate experience that they have fewer opportunities to acquire.
This is not only a labor market shift. It is a leadership shift.
Entry-level roles did more than fill operational needs. They functioned as an apprenticeship in how organizations actually work. They taught how decisions move through systems, where incentives distort behavior, how customers respond, and where risk accumulates. As those roles recede, so does the informal training ground that once produced experienced executives.
As a result, future CEOs will be shaped more deliberately than their predecessors. In conversations with several executive recruiters and HR bosses, they noted that companies are moving away from the assumption that leadership will emerge naturally through long tenure. Instead, they are beginning to identify potential earlier and develop it more intentionally. This takes the form of accelerated development tracks that emphasize strategic thinking, judgment under uncertainty, ethical reasoning, and the ability to manage human and machine systems together.
Future leaders will also begin their careers differently. Rather than spending years executing routine tasks, they will enter closer to the decision layer of the firm. They will supervise automated processes, interpret outputs, and make trade-offs about risk, capital, and values earlier than previous generations. Training will rely less on gradual exposure and more on structured rotations, scenario planning, and simulated decision environments.
At the same time, companies are widening the pool from which leaders are drawn. Entrepreneurs who have managed risk and capital firsthand, technical specialists who shape digital infrastructure, operators from sectors that are still developing frontline leadership, military veterans trained in high-consequence decision-making, and career switchers with transferable strategic skills are all becoming more common sources of executive talent.
None of this means companies are losing the ability to develop leaders. It does mean they are losing the luxury of doing so passively.
The future CEO is unlikely to follow a single standardized path. Some will rise internally through redesigned development models, while others will arrive from outside with experience formed elsewhere. But what’s clear is that the role of an organization will shift from producing leaders through long service to cultivating and integrating leadership capacity drawn from a broader and more varied set of experiences.
https://fortune.com/article/entry-level-jobs-disappear-ai-corporate-ladder-ceo/
RTO = forced attrition. AI will sh-t can a lot of jobs anyway so we might as well ride until the train stops.
I’m constantly surprised that people just aren’t getting it with AI. This is not a differentiator…everyone is adopting it. Verizon needs to adopt and implement it just to survive and keep competitive. It’s about nothing more than reducing the cost base as much as possible
Summary from ChatGPT5 highlighting the public sentiment which is out there about Mutual of America.
Overview of Operations Problems at Mutual of America
Mutual of America has faced significant operational challenges, particularly in customer service and management practices. These issues have led to numerous complaints from clients and employees alike.
Customer Service Issues
Service Complaints Many customers have reported poor service experiences, including delays in processing claims and difficulty in accessing account information.
Management ChangesThe departure of experienced customer service leaders has resulted in a decline in service quality. New management has been criticized for failing to address longstanding issues.
Beneficiary ClaimsThere have been numerous complaints regarding the handling of death claims, with beneficiaries often experiencing delays and inadequate communication.
Management and Operational Practices
Leadership ConcernsCurrent management has been accused of making decisions that prioritize company executive job protections and pay packages over customer satisfaction. This has led to a loss of trust among clients.
Fiduciary Duty BreachesA class action lawsuit was filed and settled against Mutual of America for alleged breaches of fiduciary duty under ERISA. The lawsuit claims that the company failed to act in the best interests of retirement plan participants, leading to excessive fees and poor investment options.
Technological BarriersCustomers, especially older clients, have reported difficulties navigating the company's automated systems, which complicates access to services and information.
Summary of Impact
These operational problems have not only affected customer satisfaction but have also raised concerns about the company's long-term viability and reputation in the financial services industry. Addressing these issues is crucial for restoring trust and improving overall performance.
Corporate leadership is hiding behind 'AI' to explain away layoffs that are actually about offshoring and boosting stock prices. GM is guilty of this, catering to investors rather than fixing the business.
2026 looks like a breaking point. You can’t cut staff, shorten timelines, and ignore safety concerns without causing systemic failure. The staff is too burnt out for threats to work anymore. The failure is already in motion. We’re going to see missed dates and failed programs, and unfortunately, it’s the managers who will take the fall for leadership’s unrealistic planning.
Apparently, things aren't all bubble gum an unicorns at Dell.
Dell faces margin pressure as surging DRAM prices and constrained supply inflate production costs for both server and consumer segments.
DELL's ISG and CSG margins are declining, with consolidated gross margin dropping over nine months.
Despite the robust AI server backlog and raised FY26 revenue guidance, we do not expect quick margin recovery.
DELL trades at a small premium to its 5-year average but remains at a 40% industry discount on key multiples.
SanDisk stock has been rallying again. When should we sell? I have been hearing analysts saying 2026 will be the year for memory stocks. Some people are saying memory is getting more expensive than GPU and AI hitting a memory wall. All this is making me feel I should hold onto my stocks. But I do wanna sell as it is so high right now.
Altman Z-score screams financial distress. AI hype is gutting revenue and margins. Liquidity is nonexistent. Broken IT ops and exposed public sector work make a sitting duck for ransomware attacks while the client reputation is already radioactive.
https://www.nerdoutonbusiness.com/p/will-enterprise-software-stay-sticky-in-an-ai-world
OpenText is a useful case study for this question. The company runs on long-term contracts and deep switching costs, but AI is making it easier for companies to build internal tools.
The business is built on recurring revenue, with ~81% of FY2025 revenue coming from cloud subscriptions and customer support contracts.
Will their 94% renewal rate hold up?
I think the answer is no. Customers are constantly upgrading and given all of OpenText’s products are long in the tooth and the AI tools are unproven (without customer references) renewal rates will go down and the focus will be on organic growth which is an impossible task given the lack of innovation.
If the SMB unit is sold, the SMB Renewal Teams: Likely transferred to the buyer. These teams are high-volume and automated, making them an attractive "turnkey" operations piece for a Private Equity firm.
• Legacy Enterprise Renewals: Would remain at OpenText but continue to face the AI-driven workforce reductions.
If the "20% divestiture" goal is met by selling the SMB unit, these are the rumored frontrunners:
• Thoma Bravo: Rumored to be looking at Carbonite to fold into their ConnectWise or Sophos portfolios.
• Kaseya: Known for aggressive acquisitions in the MSP space, they are frequently mentioned as a potential home for Webroot's threat intelligence data.
• Gen Digital (Norton/LifeLock/Avast): Since OpenText has refocused Webroot on "Digital Life Protection" for families, it has become a "strategic fit" for Gen's consumer-focused empire.
In regards to a new CEO The board is looking for an "Operator" rather than a "Visionary Dealmaker." They want someone who can make the remaining "Core" business highly profitable after the non-core units (like SMB) are potentially sold off.
However this “Operator” will be in charge of getting all of OpenText remaining core acquired by a big tech company that can do something with the IP.
11 posts in a row with nothing really about layoffs. I made thru 25. I know there’s stuff brewing for 26, but I’m not sure how it’s all going shake out. AI and automation are going to play a big role in change. Just not sure what that looks like.
Let me get this straight, Dan is Mr. AI, sits on multiple AI company boards, can clearly see in the the future so much that he slashes 13k jobs because AGI is 10 months away. But he only does email? Wait Mr. AI only does email a century old technology and doesn’t like slack a new technology with tons of AI functions. Yeah I don’t buy his little AI story. Hans was ousted by a coupe and Dan is trying to boost his pockets along with other prominent shareholders before Starlink takes ours and TMOs lunch.
Why does Target think dumping millions into AI at a time when the business is struggling with fundamental processes and retailing execution is going to help?
Slop in, slop out
People first, then process, THEN technology
What is going on with the first two at target? Nothing.
Anyone thought about it? Many Intel engineers already received checks from the blacklisting lawsuit, but it was a pittance. Now all those companies are being investigated for their racial hiring programs. Many of us had to endure them rubbing our faces in the fact that our careers were limited because we were white males when they thought they were untouchable. You don't need a lawyer to sue in CA and we are all fairly detailed oriented. Seems like an easy couple of million per employee for a slam dunk case now that Intel is sitting on a $170 billion marketcap. Even if we dont win we can force them to explain themselves in public and expose the truth.
Salesforce, one of the world’s most influential enterprise software companies, is quietly but significantly rethinking its aggressive push toward artificial intelligence. After laying off nearly 4,000 employees and replacing many support roles with AI-powered agents, senior executives at the company have admitted that their confidence in large language models (LLMs) has declined. This shift marks a notable moment in the broader tech industry’s relationship with generative AI, exposing the gap between promise and practical performance.
https://hostalup.substack.com/p/salesforce-reconsiders-its-ai-first
Salesforce recently underwent large-scale layoffs, leading the company to re-evaluate its workforce strategy. The technology giant is now reassessing how it organizes its employees. This re-evaluation is specifically driven by the integration of AI into its operations. Salesforce aims to align its staffing with its new AI-centric business priorities. The company is adapting its human resources to reflect a more AI-driven operational model.
https://www.hrkatha.com/news/salesforce-reassesses-ai-driven-workforce-strategy-after-large-scale-layoffs/
The next round of the great Insight purge is among us.... Sharpen up those resumes.. While you are planning some NY revelry, someone else is plotting your demise. Lists submitted. The level of incompetence at this place is astounding. Services business is suffering greatly, fools only think that they can make this work. Can't compete against Deloitte or Accenture, CDW is in dismay. Don't do ERP or CRM implementations (hey KrustyBurger what's up with that? Thought that you were G Money Magic?), just playing around with AI like some kids at the school yard. Eclipsed by a bunch of other more nimble and spot on competitors. Does not matter how many ex-Cisco, ex-IBM'ers, ex-CAP fools are hired at 4x what you make. Let's anoint more CTO's and CISO's around this ghost town. Tumbling like tumble weed in the desert.
Leadership has bought into the AI hype hoping it will allow them to shed people.
AI is just another a tool...like a hammer.
"it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail." ~ Abraham Maslow
Management is handing everyone a hammer and telling them to go pound on everything the see.
Exactly what @bp+1kc37smg0 said.
And how AI savvy are you? Do you know what the key developments in 2025 were and why AI is better positioned going in to 2026? Do you use AI for your job? I got the idea when a cousin sent an apparently popular news aggregator named Nate and I have no idea who this guy is. Of course we’re all enjoying our own caviar as Intel AI consumers…..
The AI scam....ummm, black hole synopsis. How can current C suite execs be so gullible?
https://www.youtube.com/watch?v=l0K4XPu3Qhg
The argument AGAINST any ER was that in the past too many senior people took them and lots of tribal knowledge walked out the door.
Now with the company focus on AI and that AI should have absorbed a good chunk of that knowledge is now finally the time to get rid of a lot of the expensive folks that have been around forever?
They will fire all engineers except AI (All Indians) engineers.
The AI bubble isn't a bubble, it' actually a black hole. All the threats from SAP to our customers about how they wont get access to AI without RISE and Grow, all the consternation and turning customers into enemies, was all for nothing.
"Functional AI agents "will take about a decade," he said"
https://www.businessinsider.com/andrej-karpathy-ai-agents-timelines-openai-2025-10
2025 in review: Headcount on the slide
Thousands more jobs disappeared from telco and vendor workforces in 2025 as company bosses blamed AI for cuts.
https://www.lightreading.com/ai-machine-learning/2025-in-review-headcount-on-the-slide
I received a request from management to investigate how AI could be used so that all the developers could be laid off. At the same time, there's a need to give management some levers to pull so they themselves can't be laid off, since they supposedly make important, high-impact decisions. Fu--ing muppets.
https://www.theregister.com/2025/12/23/oracles_new_aienhanced_support_portal/
Trust me
Not you
The article says the McKinsey layoffs are a warning for the whole consulting industry in the AI age. Consulting once depended on smart people and hard to find information, but AI now does much of that work faster and cheaper. Clients want firms that can use technology to actually make changes not just give advice, so traditional strategy firms must adapt or risk falling behind.
https://www.fastcompany.com/91463039/why-the-mckinsey-layoffs-are-a-warning-signal-for-consulting-in-the-ai-age-ai-layoffs-management-consulting
The new CEO, now in the role about 18 months, has a more down to earth style than Greed. He came in with lots of fanfare on transparency & to right the ship. Assets & Clients continue to bleed at record numbers & more is in the hopper. Employee sentiment is negative and many are - not feel - are - overworked and underpaid.
New revenue enhancers like managed accounts in group plan are non existent and the corporation is still an operational mess w/weak leaders overseeing sales & operations. Sales are down and automation upgrades cu-m at a snails pace.
PR wise, company is still taking it on the chin w/no real plan in place to boost public review sentiment.
One bright are the Lipper awards but company can't find a way to get this news in front of clients. On the dark side, CITs are not used & the investment line up changes every Haley's commet.
Website hasn't been updated in yrs, and AI and Omni channel communications w/clients is well behind competitors. Team CX really does Sucx.
Disastrous exit from Truspire, and fire sales of two property gems like 320 Park & 1150 Broken Sound were the only thing preventing NY DFS from some type of takeover and helping replenish the $500M in lost surplus since the Pandemic.
Rating Agencies have lowered ratings and lawsuits against former employees in an attempt to protect the bizness have been distractions and embarrassing.
The CEO ran on transparency and even in first public statements when Rich asked Janoffseky what surprised her the most, she went on the record and said "lack of transparency"
Board is invisible and old while being out of touch.
After 18 months, our grade is: D- (2 Star Rating) time for a performance improvement plan for him and his lackeys.
If leadership does, well, they’ll have to learn the hard way. And we’ll be the ones paying the price.