#avaya

As the article clearly states, we are no longer in the era of low interest rates and over-valuation. Therefore, there isn't a "route" for Avaya (as there was in 2018 after the first BK when rates were historically low). There really is no digging out this time. The window of relevance has passed. #Apollo can only be so lucky to be able to dump Avaya for 20-30 cents on the dollar if it's purported overvaluation.

...Apollo executive John Zito said private equity firms are broadly misstating the value of their software holdings, telling UBS clients last month that "all the marks are wrong."
Zito warned that lenders to smaller software companies could recover as little as 20 to 40 cents on the dollar, implying deep losses.

https://www.cnbc.com/amp/2026/03/16/apollo-john-zito-private-equity-software-valuations.html

The NDA bait & switch they are pulling are a result of the Apollo audit firm(s) diligently attempting to tidy-up Avaya's books to get anyone to take the sinking depreciating asset. The only person who is still hoping for a fool to buy Avaya is PD so he can get his pay day, along with the other "board member" who has an inflated "C" title (the one who would be out on their ear for lack of results if not for the board seat).

#Avaya took away our #jobs, moved them #offshore, then layed off several thousand US career employees, including our Veterans. I question Patrick Dennis on the obvious hipocrisy. US workers need protection from the corporate abuse of “ Employment at Will.”

Bravo. Well said. (See Comments)

https://www.linkedin.com/posts/patrickjdennis_today-is-veterans-day-while-we-activity-7394037394750017536-dG5N?utm_source=li_share&utm_content=feedcontent&utm_medium=g_mb_web&utm_campaign=copy

Grok Avaya Update December 2025
-- Quoting a November 2025 discussion board that details about 19 U.S.-based cuts on November 17, attributed to leadership decisions and talent exodus in sales and design teams.
-- Avaya, a communications software firm, has executed multiple workforce reductions in 2025, including voluntary exit packages in September and over 30% staff cuts at its India hub in October, amid restructuring post-2023 bankruptcy
-- A separate Union-employee specific layoff announcement from October targets an unspecified number effective December 8, 2025, reflecting ongoing cost pressures in the #cloud and #AI-driven tech sector despite $1 billion annual revenue.

This should be very entertaining....

https://www.avaya.com/en/blogs/avaya-2025-journeys-roadshow/

Who is going to encourage #DOGE to attend to reconsider the amount of WASTE in their current #Avaya Spending???

DeepSeek has pulled the curtains back 🔙 on BS Tech.

And Avaya isn't even in the same class as technology companies. They just hope the smoke and mirrors game will get a real tech company to buy. Never.

GAME OVER😭😔😭😔😭

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Board Rules that Employers May Not Offer Severance Agreements Requiring Employees to Broadly Waive Labor Law Rights

https://www.nlrb.gov/news-outreach/news-story/board-rules-that-employers-may-not-offer-severance-agreements-requiring
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NLRB does not allow employers to prohibit any employee from speaking 🗣️ even if they are asked to sign a severance or separation agreement. Avaya can't legally scare you from sharing your experience or posting on this site. If they try to, you have further legal recourse and this is considered intimidation and bullying

https://www.inc.com/brit-morse/nlrb-memo-non-disparagement-confidentiality-voided-severance.html

Remember this was all just a BS rumor by the 'shorters'

The board of directors have $500m they can use at any time

Avaya has $3b in reoccurring revenue

Avaya has grown significantly, it's just the transition to cloud that skews the earnings.

What am I missing here?

Now the next round of #Avaya bullsh-t positive spin begins.....get ready to be perpetually I'll buy superhero capes and orbits

Did anyone read the fine details in the Q1 SEC Filing where Avaya reports they still don't have a handle on the financials going as far back as April 1, 2022?

AVAYA HAS LAID OUT THE CASE THAT FULL LIQUIDATION IS MOST LIKELY

It also indicates it could liquidate domestic subsidiaries. Not ALL SUBSIDIARIES. This further explains Nidal's new role. In all probability, Nidal could spin off as an independent organization with a total separation from what was Avaya.

Time to come to terms that those posts that most of us called scar tactics were in fact SPOT ON and the worst-case-scenario that others have listed out about what the REAL REVENUE is and the boderline criminal actions of most leaders are all TRUE.

No need to buckle-up. It is a Free Fall from here on out.

Most ridiculous os how many of you claimed any rumor of Bankruptcy as complete hearsay.

How do any of those still collect a paycheck is beyond me!

Grow up you Avaya blind followers! Time to follow the only leaders who are smart enough to be honest!

https://example.com/HB1DNFdIaW

https://www.wsj.com/articles/avaya-veers-toward-bankruptcy-filing-11671144276?st=xlnqrh3akrha6yz&reflink=desktopwebshare_twitter

There is a group with a very bad agenda trying to reduce the value of Avaya for their own gain.
The key big investors are pulling together a group to challenge the board from allowing this happen.
Help the CEO as he is fighting this group with all he has. He needs help from shareholders. Only shareholders have the legal power to fight this.

https://twitter.com/AvayaAvya/status/1603149830787895296?s=20&t=T3a_AHM_G97OuoSOiBn-lg

[Disclaimer -- Polyana's you may want to coddle yourself with jean skirt selfies and superhero capes. What will be shared below is not in your wheel house]

TODAY's 8k was AVAYA exposing the depths of its challenge to get the debt deal settled. APOLLO (they won't go away) has successfully lobbied the creditors to NOT AGREE to an out of court settlement. WHY? Because Apollo wants to drive Bankruptcy in order to take control of Avaya. It is the only way they can secure any control.

MAKE NOISE PEOPLE! Apollo hates press. EXPOSE THEIR GAME if you want Alan Masarek to have any chance at turning things around. Stop posting about how fabulous you believe yourself to be and start exposing how Apollo is trying to force a take over of Avaya.

Kiernan McGrath Retires 11/7/22

Becky Roof Interim CFO

Shafali Shah, New Strategic Role (focus on Strategic Initiatives, not Admin

Vito Caravale appears to be stepping up as Top General Counsel (This site previously claimed his last day would be Oct 3)

First PRE-MARKET Announcement since Avaya began to unravel on May 10th. Does this mean we should brace for what news is coming next regarding the debt restructuring and plan moving forward?

This paragraph deserves it's own post

RIGHT SIZING CUSTOMER BASE & METRIC FOR DEFINING LOGOS & CLIENTS
– 90,000 Customers? What is the break down of Products/Solutions/Contract Length/Subscription/Cloud. How much revenue does each type drive?
– What is the accurate cumulative attrition since the last time the 90,000 # was updated? Has Avaya ever updated its client numbers since coming out of bankruptcy?
– 1400 Net New Logos? What’s the metric to define a new customer? Employees have been told it is if the client has not transacted with Avaya in 3 years. However, how many of those 1400 “new logos” are included in the 90,000 customer metric? Safe to assume they are already accounted for in the 90,000?
– What is the minimum to qualify to be labeled as a new customer? If they signed a license for a free Spaces Account, does that non-revenue generating customer get tracked as a new logo? Was it these free Spaces clients that were accounted for in the total projected subscription revenue?
– The 400m new client? The reason the market jumped in on the Avaya smoke and mirrors was that it was communicated in earnings calls and trade publication interviews that the new 400m client was just the first in what would be multiple new, similar sized clients joining each quarter. It is time to walk that back? Share how unusual the client situation was and how it is near impossible to replicate that deal? And is that deal still on?

The Avaya Middle Management Bullies are out in full force to discredit the impressively accurate posts on this site. This site has served as a critical resource for non-retaliatory sharing. How can anyone argue with the now PROVEN accuracy of the posts below? I hope the auditors are following this closely as it proves PEOPLE KNEW.

__March 3rd, 2022 “Zero Sum Game” Warning__ : https://www.thelayoff.com/t/1fz9kFSk

THIS ONE DESERVES TOP BILLING AS IT WAS REMARKABLY ACCURATE

HIGHLIGHT “The revenue challenges have nothing to do with Account Managers or seasoned Sales Engineers. It has to do with a VAPOR WARE Cloud portfolio and Senior Leadership who only care about a spreadsheet and don't understand the true value of Avaya. All Clients and Employees are managed by the ZERO SUM Philosophy. They give the minimum, and just wait to manage the fall out when necessary. There is significant greed by the board and C-Suite who have ignored the core business for too long. Investments are toward paying industry analysts high monthly retainers to "skew" market perception, but not toward product development or engineering support.”The BOD needs to address the real problems at the top, and realize they have significant liability with not following through with client promises, potential risk of honoring business operation laws and practicing the published Code of Conduct Severe Antagonistic Culture infused at every el Management needs to do one of two things: Accept the true value of the organization and sell (as opposed to holding out for a higher bidder) OR invest in real product development and client co-developed solutions. They are simply eroding value faster than they can come up with cover stories.

__April 18, 2022 Look for A JOB NOW__ : https://www.thelayoff.com/t/1gjsbiI9

While Avaya needs to retain solid talent now more than ever, it's just not worth anyone's time to wait for the last lifeboat off of the Titanic. They sh_ould have changed board leadership and C Suite a year ago...yet now the everyday employee is who is given their pink slip to account for the C Suite missteps in strategy and leadership.Q2 2022 Earnings are due the first/second week of May. Market Cap dropped independent of an earnings report. Just imagine what is bound to occur once the Q2 earnings are released. There is no indication that they are good.

__April 20, 2022 $AVYA Revenue Game__ : https://www.thelayoff.com/t/1glP3pRr

Employees living in chronic fear of retaliation of they speak up to concerns about GAAP and other financial inconsistencies

AVYA force feeding Cloud Subscription Deals upon customers

Shifting revenue recognition to appear to be signing 1400 net new clients on cloud (NOT True...those logos do NOT generate revenue). See Misleading investors from Q2 2021 Earnings Conference where they claim all 1400 logos are cloud generating revenue

__April 30, 2022 Q2 Earnings 5/10, NOT GOOD__

https://www.thelayoff.com/t/1gvTneHJ

This one is interesting for 2 reasons. 1) They predict layoffs in May/June. Some of those layoffs did happen, it is just the looming layoffs of 1600 are such a herculean task that it delays the execution a bit. 2) Details of the Good ‘Ol Boy Cronyism and lack of Ethics Process.

By July the organization will likely be unrecognizable. It is the ultimate test for the BOD to actually address the REAL problem with the company that should be soaring due to market opportunity and current market dynamics. The problem is never the dozens of AMs, SEs or support people they regularly rotate out of jobs, it is the Good 'Ol Boys who's leadership ideas failed.

AND THEN THERE WAS THIS COMMENT (Future looking to a Whistleblower Accounting Concern)

Avaya sales leadership is dictating that we sell partners subscription deals to book now that the partners could seel at a later date 📅 in some fancy accounting scheme. I feel this is highly unethical and borderline illegal. However, it is well known that if an employee at Avaya exercises their right to raise their 👏 and follow the offically published Code of Conduct https://www.avaya.com/en/about-avaya/ethics-and-compliance/, they become a target 🎯 and will easily become the top of the list for the next RIF. They have no ethics process.

Update the HQ. Update the description. Update # of employees. It's silly that you all have just ignored the boilerplate all the whole dozens of posts have been engaged.

Avaya's best long term hope is an acquisition. We just hope the leaders can fix current financial obligation in order to make us most attractive. Have you seen this poll? Im most curious as to its results. https://twitter.com/AvayaAvya/status/1560771986258804736?s=20&t=qQIooWJnw3SKJIK1x1A2NQ

Avaya's situation was primed to fall victim to an activist investor to drive a penny stock sell off. However, Avaya lucked out. An investor who, since 2017 has followed and invested in Avaya, yet made significant plays in the month of July 2022 to now become the single largest share holder of Avaya. Per a letter posted today, 15.4%. DO NOT DARE BEGIN ANY RACIST, IGNORANT COMMENTS. THEY ARE NOT WELCOME AND WILL NOT BE TOLERATED. This investor raised in San Francisco, Ivy League Educated, Self-Made and has successfully led and sold software as a service organizations. This investor has chosen to be mindful, thoughtful, considerate and engaged in Avaya where he has communicated he is driven to help drive toward the best value for all. This investor will work to prevent Bankruptcy. This investor was heaven sent and the angel Avaya DID NOT DESERVE considering the extreme mis management and the volume of YES MEN middle management who never spoke up to the ongoing wrong doings. This inestor did more for positive positioning of Avaya in one letter than the entire marketing organization has done in the total of 2 years. THIS IS NOW the best hope Avaya has had in a very long time. BRAVO.
**I do not believe that bankruptcy is a predetermined outcome. There are significant levers
available to the Avaya Board and Management that would allow the Company to rapidly rebuild
confidence among its customers, employees, partners, and investors (deliberately in that order
of importance).3
Your shareholders & creditors are important, but your Customers, Employees and Partners
must come first and rebuilding their confidence with #PrepareToWin is a great start. I
appreciate and am grateful for Mr. Masarek’s leadership**
PREPARE TO WIN, INDEED

*"We are successfully repositioning the company from our historic one-time revenue model to a recurring one, in fact 75% of our new bookings were Avaya OneCloud," Chirico said. *
If 75% was REVENUE GENERATING ONE CLOUD, it would be reflected in the numbers. Q1 they claimed it was 60%. They didn't sign any new yet now they are 75%? How do the market analysts not catch them in their inconsistent reports?

Leadership at #Avaya $AVYA is top down tyranny. They dictate and if what they dictate fails, they blame those who had no hand in the strategy or decision. The strategies have repeatedly failed, yet the leaders are never held accountable and just redirect attention. Case in Point -- #MSFT press release today. It was written in such a way to imply that it will result in immediate revenue capture (not true) and to distract from tomorrows likely dismal earnings report. They want the market to see this promising press release instead of the HARD CORE FACTS.

FACTS:

1. They have not properly invested and enhanced core solutions. Instead, they decided they needed to exclusively focus on shifting business (accounting purposes) from Maintenance to Subscription. That gives false and temporary jump in numbers. Yet here we are how many quarters later and we are dead on innovation, no real cloud to implement (many of the clients they promote will never be able to go live, such as SWA).
2. They have turned their sales team into soldiers with one mission in battle -- force clients to switch to a cloud agreement even if the client is in contract for 3 more years. If the sales team is not successful in forcing a client to switch, they are called "stupid" and "incompetent". The cloud team knows they represent vapor, so they are the absolute worst at gaslighting. They don't limit their insults to the employees, they also are known to call partners and clients "stupid".
3. Significant Human Resources problem. Very toxic culture with no plan to improve. Lots of retaliation and finger blaming. In this market they cant retain good talent. Yet they curiously also target good talent if they speak up. They don't allow constructive thinking and thereby miss out on great talent who has deep knowledge as to how to help them improve the business.