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It is becoming more and more of a joke.
The latest circling HQ is anyone with a “manager” title without direct reports is going to be demoted to specialist / coordinator / analysts whatever the respective position would be. Hearing minor impacts to base pay but would impact bonus % and stocks.
Stop crying about being laid off. You have spent 20, 30, 25 years and feel betrayed. Enjoy the millions in the 401K and move on. Pathetic.
I spent 15 years at Oracle and was laid off a few years ago. I worked with many of the people who were recently let go. You are talented, highly intelligent, and among the company's top performers.
The reality is that tech companies eventually reach a point where they can no longer justify paying top dollar, top bonuses, and large RSU packages to the same employees year after year, regardless of performance. Many of you have earned substantial compensation and built successful careers.
Being laid off is never easy, but at some point it's important to move forward rather than seek sympathy. Take pride in what you've accomplished, leverage your experience, and focus on the next opportunities.
Noticed my LinkedIn page has been getting views from cognizant recruiters starting last week, so I’m guessing my time has come. Has anyone heard news on what’s coming first week of June?
Also, how does the transition to cognizant work, does our compensation change? Does your job grade have anything to do with the separation process?
With the upcoming expected layoffs, can folks who have recently been laid off in the US share what their severance was? Please include C-level and location.
Dell adjusted the FY27 company bonus plan to have a lower waiting on a revenue this year.
Dell knew that the revenue would be much higher this year when contracts were booked in fy26, sales were rewarded. Revenue follows cost/shipping (accounting).
Is this true?
Okay… yes all you directors and i10s may have shares LTI. But most of us i6-i8 have squat :(
Years of hard-earned shares, gone in a jiffy. People poured everything into their roles, and just because the company decides that a role no longer exists, with zero explanation, zero rationalization, employees are left holding the loss.
And the timing? May 31st. Current quarter incomplete. Not only do you lose the shares you earned over years, vesting over the next 3 years, you lose out on the current quarter too.
How is any of this fair?
The shares should be paid in full as those were allocated on the basis of the hard work done so far. This was definitely not expected from Fidelity.
Executives feel expats are making too much compared to those who “stay in Houston like them and do the heavy lifting and strategy work” so rather than raising Houston compensation they plan to continue lowering expat compensation. Plan accordingly.
Executives feel Permian CLs are inflated and have a plan to reduce them. If you are in Permian Operations and lower CL prepare for no CL promotions. If you are high CL already prepare for being told you are over your salary curve even if assessed high and no more raises for many years.
Ron needs to increase his total compensation for 2026. He's like the Freddy Krueger. Once you think you're safe and put your head down, he comes after your job. Do not sleep!
Did I miss something about our deposits being different? None of my insurance was taken out, and my gross pay is less.
RIF employee here and my separation agreement contradicts what SNPS had Etrade do with all non-vested RSUs.
All of my 2023 and 2024 RSUs that were awarded during that period should have been fully vested right away. The 2025 RSUs should be fully vested all the ones that would have vested in the next 12 months from the terminate date.
They canceled all of them.
Calling SNPS stock services right now so everyone affected by the RIF should check their etrade account.
Who is eligible for a yearly bonus. Doesn’t seem very clear. I am getting the the feeling it’s only for upper management employees.
Print Baby Print: Xerox Shareholders Approve 15 Million More XRX Shares for Executive Compensation. (google this tittle)
Santa Rosa City Schools trustees will discuss a $76,000 pay increase. This raise is for interim fiscal chief Luz Cazares. The district recently issued layoff notices to 80 staff members. Cazares is credited with helping the district avoid state receivership. Some staff members expressed frustration over the proposed salary hike.
Santa Rosa, California
https://www.pressdemocrat.com/2026/05/27/santa-rosa-school-board-to-discuss-76000-raise-for-outgoing-interim-fiscal-chief-after-sweeping-layoffs/
LOL... and now the Agents and staff get theirs ....
https://www.wglt.org/local-news/2026-05-27/state-farm-reduces-compensation-for-19-000-agents
Heard that it’s going away and that an email is going out next month with detail. Anyone hear anything else?
Xerox Executives Eye Million Dollar Payday if Stock Recovery Holds in 2027. (Google it!)
If you join citi after severance ended, do you have pay them back?
Most employees appear disengaged, simply completing their assigned responsibilities and leaving at 5:00 every day. There is little motivation to exceed expectations because most people feel that exceptional effort is neither recognized nor rewarded through promotions, raises, or bonuses. This has proven to be the case at Truist.
Employment is ultimately a two-way agreement between employer and employee. However, the expectation at Truist often seems to be that teammates should consistently go above and beyond in every aspect of their work. In reality, employees are compensated to perform the duties outlined in their roles. As a result, most (including myself) have adopted the mindset of doing only what is required for their role, since additional effort does not appear to lead to meaningful financial or career advancement.
Well said, @a7+1krek386h.
I have been thinking about why pay is so broken both in our industry and at DXC, and I keep coming back to two issues. First, companies treat hiring as a cost to be minimized rather than an investment in talent. Second, nobody knows what anyone else is actually making, so we are all just guessing at what fair pay looks like.
I must be brain dead for even considering coming back and working at citi after layoffs. Citi has the highest offer and has better exit package. I have another offer with lower compensation. They go through a fair share of layoffs but nothing beats citi.
New reality is layoffs are everywhere. Do I work for citi with higher pay and exit package or go lower pay and minimal exit package? What would a sane person do? Work will su-k anywhere and probably citi has the highest toxicity.
LL6 is a terrible role in every way, including compensation. Don’t take LL6 unless your goal is to use it as a step toward LL5 or higher.
LL5 is where the real money, annual stock awards, and other quiet benefits start to show up compared with LL6. LL6 is basically GSR8.5.
Employees with a meets expectations or higher on the year end scorecard were offered a retention bonus if they are still employed by December of this year. 1.5 % of your annual salary is hardly a reason to stay until December. What an out of touch and insulting incentive.
Asking for a friend.
Was asked to persue this. What are the real upsides? I read 15-20% base pay jump based on quartile (I’m in top already)? Seems slight for the order of magnitude of workload increase I may see. If offered has anyone negotiated up, and to what? (30% was my gut)? To what %? And beyond base pay what perks are LL5 to offset the (seemingly) minimal pay bump?
Do the math! Redundancy costs and also staff decreases are in the notices. If you average it out it’s a lot more than most people are getting. What gives? Obviously there are a few people who are getting paid out a big fat wad of cash while most of the rest are getting paid peanuts.
Zero or paltry raises for employees while executives gorge themselves and continually inflate their compensation year over year.
I got laid off in November. I genuinely thought as a senior manager I couldn’t find another job that pays a base salary that’s 190k unless I get super lucky at a tech company. But in sooooooo shocked and beyond greatful to God after 7 months of constant applications and rejections I landed a role that far surpassed my expectations both in comp and privilege. Don’t give up hope to those of you still looking. It’s so demoralizing - I know. So glad it all worked out.
As people are getting laid off or being quiet fired, please don't hate Ron. As Chairman, CEO and President at STATE STREET CORP, Ronald P. O'Hanley made $19,529,070 in total compensation.
PTO payoffs on resignation or layoff - how does it work? Frustratedly software engineer here
So that Bill Ackman can make 5 billion instead of 3 and so that do nothing fat cats can get their multi million bonuses.
Did uk and Australia had same package or 16 weeks was only in us ?
...but CVS can't afford to give a cost-of-living increase to their employees.
https://www.moomoo.com/news/post/70410806/cvs-health-cvsus-director-sells-us-317-47-million-in?level=1&data_ticket=1779459073784388
https://www.marketbeat.com/stocks/NYSE/CVS/insider-trades/
Are Xerox Executives About to Cash Out Another $17 Million in Newly Issued Shares?
As inflation continues to rise, it would be great to see Centene consider a COLA (cost of living adjustment) to better support all their employees. Everything got more expensive except our paychecks…. People Leaders reading this, I’m sure you all need a COLA too!!! Help us!
Not directly connected to Oracle but many companies in the industry are going this way. The world has changed this year…
—-
ZEB EVANS (CEO - ClickUp)
Today we reduced headcount by 22%. The business is the strongest it's ever been. So I think it's important to be direct about what I'm seeing and why.
First, I made this decision and I own it. I did it because the way to operate at the highest level of productivity is changing, and to win the future, ClickUp needs to change with it.
Second, this wasn't about cutting costs. Most savings from this change will flow directly back into the people who stay. We'll be introducing million-dollar salary bands. If you create outsized impact using AI, you'll be paid outside of traditional bands.
Most importantly, I have the deepest gratitude for those affected. We're doing this from a position of strength specifically so we can take care of people properly. Everyone affected receives a package aimed at honoring their contributions and easing the transition.
I only see two options: wait for this to play out gradually in the market or be honest about what I'm seeing and act proactively.
THE 100X ORGANIZATION
The primary change is that we're restructuring around what I call 100x org. The goal is 100x output. The roles required to build at the highest level are fundamentally different than they were a year ago.
Incremental improvements to existing systems won't get us there. We need new ones. That means creating enough disruption to rebuild rather than iterate on what's already broken.
The common narrative is that AI makes everyone more productive. It doesn't. Many of the workflows of today, if left unchanged, create bottlenecks in AI systems.
These roles will evolve. But waiting for that to happen naturally means falling behind now.
The 100x org is actually heavily dependent on people - infinitely more than today. This is only possible with 10x people that have embraced and adopted new ways of working.
THE BUILDERS, AGENT MANAGERS, AND FRONT-LINERS
— THE BUILDERS: 10X ENGINEERS
I don't think most companies have internalized what's actually happening with AI in engineering. The common narrative is that AI makes all engineers more productive. That may be true in isolation, but at an organization level - that is the farthest thing from reality.
Here's what we've validated recently at ClickUp: the great engineers, the ones who can orchestrate, architect, and review, are becoming 100x engineers. They're not writing code. They're directing agents that write code. The skill is judgment.
AI makes the best engineers wildly more productive, and everyone else using AI slows these engineers down.
Think about it - the bottlenecks are (1) orchestration - telling AI what to do, and (2) reviewing - what AI did. Everything is leapfrogged and no longer needed.
So who do you want orchestrating and reviewing code?
And how do you want your best engineers to spend their time?
If your best engineers are spending time reviewing other people's code, then this is inherently an inefficient bottleneck. These engineers can review their agent's code much faster than reviewing human code.
The new world is about enabling your 10x engineers to become 100x.
The wrong strategy is to push every engineer to use infinite tokens. Companies doing this are celebrating 500% more pull requests. But customer outcomes don't match the volume of code being generated.
I call this the great reckoning of AI coding, and every company will face this soon if not already.
More code is just another bottleneck to the best engineers, and ultimately to your company's impact as well.
— THE BUILDERS: 10X PRODUCT MANAGERS
Product management and design roles are merging.
Designers that have customer focus, become more like product managers.
And product managers that have intuition for UX become more like designers.
The bottleneck of user research is gone. It takes us just one mention of an agent to kickoff research and analyze results.
The bottleneck of product design iteration is also gone. The product builder iterates on their own, along with agents and skills that ensure alignment with quality and strategy.
Also controversial today - I believe that the wrong strategy is to have your PMs shipping code - that just introduces another bottleneck that the best engineers will waste their time on.
To be clear, PMs should be coding but they should do this in a playground to iterate, validate, and scope. That code should not go to production.
Everything outside of managing systems, orchestrating AI, and reviewing output becomes a bottleneck.
That's why the other roles that are critical along with these are the systems managers (to reduce bottlenecks) along with a bottleneck you can't replace - customer meeting time.
— THE SYSTEM MANAGERS
Ironically, the people that automate their jobs with AI will always have a job. They become owners of the AI systems - agent managers. We have many examples of these people at ClickUp.
The underlying systems in which we operate are absolutely critical to get right. I think most companies are delusional to think they can iterate on existing systems and compete in this new world.
You must create enough disruption so that old systems are deprecated entirely. If there's any definition for 'AI native' that's what it is.
— THE FRONT-LINERS
In a world that will become saturated with AI communication, the human touch will matter more than anything to customers.
This is a bottleneck that you shouldn't replace - even when agents are high enough quality to do video meetings.
One-on-one meeting time with customers is something that shouldn't be automated. The systems around the meetings should be - so that front-liners spend nearly 100% of their time with customers.
REWARDING 100X IMPACT
In a world where companies are able to do so much more with less, where does that excess money go?
In our case, much of the savings in this new operating model will flow directly back to those that enabled it.
We must reward people that create productivity accordingly. This aligns incentives on both sides. Plus, in a world where your best people create 100x impact, you can't afford to lose them.
You should aim to retain these employees for decades. The context they have and their ability to efficiently orchestrate and review will be nearly impossible to replace.
Compensation bands of today should be thrown out the door. We're introducing $1 million cash/year salary bands with a path available to nearly everyone in the company if they produce 100x impact by creating or managing AI systems.
THE FUTURE
Nearly every company will make changes like these. The ones that do it proactively will define what comes next.
The future is not fewer people. It's different work, new roles, and better rewards for those who embrace it. We're already seeing entirely new roles emerge, like Agent Managers, that didn't exist a year ago.
ClickUp is positioning to lead this shift, not just internally, but for our customers too. I've never been more certain about where we're headed.
https://x.com/dj_curfew/status/2057522382315929802
Can we hire some more vice presidents? The more vice presidents we hire, the more Expand has to pay the worker bees to put up with the extra BS. Then we can get a raise! In reality, we challenge the vice presidents to justify their salaries and bonuses to the stock holders. We know they are worthless from the inside view of the company. Oh, they will claim the worker bees' accomplishments, but we know who really gets the work done around here. And we don't have skeletons on our closet.
Did we notice a pattern here in all tech layoffs ? lot of 1-3 year experienced who got joining stocks or stocks at executive range are thrown out. Same happened with Oracle and now with Meta.
We all know Oracle was faking around the hikes and promotions with just 2 words: Longevity and Stocks. Both are gone now.