#contractor

It is funny after being laid off since last may ,I got a recruiter call for a RF/SP position with Vz on W2 salary of 38/hr non negotiable (no benefit) lol.. I am so saddened.

And they asking for all scripting experience on top of all RF/SP experience . its brutal everyone. stick to your Vz job like your life depends on it.

Tower contractor’s perspective:

https://wirelessestimator.com/articles/2026/contractor-evidence-and-verizon-internal-communications-make-the-case-that-the-fcc-can-no-longer-ignore/

Since when did they start making hourly employees do the KOF? I thought it was only for the salary positions.
Knowledgable others feedback

I work in the credit fraud department, where overtime is often offered. However, today, they announced that overtime is no longer available for stateside employees, but the contractors in India will now be able to work overtime. We inquired about the reason behind this decision, and they simply stated that overtime is not a guaranteed benefit. Furthermore, on March 20, they laid off a few remote workers from my department. All of these events make me feel uneasy. Anything like this going on in your department?

Got laid off today with 2 months notices and 3 months severance. I was wondering , is it possible to join citi as contractor by Deloitte / LNT ? Or there is waiting time , need NOC etc..

So many great contractors here at Intuit - curious what will happen or how CW have been impacted during prior layoffs. I think it's safe to assume many will not get their contracts renewed.

Does anyone know from past layoffs if full time contractors were typically the first to be cut? Seems likely but wasn’t sure if that was the practice here.

On Friday, Cigna Evernorth let go of contractors associated with Endava.

How is next PRO WAND UNLIMITED, CGI or Cognizant?

It looks like they may be onboarding nearshore contractors through Brillio.

Just heard all contractors are being forced to take 2 weeks unpaid furlough between July and September. Guessing this will save the company about $25m. There’s got to be a better way than to have so many contractors, some of which are useless…. If they would just correct and balance the teams we could eliminate some useless employees and maybe hire some of the great contractors in their places!

EH is trying to bring back someone that was fired for bad conduct but because of the lawsuit, they cant bring them back as a FTE but on contract. Does anyone know who that is?

contractors paid more then FTEs for same work ? any company will retain their FTEs and lay off contractors for any scenario!!

Why do I see contractors doing osp and construction work that should be going to inhouse

Would you consider finding an internal role and staying or are you completely done with fidelity? What are some of the pros and cons? I’ve seen a lot of people who were laid off last round come back either full time or contract so just curious.

And then it'll be just contractors? Am I getting this right?

Did any FTS folks get the axe?

They got rid of the mandatory furlough just a few weeks before the sh-t hit the fan. In retrospect, that feels very telling. Make the contractors work every holiday now that they canned everyone else.

And no amount of OT you can chase is ever going to make up for the $30k bonus that other dude got last year — while also getting paid vacation time and holidays with his family instead of toiling away like some bottom feeder. That’s how they see us. Disposable labor.

Don’t let them take your soul. Do whatever you can to let the contract lapse and collect unemployment if possible. Use this as a runway to get the fu-k out.

And if you’re FTS and got laid off:
How many years were you there?
Did you get any kind of package?
Or were you just completely SOL?

Because in FTS land, contractors are treated like the trash beneath the trash pile — completely disposable.

My contract is up in a few months, and I’m wondering whether they’re just going to let contracts lapse or try to force all of us into full-time RTO without any increase in pay or benefits.

They need to pay me more to be onsite full time, and their legalese is not magically going to protect them. Up until literally last week, leadership messaging was that we would never be required back full time. That was the understanding many people accepted when agreeing to these roles.

Use this moment as your runway:
Ask for more.
Push back.
Or safely get the fu-k out of this shell game.

The longer you stay in contractor land, the more years of your life you are tossing into the fire.

They will never voluntarily give you benefits, vacation time, a 401(k) match, or meaningful raises. And if, by some miracle, you finally get a conversion opportunity, they’ll often lowball you so hard that you either:

1.  Stay a contractor out of necessity, or
2.  Convert while feeling deeply resentful and underpaid.

Someone I know was there for over five years:
• Underpaid
• No vacation
• No bonus
• No 401(k) match
• No raises, not even cost-of-living increases
• Overtime never approved
• Still expected onsite the same amount as FTEs

And when they finally tried to convert, the offer was reportedly so low it felt insulting and demoralizing.

Do not get trapped in contractor land.

FTS feels like a shell game, and honestly, a lot of this starts raising real questions about worker classification and fairness. Massachusetts has strict contractor laws and the ABC test for a reason.

If people feel they are being misclassified or denied lawful compensation, they should absolutely consider speaking with an employment attorney or contacting the Massachusetts Attorney General’s Office Fair Labor Division to understand their rights.

Also, if contractors are truly separate workers through a staffing agency, it raises questions when internal skip-level managers are effectively controlling compensation conversations while simultaneously claiming they cannot know contractor pay details.

Like any contracting arrangement, if someone is making $50/hour and the vendor is billing dramatically more for that labor, there should be room for fair treatment, annual increases, and basic respect for long-term workers.

At some point, companies have to stop treating experienced contractors like permanently temporary people.

ProTip: In MA you can file a complaint with the Massachusetts Attorney General’s Office Fair Labor Division, and enough people reporting similar sh-t can absolutely trigger a larger investigation into misclassification or wage violations.

And honestly? Use AI to help draft it. Why spend hours stressing over wording when you can dump your timeline into ChatGPT or Microsoft Copilot and have a solid draft in 4 minutes.

File here: MA AG Workplace Complaint Form

Google says vz has 89,900 employees. The count of contractors is not available. Could contractors be included in the "total" global workforce count (as referenced in several new stories about the firings)? The number of fulltime employees is 89,900 (per Google). The count of contractors could be 10K, 50K, 100K....

I just got converted from contractor to FTE ? Can they layoffs new hires too

Upvote if know a leader with patni working as contractor

The reality is that T has far more FTEs than the other guys. I totally get the need from an operating expense perspective to reduce headcount but the reality is the work still needs to get done. Having said, that contractors will be where the work ends up so there are still jobs out there, probably working for a company with a less toxic environment.

Enterprise wide RIF happening on Thursday

FTEs will be notified by noon
Contractors will be notified after noon

Joined as a contractor earlier this year and was just let go. Was told it’s a reduction in workforce. I joined because it was a one year contract and they sold me on being converted 6 months down the line. Devastating but life goes on. Just another day in corporate America

Many of us have contracts with no office requirement and I think if they force us in it could be a miscalculation in some states especially in MA.

Are the brand marketing people safe? There is so much to be done but not enough peeeeeeeeps.

They keep piling on contracter roles no one is safer it seems like. What we do?

Got the RTO communication and this line stuck out:

“Seating is prioritized for employees first, with unassigned areas and seats an option for contractors on an as-available, first-come, first-served basis”

Read that carefully. They aren’t saying there’s plenty of room and contractors just get second pick. They’re saying contractors get whatever is left over on a first come first served basis. That’s not a seating policy, that’s a disclaimer. They already know there aren’t enough seats.

And FTE seating isn’t even assigned, it’s open within neighborhoods. So the “priority” is theoretical. A contractor walks in, sees an open desk, sits down. Nobody is checking IDs at the door.

The part nobody is talking about: are contractors even on a 5 day mandate? Because if FTEs are legally obligated to be there every day and contractors are not, you’ve got people who’ve worked there for years eating a full commute while embedded contractors log in from home.
This email answered nothing and accidentally raised three new questions.

Anyone else getting actual clarity from their managers?

Any TAC contractors? Any contracts cancelled?

Over the past few years, I’ve noticed a consistent pattern: when full-time employees in my role leave, they’re almost always replaced with contractors rather than new permanent hires. That shift feels telling. It suggests that Truist may no longer see this position as a long-term investment, instead opting for the lower cost and reduced obligations that come with contract workers. No benefits, no paid time off, and a built-in exit after a fixed term.

This wasn’t always the case. Historically, Truist staffed this role with full-time employees, which reflected a different level of commitment. What makes the change even more striking is that a closely related job family within the same organization continues to be filled exclusively with permanent hires. The contrast highlights a clear shift in priorities: one job family appears to be viewed as strategically important for the long term, while the other, despite having the same pay grades, is treated as more temporary or expendable.

I’ve been at Cigna for multiple years now, changed teams to a more senior position and even got a raise but still no FTE. HIH has definitely taken over a lot of my Org as well.

Does anyone have any good experience with contractors at this company? I feel like in my 7 years here they have all been grossly incompetent. They interview well so I'm assuming they're cramming tech stack info before the interview (or are using AI to help answer questions).

Resumes are all over the place (and often more than one page and have seen 3+ pages more often than not), certifications for miles, but when it comes time to be a contributor to our workflow, they make some of the silliest mistakes or can't do more than a basic function. One contractor a few years back on our team was decent, but even they were not up to snuff. It's mostly been about a 90-95% negative experience in my tenure here. Otherwise I've run into some pretty bad issues like them not knowing about a tech stack item that we literally interviewed them for and asked them technical questions on.

So please, someone let me know I'm not crazy or tell me about a good one so I can imagine good quality contract work on my team.

I was offered a position as a contractor with very low pay through two staffing companies, and the final link is Capgemini. Interesting... they take a big share of the negotiations, which has been a trend since I was a FTE at TU.

Anyway, I didn't accept the offer. I know the TU culture is toxic, and I would probably be overworked.

Any thoughts?

Any cuts planned?

If you haven't taken a look at your org charts lately it might be worth a look. I have noticed a large influx of cases being worked by off-shore contractors so I went to our org charts and sure enough each director now has a ton of off-shore contractors.

Interviewed four candidates for a contractor position in past two weeks, all the same identity.

Is it that no Americans want to contract with Fidelity? Or Fidelity Talent Source (FTS) can't develop a diversified pipeline?

So far red badge contract HTOMs, engineers, and intake phone staff are being laid off. So sad to not give much warning and out into the saturated market.

At some point, Truist should be growing ans investing in their workforce. It is a short term thought process that damages long term potential to constantly bring in contractors.

Laid off from Fidelity as a SWE in 2024, became a contractor at another company using a contracting agency that works with Fidelity. Wanted to know if there’s a list of contracting agencies Fidelity uses so I can contact them and have more contacting agencies under my belt looking for a job when I need one. Thank you.