#executives

Anyone know all the details about the fight that happened during the meetup?

Amazon: 16,000
UPS: Up to 30,000
CIti: 20,000
Oracle: 30,000
And now SNAP: 1,000

All aboard the layoff train with an 'investing in AI' lie. Instant stock boost with no real product or service delivery while the exec team lines their pockets while failing to perform.

Is this capitalism?

Why on Earth do insiders in Qualcomm keep selling their stock holding like crazy, and then go pump the stock in the interviews and praise the future of the company ?
Someone should question them in the next AHM, especially MF Akash who has been selling a lot over the last few months.
FYI: Qualcomm insiders reduced their holding by 44% over the last year !

Very positive article, as it's nearly proof-of-concept that we're one step closer to getting executives completely replaced by AI bots.

• IBM's Dave McCann is using an AI agent to prepare for client meetings.
• He said "Digital Dave" helps him save five hours a week by eliminating 30-minute prep calls.
• Companies from tiny startups to the biggest firms are building AI agents to take on routine work.

https://www.businessinsider.com/ai-agent-saving-ibm-consulting-leader-hours-every-week-2026-4

By: Tim Paradis |
Apr 9, 2026, 1:06 PM CT

Dave McCann oversees thousands of humans, and also an AI agent he named after himself: Digital Dave.

One of the most valuable things it does is conduct research, including on the company's customers. That's a big help for McCann, who, as a global managing partner for transformation at IBM Consulting, is responsible for thousands of clients, including Nestlé, Ericsson, and Riyadh Air.

The agent — it's actually a collection of AI agents and assistants — scans McCann's calendar for client meetings and drafts a list of 10 things he needs to know for each one. The goal, McCann told Business Insider, was to free up time he and his staff spent preparing for the meetings.

Under the old setup, people on his team would put together a briefing document with him and typically have a 30-minute prep call ahead of the client meeting.

"All that's now gone," said McCann, who is tasked with helping transform the global IBM Consulting business, which has nearly 150,000 employees.

He generally talks with about 10 clients a week, so the agent saves him roughly five hours of prep time, McCann said.

"All the time I used to invest in client prep, I can now see more clients," he said.

Freeing up the team

McCann's research agent, which he and his team began building this past fall, is based on a tool that a group at the company had started to develop as part of an annual internal competition.

The agent reviews in-house data, what IBM and the client are doing in the market, external data, and account details — such as project status and services sold and purchased, McCann said. It can also identify industry trends and client needs by, for example, reviewing a firm's annual report and identifying a corresponding service IBM could provide.

Digital Dave also saves McCann's team time, he said, because the three or four staffers who used to spend hours pulling together insights for the prep calls are now free to do other work.

"It's not just about driving efficiencies, but it's really about transforming how work gets done," McCann said.

The agent's research abilities aren't limited to client reports. McCann has also begun using it to help him assess the hundreds of IBM Consulting partners he evaluates each year. The goal, he said, is making informed decisions and giving the execs good advice about their strengths and weaknesses as part of their performance evaluation.

McCann said the data the agent reviews can include the services execs sold and the profits they generated, the training they provided, and the impact they had on their teams' development. Before the agent, he said, his approach involved perhaps a dozen spreadsheets culminating in "the worst pivot table of your life."

Now, McCann said, all of the data goes into a model, and he can ask pointed questions and make queries about top performers in a particular parameter.

'That multiplier effect'

One benefit of building agents, McCann said, is that IBMers who develop them can share them with others on their team or more broadly within the company, "so it immediately creates that multiplier effect."

Many of the people who report to him have created agents, he said. There's a healthy competition, McCann said, to engineer the most robust digital sidekicks, especially because workers can build off of what their colleagues created.

Across industries, companies are developing AI agents to take on knowledge work — especially tedious tasks — once handled by humans. From one-person startups to consulting giants, firms are using agents across functions such as HR, IT, finance, communications, and training.

Agents can handle a range of functions, including gathering information, processing paperwork, drafting communications, taking meeting minutes, and pulling research. It's still early, but these systems are quickly becoming a major focus of corporate AI efforts as companies look to turn generative AI into something that can actually take work off employees' plates.

One challenge McCann sees with clients and building agents is having access to data. IBM Consulting's most advanced clients — maybe a Fortune 100 or Fortune 500 company — might have given access to data to several hundred people, but not to 5,000 people in their finance division or 10,000 people in HR, McCann said. Concerns about security and how to manage the innovation can be roadblocks.

Until you unlock the data, individual workers might be able to get more done, but "you don't get that multiplier effect of the productivity," he said.

For McCann's work, Digital Dave means that he gets critical time back on his calendar.

"I can have much more focused attention out with our clients and with our humans while I have the operations of the business now being run more digitally," he said.

The upper management class has finally lost it. They want the employees to snap. We should get together and give them just that. Don’t fight amongst each other. The real enemy is all of them.

The UK's largest police force has awarded DXC Technology a contract worth up to £1 billion to develop and run a host of business process outsourcing services – including building a new Oracle ERP system.

The management said UK was doing not so good so no no payrises, and then a few days later they announce a $1.4 billion deal.

Saks executives must give up corporate jet used for personal travel under bankruptcy plan.

Saks executives were also use to luxurious travel, inclduing five star hotels and five star restaurants and limo service.

Not waiting for July 1 like the exec chairman stated in today's email. Bounced today. House of Cards starting to fall. Wait until the FY27 plans are shared more broadly. Going to be a lot of unhappy campers.

From 1978–2023, top CEO compensation shot up 1,085%, compared with a 24% increase in a typical worker’s compensation. 

In 2023, CEOs were paid 290 times as much as a typical worker—in contrast to 1965, when they were paid 21 times as much as a typical worker. 

That CEOs were paid nearly 10 times as much as the top 0.1% of U.S. wage earners in 2022 illustrates just how distorted CEO pay increases have become.

CEOs are getting paid more because of their leverage over corporate boards, not because of their skills or contributions they make to their firms. Exorbitant CEO pay has contributed to rising inequality in recent decades as it has likely pulled up the pay of other top earners—concentrating earnings at the top and leaving fewer gains for ordinary workers.

Policies that limit CEOs’ ability to collude with corporate boards to extract excessive compensation are needed to prevent the U.S. from becoming a winner-take-all society. These policies could include reinstating higher income tax rates at the very top, using tax policy to incentivize lower CEO pay, making shareholder votes on CEO compensation more binding, and using antitrust enforcement and regulation to rein in the market power of the largest firms.

Jamie Dimon is a naracistic psycho that runs around speaking from both sides of mouth. He is hated by majority of the puppets that work there. He is a disgrace to society in multiple levels expect for the billionaire wackos he takes orders from!

The execs are horsesh-t. They can make a decision but they can’t stand by it. They have no ba--s when they make a mistake and refuse to take ownership. Then they pay gazillions to consultants to make decisions for them. They aren’t worth a tenth of their salary if all they do is transfer that responsibility. The result is us worker bees working triple hours while not being recognized. The execs are wirthlesss.

Paradigm was the best job I've ever had. In about a years time it was turned into the worst. It's depressing.

Paradigm didn't rely on layoffs for quick number pumping. Even during the great recession, Covid, after the incident, my understanding is we never did actual layoffs. Our old leaders would hustle, try to drum up work, dig into the war chest, to make sure we kept operating and innovating and that its people were taken care of.

But we were told, times are tough. Housing is down. We have to tighten our belts to make this work.

A few weeks ago another round, only three people, but all well respected leaders, unceremoniously gone on a Friday. Then, only a few weeks later we have an all company meeting where we meet like 10 new executives and hear about their favorite condiments. Not a good look.

Now we’re told 2% raises company wide.

Meanwhile, all the actual people doing the work are seeing a dozen newer executives running around, making confusing decisions, contradicting each other, stressing people out. They pitch projects but don’t tell anyone the goal. We don’t know who the persona is, how these projects are supposed to make money. I struggle to understand what benefit they actually add.

It just seems like a huge nepotism tree. G-yatri hires all of her old friends, get the band back together. They are all yes men/women. Just do the thing, don’t ask questions.

I’m not an accountant, but they have to cost more than all the people laid off this past year.

And that expense is on top of the probably expensive AI licenses we’re paying for. Tools, that as far as I can tell, aren’t helping us. Hushed conversations in the hallway or at happy hours about how much extra work all these new “tools” are causing. But everyone is too afraid to speak up because they don’t want to be in the crosshairs for the next round of layoffs, so the concerns only bubble up so much.

And then we have to see our company’s LinkedIn page being a shameless commercial for Blitzy. Did we get a deal on our license with them? Where is the 4X development that was bragged about? Their site looks like a marketing guys idea of what AI might be able to do, but I haven't heard any of the product folks saying, "wow, Blitzy really made things better."

Maybe it is. Maybe this is making us so much faster. But we have no idea because communication has been terrible since G-yatri took over.

We’re now extremely top heavy. I don’t know what value these new executives bring. It feels like they are slumming it with us, looking at s-xier tech startups, wishing they were there instead.

And when the market crashes, and it will soon, the do-ers are going to be the ones sacrificed on the altar of “Shareholder” value. Most these AI companies won't exist and the ones that remain are going to start charging the real prices for their licenses instead of the venture capital prices they currently are at.

I don’t know if BFS and Peter Jackson know the level of talent that they have/had at a discount because the Paradigm culture was worth getting paid a lot less for. Well the culture is dying. Everyone has updated their resumes. And if the job market were any better, there would be a mass exodus happening.

We all sit here, on the eve of the financial quarter end, anxiously staring at the all company meeting on our calendars for Thursday. Never knowing what reorg, layoffs, or new executives will be announced. These used to be fun meetings where people got together, saw each other in person scheduled happy hours for after work. Now, the meetings are met with a mixture of dread and disgust.

LOL "executives will be forced to take a 20% paycut" is the joke that keeps giving.

Maybe we get some executives that are competent and know how to communicate across teams.

Some very talented people were let go that were high performers. Very sad.

Jensen Huang runs Nvidia with 60 direct reports, how many does Sassine have?

I was reading the WSJ about Elon Musk and found this interesting:

“For Musk, that (his management philosophy) means latching on to one or two existential issues and riding them week after week.

“I used to sit in those meetings, saying I’m pretty dang sure that our competitors’ CEOs are not sitting in these weekly engineering reviews and not driving their companies as fast,” McNeill said. “Therefore we’re compounding an advantage against them.”

This is one of our issues: the most senior leaders at PSX show little to no interest in the existential issues that result in our underperformance. And they certainly are not willing to sit through meetings to help ensure that the issues are being worked. In fact, they struggle to stay awake during 30 and 60 minute meetings on issues of performance and ensuring priorities are being worked. Instead, they spend time having dinner with investors and the board.

Bloomberg posted a story that citi execs are contemplating ways to grow deposits domestically through regional bank acquisitions. USB and TFc in play.

And yes. Aware that C “dismissed the baseless speculation “

How many operating council members and other “paper tiger” execs survive? Shouldn’t take long to figure out the incompetence.

My guess is that he won’t stay longer than a year. I’m in management and preparing for a revolving door of executives along with quarterly RIFs until we are ultimately acquired.

Nothing to see here… perfectly normal for high level persons to be selling some stock all around the same time

http://www.openinsider.com/search?q=BAC+

How much severance does a Band D partner get when subject to RA at IBM US
Is it the same 3 month severance for Band D partner or you get 6 months or more being an executive . just want to prepare for the worse given the rumors of an upcoming RA in April 2026

It’s safe to say Ford is going to go bankrupt within 3 years. Our cars are not selling without huge discounts. See for yourself..2025 f150s still available for sale. During the good times like 8 yrs ago when we made some money we should have paid off the debt and invested in quality instead of Farleys bev pet projects. He is not fired for that and executives pocketed huge bonuses and they fired normal workers through various layoffs. We had the time to turn things around but we blew it.

They keep selling us on collaboration and team work. Here’s the reality for many of us:

1. Our teams are spread out over many locations. Some of us are now forced to work alone in a small 4x4 cube surrounded by people we dont know or work with at all.

2. Being forced to sit in a small cube constantly distracted by loud employees from other orgs is not collaboration. It's distractive and annoying

3. I waste 15 hours every week driving to a building where the quality of my work is suffering

4. More sick days. I'm constantly surrounded by sick people. I never used my sick time WFH. Now I will use them to their full availability

5. I used to work more than 40 hours WFH because it was convenient and I felt obligated due to being allowed to WFH. That ended with RTO. I'm not going the extra mile any more for a company that treats me like a child and babysitting service, while lying to me about collaboration and RTO

6. I have spoken to so many employees who already have one foot out the door. As soon as the economy switches back to a more friendly employee environment, schwab is going to lose a lot of talent

Nobody likes working for this company anymore. I dont know of a single employee who happy at schwab now. Walt and now Rick have turned this place into a soulless, stale company that only cares about the stock price where the executives get fat stock options and bonuses.

Anyone see the disclosures of the C suite pay? Some notes

1. GK got about $17MM. AC $19MM. Note GK’s pay went up 60%!!!
2. They were reimbursed about $150k for personal financial planning.
3. Gunjan was reimbursed $300k for her housing here, commuting back to her home state and personal use of private jet
4. AC still got $8k of personal home security paid for
5. Jodi got a THREE MILLION DOLLAR retention bonus

Meanwhile everyone else gets a 3% bump tops, 20% no raises and they actually wonder why trust in the MC is low? Kinda funny actually.

https://d18rn0p25nwr6d.cloudfront.net/CIK-0000036104/39f53130-145f-4bed-bfad-5ad9c29f97e8.pdf

https://www.beckerspayer.com/workforce/humanas-5-highest-paid-execs-in-2025/?origin=PayerE&utm_source=PayerE&utm_medium=email&utm_content=newsletter&oly_enc_id=5934G3746101A9J

Unless Nike cuts down paying the ridiculous amount of money to corporate/tech employees, it is hard to balance the books with how much sales are happening. It needs to take just one-shot, and clean the mess of both cost and productivity, and a clean restart/resuscitate, but unfortunately, what is happening now is the slow and prolonged death. A typical principal costs approx $400 to 450k for Nike, in some case, as much as $500k for a shoe company, well for a niche shoe company - (bonus, espp, bonus, stock awards, medical, 401k, and other benefit) and it is paying as much as a tech company, and more in some cases for the same role. Typically, the going price for a principal can be cut down to half of this, even if they outsource it to outside of Oregon within US...and when it goes to ITC, it will be just a tiny tiny drop in the whole bucket of money... and yes, the stock price may possibly pick up at that point...and it is unfathomable even to speak about the total package cost to the company for directors, sr directors, svps, vps, who are just layers after layers who all - never do the right thing and never do anything!

I’ll start

Chuck Robbins

So I am hearing tech leadership is moving up the ladder ?

Key executives at Five9 have recently cashed out notable amounts of company stock. SVP & CAO Leena Mansharamani sold 1,926 shares for a total of $34,417. Chief Administrative & Legal Officer Tiffany N. Meriweather executed a larger sale of 5,942 shares, netting $106,183. Meanwhile, CRO Matthew E. Tuckness sold 5,164 shares, generating proceeds of $92,280. These insider transactions highlight a series of significant stock disposals by senior leadership at Five9

OVV has assembled the weakest and most incompetent Executive Team in the history of Oil and Gas! Doug, please come back and clean this mess up!

Getting tired of hearing about how great the previous quarter was and how much money dell made, when the people who made that happen are shown nothing in return. We get below inflation rate raises, no promotions and constant layoffs...

Show us the money MD. Prove how great of a quarter it was and spread that money to the people who pay YOUR salary. Because so far, it sems like all these "record breaking" quarters are just bullsh!t exec talk.

Evanko is the visionary Cigna needs. I can’t wait to see where he leads us!

Did anyone get stock this year? This is the first year that I didn't receive any and from what I've heard around, a lot of people didn't receive it that normally do. Did they all go to the leadership team? According to SEC filings, Nicole Jones acquired over 9,000 shares last week (not sure if those were just from this year or prior years vested).

What is going on with the continual stream of postings on LinkedIn with our executives at charity events, groundbreaking ceremonies for non-profits, opening of trading floors at a university, and Leaders Group members discussing risk, AI, and advertising their latest speaking engagement outside of the company?

In HR and IT, it seems to be the norm to promote yourself outside of the company. Our EVP of HR (not a real position in other energy companies) is attending events and putting himself front and center at the opening of a university trading floor. Why is he even there?! Should that not be an opportunity to promote our traders and the trading leadership? Instead, he is front and center.

This all started under M@rk and the selection of the current EVP of HR and EVP and Chief Digital and Admin Officer. They promote themselves externally on social media, share their travel plans to foreign destinations with their teams, and are clearly angling for more senior roles outside of the company.

Meanwhile, employees are losing their jobs and we being told we need to manage our own careers.

The culture at PSX has been broken and these two “leaders” are a big part of the problem. M@rk, wake up and do something about it.

Predictions for the next few months:

Phase 2: oh now we are sure we want to incentivize buyouts (if we were not b4)

New hiring to replace opt outs and quitters: they are gonna scrutinize these with eye on filling gaps with wbd employees where they can. At the same time if you are a wbd employee with lots of seniority and benefits — ehh don’t get your hopes up.

Once merged, immediate cuts to finance, ops, legal, marketing, comms, and creative that don’t make actual content.

Cutting lots of execs who don’t actually create or do deals

Stip to be lowered except for teams identified as necessary from competitive standpoint — eg folks we need to keep away from google etc.

Outsourcing to intl positions where layoffs can be easily done if needed

Outsourcing hr and legal where possible/cheaper

More use of ai to fill functions

Finally none of this will be swift or strategic. Just a long toilet bowl swirl to where it needs to get to.

High chance it all fails due to debt and reliance on shrinking linear.

https://www.beckershospitalreview.com/healthcare-information-technology/ehrs/oracle-loses-executives-in-health-division-report/

Belk has hired about a half dozen visual merchandising senior executives, now officially on Belk’s payroll.

spent 5 months here, genuinely nice guy. Not sure what went wrong here. I hoped he will drive meaningful change here.

Maybe it’s the first of many to fall, or maybe not. We’ll see where this goes

As a C-Suite executive, we can mention him on the board. Srini Krish is a prime example of how Fiserv only seems to elevate mediocre or even poor leaders. He’s sat in charge while infrastructure and development has sunk to record lows, driving away hundreds of long term customers. Now he’s in charge of even more? Please make it make sense.

​A Masterclass in Opportunity Cost and Executive Stagnation:
​The Qualcomm Board of Directors needs to wake up and smell the silicon. We are five years into the current leadership’s tenure, and the results aren't just disappointing, they are an indictment of a complete lack of vision. While the rest of the semiconductor industry has been on a historic, once-in-a-generation bull run, doubling and tripling in value, Qualcomm has effectively been running on a treadmill.

​The "Vision" That Never Arrived
​We were promised a pivot. We were promised that Qualcomm would be the "on-device AI" powerhouse. Instead, we’ve watched the company double down on the PC market, a "bet" that feels more like a desperate reach for relevance than a calculated strategic move.
While competitors are carving out the future of data centers and specialized AI hardware, Qualcomm is still trying to convince us that "Glymur" and Windows-on-Arm are going to finally "happen" this time. How many times can you recycle the same promise before the market stops believing?

​Losing the Ground Game
​While the CEO chases "lifestyle" tech and PC pipe dreams, the core business mobile is bleeding. Market share is being siphoned away by more aggressive, focused competitors who aren't distracted by vanity projects.

​Broken Promises: Year after year of "strategic resets" that result in flat growth.
​
​Board Inaction: The Board’s silence is becoming complicity. Their job is to protect shareholder value, not to provide a safety net for a CEO and his cronies who has failed to capture the greatest hardware bo-m in history.

​The Bottom Line
​Five years is an eternity in tech. If you haven't moved the needle during the biggest semiconductor surge in human history, you never will. It’s time for the Board to stop "monitoring" the situation and start making the hard decisions.

Qualcomm needs a leader with a pulse on the future, not someone managing a slow decline into irrelevance

Executives are coming for our jobs and we have to come together to stop it. We need a white collar union!