#layoffs

Class action lawsuit coming soon to Michael Dells desk for review. Count up all your revenue that is Pending Production….we have 3 months to get ever shipped out to hit our attainment to make our commission.. if we don’t hit 60%, then we owe back to Dell…
Be on top of factories and team to build and ship your product out ASAP!!! That 60% is what needs to SHIP!

I’m curious how much backlog will actually ship that will count towards the 60%.

Who cares about the 100% when 60% is what were actually needing..

Wells Fargo Workforce Transformation (2020–2026)
Since 2020, Wells Fargo has executed a dual-track workforce strategy: aggressively reducing its domestic footprint while scaling up high-end engineering hubs in India. Under CEO Charlie Scharf, the bank has shifted from a growth-at-all-costs model to one defined by AI-driven efficiency and "Global Capability Centers" (GCCs).

The Domestic vs. Global Shift
While the total global headcount has dropped by roughly 25%, the impact on the American workforce is significantly more severe due to simultaneous offshore expansion:

Global Headcount: Dropped from ~275,000 in 2020 to ~205,000 today (a loss of 70,000 total roles).

India Workforce: Tripled from ~12,000 to over 36,000 employees.

U.S. Workforce: Fell from ~258,000 to approximately 164,000.

Total U.S. Impact: A net loss of roughly 94,000 American jobs, representing a 36% reduction in the domestic workforce.

Key Strategic Drivers
The AI Efficiency Multiplier: Leadership confirmed in late 2025 that AI-native coding tools have increased developer productivity by 30–35%. This allows the bank to maintain its output while reducing domestic headcount through "natural attrition" and targeted layoffs.

India as an Engineering Hub: The bank has transitioned India from a "back-office support" region to its primary engineering center. The Tower 4 campus in Hyderabad (1.2M sq. ft.) now serves as the global heartbeat for software development and data science.

Domestic Consolidation: U.S. cuts have been driven by the closure of over 1,000 physical branches and the "flattening" of middle-management layers to reduce bureaucracy.

Financial Reallocation: In Q4 2025 alone, the bank spent $612 million on severance to facilitate the exit of roughly 5,600 workers, clearing the way for a leaner, more offshore-centric 2026.

Critical Sources
SEC Filings (10-K): Annual reporting of total headcount from 2020–2025.

Investor Conferences: CEO Charlie Scharf's commentary at the Goldman Sachs Financial Services Conference (Dec 2025).

Regional Reports: The New Indian Express and HR Katha regarding the expansion of the Hyderabad/Bengaluru hubs.

WARN Notices: Public filings in Iowa, North Carolina, and Arizona documenting formal layoff rounds in early 2026.

Recent state filings show the Sheraton in Salt Lake City has laid off 100 workers, matching trends in other states.

According to the Utah Department of Workforce Services, 100 employees at the Sheraton Hotel in downtown Salt Lake City were terminated.

https://www.yahoo.com/news/articles/100-workers-laid-off-sheraton-210057954.html

It's like everyone forgets once the layoffs are done. There's only so much the rest of us can absorb, and some things just can't be picked up at all. There's never any follow-up, no real attempt to readjust after the cuts, and zero attention to the important work that's simply not getting done anymore.

I've lost my best people consistently over the past two years. I understand that talent comes at a cost, but eliminating it is strategically unsound. We're not just watching institutional knowledge disappear, we're dismantling the very core that holds teams together. Leadership may see short-term savings, but this criterion for cuts will end up costing us far more.

Woburn-based Boston Metal is cutting 71 jobs after an industrial accident at its Brazil facility reportedly torpedoed a key funding deal. For a cleantech startup trying to move from pilot projects to full-on commercial operations, it is a sharp and very public stumble.

https://hoodline.com/2026/02/woburn-green-steel-darling-axes-71-jobs-after-brazil-plant-shock/

Fifteen-plus years here, and things have been sliding downhill for so long that I now doubt even those first couple of years. How did we hit such lows so fast? Workers have never been treated as more disposable and worthless than they are now. It feels like we're approaching the moment when the whole thing spectacularly collapses. And what a disappointing, sad career arc - a steady decline, likely ending in a layoff where your years of contribution are never even acknowledged.

Are we really looking at rolling layoffs and reorgs for the rest of the year? I don't know how anyone's supposed to stay sane through it all. With the job market the way it is, I bet everyone's panicking just like me.

Hundreds of contracted workers, alongside 54 classified employees, will be laid off from their Long Beach Unified School District jobs after the Board of Education OK’d the action during its Wednesday meeting.

https://www.presstelegram.com/2026/02/20/grave-situtation-lbusd-to-layoff-hundreds-of-employees-amid-budget-crisis/

Does anyone know any details?

The decision was announced in a press release on Thursday afternoon. In a statement, TPS claims the decision is necessary to ensure the organization's health.

https://www.kjrh.com/news/local-news/tulsa-public-schools-announces-layoffs-50-administrative-roles-impacted

What has everyone else heard?

I sure hope it isn't true, because the job market where I am is shrinking rapidly.

Are useless at this company. I keep seeing the on this forum. Why can’t they be let go first?

https://mycareer.verizon.com/jobs/r-1091108/senior-client-partner-new-logo-acquisition-network-data-solutions/

Fired so many good guys and now hiring again !

Craazzzzzzy

… between the weekend of Bandy 🤡, CB chuck, our CMO, our sales-operations-but-don’t-know-anything-head and the other EC members. Counting their money. Putting the future of the company and any thought about employees at the back of their mind. Making up a new talk-track about how everything is working, failing at every ethical measure they can, showing the world their lack of moral compass or fibre

….. and the employees who have been let-down, disrespected, kept in the dark, miscommunicated to, not sure what happens next, constant feels of dread, or knowing in that this week is the last week here, or spending precious family time looking for a new role as the Kool Aid has been drunk and people seem to think Lexmark will save us. Xerox will go bankrupt because of Lex acquisition - Xerox has been around for 100+ years but add Lexmark and the down projection accelerates.

It's going to be a bloodbath. 10% in technology.

Let's prove it, shall we? For those of you who have seen layoffs in your groups and orgs over the past year+, what percentage of those WFRs would you say were over 40?

I was told that layoffs at HouseCalls were done. Anyone else hear anything about Housecalls?

Microsoft, Uber and Pinterest campaigns.

On Saturday morning, Philip Lewis of HuffPost reported that Boardroom, the media venture founded by NBA star Kevin Durant and agent Rich Klieman in 2019, “has eliminated its full editorial team.” Lewis noted that the staff layoffs were “unexpected.”

https://awfulannouncing.com/nba/kevin-durant-boardroom-statement-staff-layoffs.html

I heard a coworker, field level, who is on long term disability got the email that has went to all the fired folks. How the he-l is that legal? Technically they are not working beng on leave so how can they be expected to participate in that call. Seems super shady as usual. Hope she makes it thru but seems doubtful not sure if she took the call or not. This rumor went thru our group like sh-t thru a goose.

Qualcomm needs a comprehensive organizational restructuring to stay competitive in the rapidly evolving semiconductor industry. The company should streamline its structure, reduce layers of management, and build a leaner, faster decision-making organization. This may require a workforce reduction of around 30%, particularly focusing on eliminating unproductive senior and staff engineers who are sitting there for years, and aligning and recruiting new graduate talents with future growth areas.

The leadership team must be refreshed with a forward-looking CEO who deeply understands the future of semiconductors including AI acceleration, edge computing, advanced node design, chiplet architectures, automotive platforms, and custom silicon. The new strategy should prioritize innovation speed, stronger execution discipline, and accountability at all levels.

Key additional priorities should include:
Reducing bureaucratic overhead and simplifying reporting structures
Investing aggressively in AI-driven chip design and next-generation architectures
Strengthening partnerships in automotive, IoT, and data center markets
Improving cost discipline and capital allocation efficiency
Retaining and rewarding high-performing engineers while upskilling talent in critical future technologies
Encouraging an ownership-driven, performance-based culture

A leaner, technology-focused, and execution-oriented Qualcomm can regain stronger market leadership and shareholder confidence.

Still reeling from closure of the Anheuser-Busch factory, Fairfield got more bad news recently with an announcement by Ferrara Candy Company that it would be laying off workers at its Fairfield Jelly Belly facilities in the coming year.

https://www.thereporter.com/2026/02/21/jelly-belly-plans-fairfield-layoffs/

I sat in a meeting with a manager where they literally told us no layoffs coming. Not two weeks later, people were getting cut. What is even the point of these meetings anymore? The whole culture is just fear now. You can't trust a word that comes out of their mouths.

Verizon would be run by contractors if they did this.

Constant layoffs, zero respect for staff, and a toxic culture throughout. Save yourself the trouble and look elsewhere.

I have been unable to relax this entire weekend. All I can think about is whether I'll still have a job come next week. I'm as prepared as anybody can be, but with the current job market being the way it is, no matter how prepared you are it doesn't seem enough.

HR seems to have free rein to push people out through PIPs now. You go from solid reviews to suddenly being on a performance plan that's designed for you to fail. It's their way of cleaning house without calling it a layoff.

Because it sure feels like it to me. Some big, some small, but always layoffs.

I read somewhere that layoffs fall into different categories depending on the reason. Like head count cuts target lower performers, budget cuts go after expensive but replaceable people, and big tech rounds are more about politics. Division closures take out almost everyone. Does that match what others have seen? Just trying to understand the pattern.

Stack ranking has everyone watching their backs instead of helping each other. A buddy was laid off six months ago and still can't land anything, so I'm terrified to leave. The only bright spot is the friends I've made across different teams. The rest of it is just showing up and wondering if today's the day they cut my access.

Or something else for healthcare? I haven't been affected, I'm just curious.

Rogers is laying off nearly 100 internal IT support staff. This work will be redirected to an unnamed third-party vendor. The vendor reportedly plans to rehire most of the affected employees. The cuts impacted technical roles across Ontario, Quebec, and New Brunswick. These layoffs follow previous job reductions by Rogers and other telecom providers.

https://mobilesyrup.com/2026/02/20/rogers-laid-off-100-internal-it-workers/

Lifted this from another comment on this site. It gets to the heart of the matter bigly. Sad but true that this is happening to this once great company before our eyes.

It's the only AI software that Chevron has. I am guessing that the LT is planning on celebrating this tool as a means of leveraging AI to cut operational costs. The entirety of AI within CVX has been oversold to the board and the executive team. They have been pumping money into the "dream" software for years and the BoD wants to see results. The money saved over cutting headcount from eavesdropping on emails and text messages will never match the promised returns of AI sold to the board. There is a critical OC gap with regards to AI and the datasets are a mess. It will take years to harvest energy production related returns from AI within Chevron. MW is on the $32M hook to show costs cuts has cut critical headcounts and is now recreating a low cost workforce in India and eliminating the costly US workforce in an attempt to realize the savings that AI might have provided. This is a one-to-two-year trick pony because it's not a sustainable YoY strategy. Once the sham starts falls apart in a year or two, MW (who is already cashing out) will depart. In the meantime, Chevron will lose more talented people since it is fairly evident there is no long-term career to be had here. This is a prime example of how short-sighted corporate leadership with a shallow technological understanding can destroy a once great company. The workforce tension and the desperation of management is palpable, and the first cracks are starting to appear.

has anyone had any luck with negotiating a severance agreement with optum? i was laid off while on protected leave, and the severance agreement is laughable.

so that 20 million reskilling declaration by Dan was just a scam ? I got this from HR ..

That is correct, Udemy and EDX are the current upskilling opportunities for impacted employees.
If additional upskilling opportunities arise, further communications will be provided.
At this time, we will be closing your case. If additional assistance is needed, please create a new case for support.

As I see hiring, I also see forced retirement and cuts for similar roles. Worst thing is Boeing fires you and bans you from rejoining for life! One of the worst ways to treat your own ex-employees who Boeing called family!!!

Forget ethics, what’s right, what’s wrong, what makes sense.
Amongst all the noise, she’s protected herself and has managed to convince everyone that it was the right thing to do to give her a HUGE bump in pay multiple years in a row+bonus+stock awards all the while laying people off.

No push back, no votes, no bartering….just BAM!!! It all happened the way she wanted as she wanted.

How is that not smart of her to benefit while others are suffering. She’s got a laser focused mind on taking care of herself. How is that not smart of her?

I am approaching a seven-year tenure on my team and I have long found solace in our shared atmosphere. Everyone is remarkably kind and approachable. Although we have recently encountered adverse shifts beyond our control, I have remained a steadfast advocate for collective resilience despite the prevailing negativity because I deeply honor the journey that defined every teammate’s professional growth.

Finally today, I have fully grasped the irony that the more one ventures above and beyond, the heavier the burden of responsibility becomes. If you fail to navigate the unspoken rules of the game, you bear the most devastating fall. I have never experienced such poignant disappointment and I recognize it is finally time to part ways with those who fail to safeguard what is truly essential.

By no means am I suggesting that I am the most indispensable and irreplaceable asset here as there are far more brilliant minds within this organization than myself. Rather, it is the professional spirit and the arduous paths we have chosen to walk, that merit profound respect and should be held in high regard.