#offshoring

Major announcement in ECS. UHG has determined it is cost effective to offshore pre authorization services for LTAC, IRF and SNF to the Philippines. 30-40% is caseload gone. Member PHI to be handled by 3rd world

Many jobs sent to the Philippines because it is cheaper , pushed the CEO out bc KKR investment firm

Folks ; LRs coming hard by end of ,month or June , RCDN site is going to have the same faith as SJ, do you think building 5 and 6 will be saved, guess again, 6 is not coming back; war made a terrible job and they never gave maintenance to AC ; it’s all covered in mold that has been there for at least 10 years , the building is sinking and Wes’s doesn’t give a sh-t , they gonna sell it out just like sj buildings

5 will stay for a year but remain closed , they are trying to clean as much as they can just to say hey we cleaned it who wanna buy it

9 it’s on its doom too; there are cracks all over the place, Cisco already looking where to migrate the production data centers in there

On top of it layoffs coming hard , first place to cut people will be RCDN all the load to be moved out to Sherlock, bgl or Mexico , whatever is cheaper

Multiple departments in retirement area. 100 plus most jobs are going to india to gcc.

Don’t give to UW through work (give on your own if you can still afford to do so). Billy can make up for the difference.

Don’t volunteer for Grow Up Great (go help your local school on your own). Billy can take his limo to the schools and make up for the loss in hours.

Don’t attend EBRGs until flexibility is restored. The firm uses EBRGs as evidence of engagement. Continue to support each other, but do it on your own.

Don’t let PNC (Pune - Chennai - New Delhi) take any credit for your community involvement. Let those new employees in our overseas hubs, who are quietly replacing us, step up and show their community support. I have no spite toward the individuals overseas, but since Billy has made the decision to layoff his U.S. based workforce and hire overseas, there is no way I am letting him take credit for my support of UW, Grow up Great, or involvement in EBRGs.

There’s more to come —potentially a full-scale overhaul of Henry Schein and its subsidiaries. The process raises serious concerns, and it warrants government scrutiny. The continued shift of jobs overseas to India, is destroying the US workforce.

When Offshoring Raises Concerns About a Company’s U.S. Identity.
Employees can raise concerns about workforce shifts.
Relevant agencies include the U.S. Securities and Exchange Commission (SEC) and U.S. Department of Labor (DOL).

Workers may also contact elected representatives to share concerns.

Vz india will now have Eng starting in small amount on wireless core. No security into consideration, while saving money on US Eng, they choose to sacrifise access to confidential database to be outside USA while Pentagon prohibited this many years ago.Get ready.

Anyone who's actually used AI knows it's not replacing humans. Some highly specialized, deterministic models can enhance the work, that's all. Most of the time, it's just a convenient excuse to offshore or cut roles.

AI has been just a ruse.

I have a question. I was part of a reorg where my US based team will now be lead by a manager in India. A. Is this happening to anyone else? I presume this isn't promising for our future. B. My direct manager is still in the US, however the org chart doesn't show that he reports to the India manager? Is there a reason for that?

https://www.youtube.com/watch?v=t5fXrPMGM5E

Here's a comparable example from AMEX. No wonder American workers in Banking and Fintech companies are enormously frustrated with their corporate overlords! Hiring and ongoing layoffs are significantly worse than a carpet bo-b sprinkle of AI.

I see a lot of developer jobs now posted on the Gainwell website, located in India. I hadn’t seen that before. (then I hadn’t looked recently.)

The “first of many” associate all-hands left a bad taste in my mouth, for more reasons than I can fully articulate. The shift to the Harbor Point studio was the first jarring departure from the cozy, informal town halls we had grown used to before this latest regime change. The broadcast felt more like a morning news segment than a company conversation - cold, staged, and impersonal. One thing was abundantly clear: the C-suite is not part of “us.” They operate separately, and we’re meant to feel that distance.

What followed were prewritten speeches, read from teleprompters, filled with buzzwords but lacking substance. The central message seemed to be that TRP is poised to capitalize on the next economic opportunity - but what that opportunity actually is remains unclear. And apparently, we’re not meant to ask. If the goal was to model an “AI-first” approach by delivering generated, impersonal messaging, then mission accomplished.

The most disheartening realization, however, was the unmistakable confirmation that the legacy TRP “people-first” culture is gone. I’ve watched this erosion over the past decade, but never has leadership been so transparent in its lack of consideration for employees and clients alike.

We sat through an hour of “new strategy” with barely any discussion about improving outcomes for clients or associates. The AI-focused approach, poorly thought through, centers on doing the same work with fewer people, relying on efficiency gains that feel more aspirational than realistic. Questions raised in Meeting Pulse about costs, risks, and whether our existing infrastructure can even support this strategy were noticeably ignored.

Most striking, though, were the repeated references to our “thriving culture.” The disconnect was hard to miss. The culture is speaking loudly - through Meeting Pulse, through forums like The Layoff - and the message is clear: employees are struggling. We’re dealing with internal friction, outdated technology, and a lack of focus after years of layoffs and reorganizations. Incentives to perform have eroded.

Compensation cycles have been consistently disappointing, with market conditions and outflows cited as justification, even as executive compensation continues to rise. Investments are being funneled into a new headquarters and high-profile marketing partnerships, while associates are quietly laid off and replaced with offshore labor. This isn’t “doing more with less” it’s being asked to do less, with less, and somehow maintain the same standards of quality.

At this point, our ability to deliver meaningful work is being undermined, and the prevailing message from leadership seems to be that we should feel fortunate just to be employed.

Today’s all-hands felt disingenuous and, at times, insulting. But more importantly, it made one thing clear: what leadership values is not aligned with the people doing the work. The culture is speaking, but it stands in direct opposition to the narrative coming from the TRP ivory tower.

Talked to a former coworker who has survived the carnage at AirMI. The breadth of layoffs on the technical team is breathtaking. Either the plan is to move airbag manufacturing overseas and ignore all of the IP-related arguments to keep production in the US, or the forecast for future airbag development and production is dismal for many years out. Either way, a team that was creative, talented, and nimble has been decimated and will never be the same.

Citi and other major companies are hiring lot of people overseas! The diff ratio is huge! No one is talking about this. There used to be some controls on overseas hiring. But the hiring pattern now is a huge concern. I believe it is because of H1B restrictions. Either way, You are cooked! So, you don't allow H1B or L1, it's fine, we will hire there. Cheap labor is always the goal for these corporations. Noone cares about the security and the country.

Fire here, hire there, hire cheap! .🤡

Soooo who thinks that eventually they will have this entire company offshored???

Got laid off last week due to reorg at Gainwell — no notice, just same-day exit. Management changes, no budget, increased pressure on teams, and offshoring made the direction pretty clear in hindsight.

It’s a tough reminder of how quickly things can shift, especially with AI and evolving priorities reshaping the industry.

This is yet unoffical but there will be a meeting today with 3 upcoming news:

• everyone will be fired by the end of August and replaced with offshore employees (.not high management )
• company will be splited by 4 or 5 independent companies ( by region ) and FIS brand will disappear by end of this year.

Stop offshoring our jobs! Requesting Americans to be our customer service reps.

You are all complaining about Wells India and the Engine taking all your work, but have you ever thought that maybe it's not really fun to take on so much work. We are paid pennies compared to you and are asked to do more and more. Have some respect when you complain on here that maybe your life isn't so bad

The Insider: The one who actually knows what’s going on behind closed doors. We’re all just here for your leaks. Keep the scoop coming.

The Doom-Scroller: The person paralyzed by layoff anxiety. If you’re this stressed, just close the tab. The cuts are coming whether you read about them or not.

The Lifer: The employee who’s been at AIG too long and doesn’t know what to do. You can Leave. Just Walk Out! If it su-ks, hit da bricks!

The Rookie: The wide-eyed new hire. Do yourself a favour and read the archives. You’re looking at your future. Get out before you become a permanent fixture here.

The Alumnus: The former employee who can’t stop checking the ex-girlfriend’s Instagram. You made it out! Go enjoy your freedom and stop posting here.

The Grudge-Holder: The one who really hates the Retail Casualty CFO. You’re shouting into a void because they aren't reading this. It’s time to drop the vendetta.

The Offshored: The one venting about their role moving overseas (and is a bit racist about it too). We hear you, but there’s nothing you can do. No one is safe from the pivot.

The Speculator: The "Any rumors?" guy. Yes, there are always rumors. It’s either layoffs or a buyout, but it’s all noise until the checks stop clearing.

The "Wait for the Severance" Strategist: The veteran who actually wants to be laid off. They’ve crunched the numbers and are actively rooting for their own department to be laid off. Good luck, we’re rooting for you too.

The Ghost of Corebridge: The person who still hasn't figured out they're no longer part of AIG. You really need your own forum.

The HR Plant: We see you.

The Remote Work Zealot: Regardless of the thread topic: Layoffs, earnings, whatever. They will find a way to argue that forcing people back to the office is the root of all evil.

The Pension Clock-Watcher: The person who has been there 25+ years and wants another round of VERP. Good luck but it’s not happening anytime soon.

Who did I miss?

Over 6 months into having a BP Staff TSI Engineer take over from a UK based Engineer in my team who was let go.

Myself, and increasingly several others from other disciplines are needing to step in and coach, and correct mistakes from our TSI. Mistakes that rarely happened before and if they did could be sorted over a desk not over time zones.

The bar to entry has been set so incredibly low just to get bodies in chairs.

Yes, they are on 40% of the money, but the output is half, the support required is 4x and it’s demoralising us who are left.

If this is good business I’ll have my hand firmly in the air at the next EOI.

I’m excited to provide my kids visibility to the wonderful life of being a Vteamer today! They are also honored and humbled to attend. We have been going through post it notes as a family to train them for today with key critical learnings. These include inquiring about the power of convergence, setting the foundation, playing to win, JOMO, and of course harnessing AI. They also know not to ask about building closures, layoffs, offshoring American jobs, reorgs, aol, yahoo, blue jeans, Verizon global services, plus play and more. I can’t wait to follow up, circle back and close the loop to hear about their day. Proud to be vz. Let’s go team!!!!

Hewlett Packard Enterprise (HPE) has experienced significant, long-term, and ongoing "brain drain," characterized by the loss of experienced staff and top executives due to consistent restructuring, offshoring, and layoffs. While some employee reviews still reflect a generally positive 4.0/5 star rating on Glassdoor, specialized talent is reportedly leaving, and high-level, long-tenured employees are being replaced by lower-cost or contract labor.
Wow, who knew?

AI isn't replacing us, not at this stage, anyway. I just read about a legal firm that filed a court case full of AI hallucinations. This is just a cover for offshoring and old-fashioned cuts while funneling money upward. Look, I'm not saying ignore AI. Learn it, experiment, see what it can do. Some jobs can be automated with deterministic algorithms. Scale helps. But announcing millions of jobs lost? That tells you everything about corporate greed and a broken economy, not some AI apocalypse.

GK wanting us to be a category 2 bank is the real reason for RTO and offshoring more and more.

Buildings give us more assets and offshoring more of a global footprint.

Research to learn more.

Not about collaboration, which we already knew.

Have you actually worked with our contractors lately? They have massively lost capability due to offshoring. They basically just have a bunch of people doing copy and paste from old deliverables without any understanding of what the deliverable is. Very low quality coming out of these HVECs today.

BNY Mellon’s transformation now resembles a tightly coordinated execution of the McKinsey cost reduction playbook, and employees on TheLayoff.com have been documenting the pattern in real time.

What appear to be uncoordinated, isolated decisions — RTO pressure, minimal merit increases, shrinking teams, selective backfilling, and quiet office closures — align directly with the consulting frameworks used to drive sustained operating expense reduction. This is all by design.

The Platform Operating Model (P-O-M) is the structural engine behind this shift. By standardizing processes, consolidating technology, and centralizing work into platform hubs, P-O-M enables organizational delayering, automation, and location strategy at scale. Employees describe this as work being “platformed,” automated, or reassigned to lower cost regions, particularly Pune.

International labor laws also shape the strategy. In the U.S. and U.K., strict notification rules, severance expectations, and WARN Act thresholds make large layoffs expensive and highly visible. In contrast, offshore hubs operate under more flexible labor regimes, allowing faster scaling, easier restructuring, and lower long term cost commitments. This is why employees increasingly observe that even offshore roles are not permanent; as the cost model scales globally, work continues migrating to the lowest cost compliant jurisdiction available.

RTO, low raises, and real estate consolidation are deliberate levers within this model: RTO increases voluntary attrition, minimal wage growth suppresses labor cost inflation, office closures reduce fixed costs and concentrate work in platform hubs.

The TheLayoff.com threads reflect this architecture in motion — “stealth layoffs,” “jobs shifting offshore,” “constant reorganizations,” and “RTO used as a filter” — all consistent with a long horizon, platform driven cost transformation strategy.

They've been offshoring us into oblivion already.

When I first started working in tech many years ago, layoffs were something to be avoided at all costs due to worker impacts. Companies did everything possible to avoid them. I quickly learned the difference between layoffs and reduction in force. It seemed layoffs were temporary and you went back to the same job RIFs meant your job was gone mostly to changes in business versus offshoring. No leaders took joy or reward with either event. Of course, times are different now, but taking pride in how many consecutive quarters you can purge people is still wrong. I hope Charlie get karma for the manner in which he is conducting his CEO actions. God Bless Wells Fargro American workers.

the local poeple seem to carry the place. corporate sounds useless. they point fingers and dont support anyone. that kind of rot spreads fast.

pay is mid. people are ok. i'd say this is not a healty company. it's in decline.

the offshoring happens and jobs are shipped oversas and that means jobs lost/budget cuts. more preasure. less care.

good coworkers can only hide so much. good mid managers can only do so much. if corprate is broken, everything under it gets dragged down.

AI is just the excuse they hide behind, ridiculous as it may sound.

More jobs being sent out. The Job board is crowded. If you have a job I’m sure you are training those out of the country. Rumors flying cuz no one knows what they are doing, which is odd since these are imp. positions? Slow wait times too. Backed up. Anyone in this position? Sorry if you are. Was the divisions changing more about taking jobs and offshoring instead? It doesn’t seem right or people were lied to and it’s gotten so bad. I

Heard big re-org coming to offshore the teams to india

Don't expect anything will ever save your job.

I'm in part of CMS and I hear we are dropping all of our red badges in CR to others in some part of Asia.. Assuming it's India.. They'll be gone by the end of the month.

It's coming by 15th. Affects UHC/Optum Tech. They have already hired a large number of people in India and now laying off US employees.
@at+1knfpa49z

Offshoring is what’s been truly destroying us.