#reorg

The gist I took away was we’re centralizing more engineering in the US, using tech centers more and only staffing manufacturing sites with under potential 30 types. I’d expect when the current batch of lower potential 26-29’s get told they’re stuck, the “redundancy” problem takes care of itself.

is it the calm bofeore a coming storm? Selfie-king just posted about some org changes. Is that the beginning of a trickle down effect?

Anyone know which team(s) were impacted by the recent HR reorg?

EXCLUSIVE: Kidscreen has confirmed these staff cuts, which are part of the toyco’s planned brand management business reorg.

https://kidscreen.com/2025/11/17/mattel-layoffs-hit-global-brand-teams/

So sourcing consultants with their wise words of caution to enterprise clients.

https://www.lb3law.com/blog/verizon-restructuring-what-enterprise-customers-need-to-know/

Our group is going through a re-org and will re-level jobs accordingly. Does bonus change or can you carry all your current comp with you?

What I don’t see is Nike ever reaching the heights of its old glory again. I actually used to enjoy working here. Now it just feels like any other random job that could vanish at any moment, and I wouldn't even care. You can’t be invested when leadership isn’t, and you can’t feel like part of a team when there’s no team left. We’ve become bland, and cutting people seems to be the only strategy they have to stay afloat.

Look I’m not even mad anymore. just tired... Every week it’s another round of whispers about realignments and optimization, and we all know what that means. People disappear from the org chart, managers act like it’s business as usual... and everyone else pretends not to notice while secretly refreshing job boards.What’s wild is how leadership keeps calling this progress. They hold some all hands to talk about leaner operations like we’re supposed to clap for losing our coworkers. Then they tell us to stay positive and embrace the change. I’d love to, but it’s kinda hard to embrace being disposable.... and don’t even start with the we’re one team stuff. One team doesn’t keep cutting off its own legs. One team doesn’t keep asking people to train their replacements. You can call it efficiency all you want, but what it feels like is betrayal. I used to think Verizon was a place you could build a career. Now it feels like a place where you just wait your turn to be streamlined. Maybe the saddest part is how normal that’s starting to feel.

Bumping from @a6+1k9qp9myj.

Why cant the teams reorganize before cleanup. Let the low level hard worker atleast try to understand the org structures and the new skill needs before asking him to go. There are so many managers who are just going to take care of their favorites and the true workers might be left in the dust. It just makes sense for the worker to be assigned to the new org structure where he can reskill and deliver as needed. Remember most of the band 6 and below are just doing what they are told , with all the hard work necessary to acheive that.

Is this true? How confirmed is it? If true, this means VBG and VCG could be combined going back to 1.0

Verizon to cut 15,000 jobs as new CEO restructures company

Verizonplans to convert 180 of its company-owned stores to franchises as part of its downsizing efforts. This move is included in a larger strategy that involves cutting approximately 15,000 jobs, representing about 15% of its workforce.

I’m genuinely curious if anyone else wonders what’s going on with Nike’s HR function. The constant layoffs, reorgs, and shifting structures are confusing at best and destabilizing at worst. If HR can’t get things right for themselves, how are they supposed to get it right for the rest of the company?

In my experience working with that team, it’s a mix of highly competent people and others who are… not. Like many parts of Nike, it often comes down to who you know and how willing you are to step over others to get ahead.

The latest move…eliminating the head of Recruiting and burying the function should be a signal to everyone. Maybe the person in the role wasn’t the right fit, but that’s neither here nor there. The bigger concern is the direction of the function as a whole. It feels like we’re heading into a darker period, and the signs are all there.

2 months after the August layoffs another massive RIF focused on flattening the org. Aravind’s org took the brunt this time.

What’s next:
IT managers being flipped to IC being discussed.

Elimination of the IT Sr Director role being discussed

Reduction of H1Bs in IT being discussed

Product Org (under Omar) RIF in December

Consumer Org (under John) RIF in December or January

Srini massive Q1 reorg to align with his vision for T-Mobile

The happy go lucky Mike Sievert days are gone. The dark clouds of working under a sr leadership team mostly picked by the board are here. Think of the Lion King when Scar took over the pride lands, that is what TMUS will be the next couple years.

The Reorg is going to reduce the divisions as usual. So if you’re a division player get ready. That’s where a large portion of the other 2500 come from. Buckle up. 1st week of December

For the SVPs and VPs that were notified, what happens to their roles? Do they just get replaced with someone new? Do their teams get moved under other SVPs or VPs?

These Value brands used to be their own business's and pay Verizon for “access”.

Nancy got moved to protect her nearly 40 year tenure.

Indirect dealers have been beefing up their operational staff with old Verizon execs.

Should be interesting next week.

I wonder why he just reorged his group this week if he is retiring in 2.5 months.

With new R&D lead in place, re org to be announced in the coming weeks! Digital group to merge closer with S&T with a shift of staff both ways and assuming loss of team members.

Any one have any Tfb news? Upcoming reorg? 2026 changes?

Didn't think I would have to be dealing with a shakeup this early in my career, needless to say pretty stressed watching this all go down without any real information getting through

Here's what we know:

Scrum masters to become "enablement lead" if you're liked enough, else made redundant

Squad leads to be "engineering lead" if you're liked enough, else made redundant

No chapter / squad leads or group chapter / squad leads

They will become delivery team lead, platform team lead.

Delivery team lead responsible for go live.

Pretty much level 7,8 and beyond are either let go or titles change.

One thing for sure, holiday AAM is going to be somber.

This last restructure - was this with any of the consultancy agencies or home brewed at Nike? I have never seen more chaos in an org - each individual now doing the job titles of three to four people. Product will go to deeper sh-t levels. You ask for sh-t and you get sh-t.

This week my new boss brought me behind the current to help untangle reorg chaos. He is new in role, so totally lost, and wanted my help on work flows, etc. Long story short, they eliminated multiple jobs with zero plan/guidance as how those responsibilities should be done. When I asked “what’s leaderships guidance?” The response was hand waving about centralization. When I ask what the skills/capacity are of the centralized team, more hand waving. It was then suggested, as a high performer, they’d like me to take on responsibilities of one or more of these roles. Here i pushed back, noting: 1) this was not what I applied for; 2) they dropped my role a psg, 1 below my current psg, and the new role would be a psg above the old role - so unless they adjust the psg, im not doing anything more (because what’s my incentive). I also suggested we needed better guidance from whomever established the new org design to understand what’s intended, and it was made clear to me there was no intentional design here, just a concept they want to make so. The lack of leadership from LT is appalling. And, I don’t see a way out.

But it got me thinking if it’s this much a cluster fu-k in my little corner, the rest of the biz must be as bad or worse. So let’s hear it! What’a broken in your corner of this clusterfu-k?

Next week. Brace for impact. Incoming...

One Verizon soon to be so far up in you

Re-org, Regional Consolidations, all questions answered 13Nov. Submit accordingly

WARN ? F warn.

If you’ve been at Target long enough, you already know the script. Every quarter, leadership throws around the phrase “Talent Management.” Translation: time to trim the herd.

They’ll call it “attrition.” Some whisper “quiet layoffs.” But the reality? Someone’s getting cut — period.

The “how” is a messy art form. The 9-box moved like a chess game. Performance “indicators” twisted to fit a narrative. And don’t forget — personal favorites always seem to survive.

Let’s not pretend — sales numbers and the economy are the real puppet masters here. When performance dips, heads roll.

Based on past cycles, expect another round around late January or March.

Don’t get cozy — recession vibes are real, and this economy isn’t healing overnight.

So here’s your wake-up call. Update that resume. Polish that LinkedIn. Tap your network. Start thinking pivot, not panic.

Because when the next “reorg” email drops, it’s not if — it’s when.

May the odds be ever in your favor.

…are big layoffs far behind?

Scrum masters, chapters, squads are "retiring"

Wonder who's next on the chopping blocks.

November 18th doomsday clock seems still accurate.

Is no one going to bring this up? I thought it was only Tech and HR on here? What’s the word in HR after all the change? Promotions? Layoffs? New roles? Is this good or status quo given the larger restructuring

Brace yourselves, its imminent and before the end of the year.

Orlando plant closure is the start. What’s the next step?

So this is what a “market-based” company looks like? Since John Stankey took over as CEO in 2020, AT&T’s stock has gone nowhere, bouncing between $14 and $24 while billions were wasted on failed acquisitions, buybacks, pointless reorgs, and the most tone-deaf RTO policy in corporate America.

Five years in, zero shareholder value created. Billions burned. Morale at rock bottom. The “market” isn’t buying his strategy, and neither are the employees who actually keep this place running.

If Stankey really wants to be “market-based,” then start listening to what the market is saying: no confidence. Bring back flexibility, respect, and results-driven work. The 5-day RTO punishment failed. It’s time to admit it and move forward.

Who else is irritated that subsurface is taking their sweet time with this reorg? All the other upstream groups seem to be done and yet we have to wait until the end of the week because AF wants it.

The structure was bad before but it doesn’t seem like it’s getting any better.

50% reduction, combined with VCG operations across the board

I heard they will cut Corp strategy and marketing teams loose next week.

Per the article on Financial Advisor IQ

“More than 70 market sales managers were informed on Thursday that their roles would be eliminated, according to one of the sources, who spoke on the condition of not being identified. Though some of the displaced workers may be rehired later as market growth directors, there will only be about 30 openings for those positions, and they will be open to external candidates as well, according to the same source.”

"We are investing in our National Sales organization to deliver stronger, local, and more targeted support for financial advisors," James Craven, Wells' national head of sales, said in a statement provided to FA-IQ. "

Haha these people won’t admit that they aren’t making as much and that their “Sales team” is over paid and u see producing. Craven makes too much for someone who was a Client Associate

The market expects almost doubled Earnings from Oracle, putting intense pressure on the company to deliver rapid growth and justify these numbers.
Leaders/Engineers with stock holdings will be trimmed more.

Due to the company's high profitability, there's a low need for massive layoffs. instead, expect targeted layoffs (mostly performance-related) , hiring freeze, project cutdowns and more reorg.

Oracle is safe till next 3-4m to stay for sure but pressure will mount. Leaders will face more problem to deliver with less salary to employees and more mounting pressure.

New email from Tina Wilson, did anybody understand? Is it over for all other countries?
When will they close them?

Is this a real simplification and an efficiency measure? Maybe? But it may as well be cover for offshoring to TII + Contractors. I do have tendency to be paranoid tho.