#softwareengineering

NetApp recently conducted layoffs. These job cuts occurred in San Jose. The affected positions included product management. Software engineering roles were also impacted. Sales department employees faced job reductions.

San Jose, California

https://www.bizjournals.com/sanjose/news/2026/05/26/netapp-layoffs-san-jose.html

Get ready. The layoffs are happening.

Lead Software Engineer
LOB: Technology

https://l.smartnews.com/p-7N8S54w8/P2qeIM

Claude Code launched inside Microsoft's Experiences and Devices group in December 2025. Six months later, the experiment is ending. The tool was not cancelled because engineers disliked it. It was cancelled because they used it too much.

https://www.medtechdive.com/news/medtronic-to-create-european-software-hub-in-ireland/820999/

Now we’re back to the usual agenda of outsourcing whenever possible!

“The Patient Care Systems hub will develop cloud-based platforms and clinical software to support connected care for patients with implanted cardiac devices, according to a Thursday statement from economic development agency IDA Ireland. The investment will add 85 jobs initially. New roles at the site will include leadership, software engineering and systems reliability positions.”

For code contributors, there’s metrics involved now. Even within tiers of needs improvement, meets, or exceeds, they have top, middle, and low rankings. Basically tracking commits from forked branches of mainstream repos. I’m sure they used this as part of the layoff decisions.

One IT department just announced last week it will be moving to AI SDLC. This means developers will basically just be 'reviewing' AI agentic code instead of writing.

What do you all think about this? Will Vanguard be doing layoffs/stealthy layoffs more often over the coming months?

In my opinion, the writing is on the wall and it has been getting more clear across the organization for a handful of years now.

I know this is a layoff related forum but this is like the only way to know about how the inside works...
How does team matching(Software Engineering) work once you got a verbal offer from the recruiter? It's been almost a month and HR/Recruiter haven't schedule a single meeting for me.
Does anyone know how many candidates are in the talent pool and how many headcounts are out there?

Is this normal at Schwab to get asked to created a whole angular application during a specialist software engineer interview that connects to an api. I had until tomorrow to finish it, but I felt it was a waste of my time since I am employed in a different position with other work. I felt it was extreme and I’m moving on. Is this normal.

Anyone else notice a certain class of long-tenured, well-connected engineers getting real quiet lately?

You know the ones. Own half the repos “by history.” Camp in approvals and support channels. Block merge requests from new or non-influential engineers for reasons:
• “I don’t like this pattern.”
• “We usually don’t do it this way.”
• “This feels risky.”

They’d always offer “alternatives,” but mostly superficial ones — renames, style rewrites, or busywork that adds no value and exists mainly to assert dominance.

Then AI entered code review.

Now:
• Reviews focus on correctness, not preferences.
• Style nitpicks don’t block shipping.
• Social connections don’t matter.
• Tests and results do.

Suddenly, the gatekeepers can’t bully through approvals or code owner lists, and new engineers actually get to ship if they do good work.

Watching support-channel emperors lose authority to an LLM that doesn’t care about tenure is oddly satisfying.

Turns out removing politics from code reviews gives everyone a fair shot.

March 1st it's all over red rover. JAVA UI FTW!!!

An walmart director posted like this in LinkedIn. Charging our culture.

If you know anyone impacted by the recent Amazon layoffs, my team at Walmart in Bentonville is hiring software engineers.

I’m an ex-Amazonian (AWS) and made the move a few years ago. We’re working on large-scale problems—platforms, AI, cloud architecture, and modernization efforts.

Questions? Reach out to our recruiter DM me directly.

#hiring #amazon #softwareengineering

Bonus for lead and Senior software engineer?

I am trying to evaluate an offer from AT&T, and I'm hoping you guys can help me understand what the internal range is. The offer is for a software engineering role in Middletown NJ, for $255k base salary. Where does this fall in the band for Principal Member of Technical Staff? Do most principal engineers at AT&T make more or less than this? I know people on this board are obviously unhappy with the company, but I think I am willing to put up with the annoyances that I've read about on here.

https://www.businessinsider.com/ibm-chief-scientist-advice-recent-grads-software-engineers-2025-11

What are software engineer bonuses like in PA and Lake Mary? For associates, senior associates, and VP levels?

In Dallas, Texas IBM laid off the entire Cloud Platform Team (i.e., developers, software engineers, etc.), including the manager.

with the latest AI tools, people can develop a payments application in 10 minutes...
How do they explain having so many people in the office 24 x7 , and supporting old terrible products for years. any logical explanation?

They block all these AI tools from office laptops!

my friend in CCB says they are moving to DevOps model.. anyone heard of it ? How about CIB or AWM ?

By Mattias Bergstrom, Former Forbes Councils Member.

As software technology leaders, we face the same challenges as leaders in other engineering industries, but there are differences.

One of our biggest challenges is employee churn. This is where software companies suffer more than others, especially when losing engineers—because it is not just a resource being lost but training, insight and morale that will take time to replace and can disrupt production. The cost of employee churn is higher than we think. Studies have shown that the average cost to replace a highly skilled employee is 213% of their annual salary.

PayScale found that in 2018, companies like Google and Amazon with above-normal salaries and desirable employee perks still suffered from a median employee tenure of just about 1 year.

We need to start looking to cause and effect analysis and stop looking at statistics. As Mark Twain is often credited with saying, “Lies, damned lies, and statistics.”

After trying to use statistics to work out what is going wrong, we have to accept that the statistics used are not helping. So, what is really going wrong? Well, when we look at software engineering versus other types of engineering, we quickly notice differences in management. In other engineering fields, most managers are engineers themselves. So, the processes and deliverables systems have been developed by engineers, for engineers, for a long time, even since the pyramids were built.

The need for software engineering became huge in the 1980s and '90s. The value of an engineer was too high to have them in management, so leads, project managers and department heads were recruited from the business sector to keep projects “on track.” As business-educated leaders typically have no education in engineering processes, they needed ways to “measure” and manage the engineers without a full understanding of what they do or how they do them.

So, all kinds of ridiculous KPI measurements were invented. The most famous in software engineering is probably the “lines of code,” in which the performance of an engineer is measured by the amount of code they write. Ways to game this include simply extending the comments in your code, having the team agree on a fixed amount of code or, as I have personally seen, checking in garbage lines of code at the end of the day and deleting them the next.

There are a bunch of examples of KPI systems still used today that all engineers know how to game—to mention a few: story point projections, change coupling, commit count and Google DORA. They can all be gamed and are so obviously developed by business-focused non-engineers who have no clue how engineering works. What is most funny is how these KPI systems all see the engineers as measurable menial workers, not as the highly educated, valuable assets that companies need to function and generate profits.

Around these business-developed and managed KPI measurement systems, development methodologies have been created, mostly to keep up with fictional business goals and for the engineers to keep up with the KPIs. Kanban, Scrum and Agile do nothing to optimize the engineering work happening; they only provide an arbitrary way for managers to feel in control.

Got up this morning, went for a walk – logged on to see if there were any replies to my employment applications. None. Been doing this almost everyday mon-fri for coming up to two years since my RIF from F5.

Found two more software engineer/developer openings so crafted an application for the first and sent it. Started crafting the second application and stopped. Why am I doing this? With the state of software development as it is, when all you have to do is pay $1000 to $3000 for a 1 to 3 day course to get guaranteed certification of Expert or Black Belt level, it trivializes what software engineering is. I choose not to be a part of the game anymore. I’m giving up seeking new employment and will let it find me if the software gods so choose.

There was a time early on where software development required being a craftsman and artisan. I was working at a company that was in the first 100 that applied and received its domain registration in the 1980s. Those were good and exciting times. You were a part of something greater. Bugs/Errors/Failures as a result of your work were not an option. If something did come up, that became the first priority to solve (that day). The customer needed to trust you. That doesn’t exist anymore. F5 (as well as other corporations) willingly and routinely release software that has multiple serious issues. Big IP Next is a prime example. Development methods of Agile, Scrum, and SAFe were adopted that have no engineering validity to being used, but they are used anyway.

There are likely hundreds of reasons why I should continue seeking employment – all likely are valid. I choose to be the craftsman/artisan and that type of position will have to find me. If it doesn’t so be it.

Altho i hv no stats, i expect we produce more slides on a daily basis than we do lines of code that actually build us any sort of IP.

And what's depressing is that most of the slideware is just rehash, update, and repackaging of the same old cr-p.

I'm one of the thousands of slide jockey here, so the irony of this post isn't lost on me but hey, tomorrow is another new week in which I'll do the same old sh-t as I've for the past many years.