The wait is worse than anything. Just let us know so we can move on with our lives, one way or another.
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@10z2gJ1S-stp Your individual skills do not matter. What matters is if the product space you work for brings in the amount of money that Broadcom wants. If your product is not a product used by any major customer, you're out.
When the offers were rolled out at CA, many of the individual decisions almost seemed random, and none of our personal managers up to VP level had no input in who stays and who goes. There were top performers that were let go and people everyone deemed useless were retained.
This is a strict numbers game, if they think they need you to meet the targets they are setting for your Business Unit/product space then you get a stay offer. If not you get termed. If you are in a product space where they intend to transition customers out to a partner organisation, you will get a transition offer (meaning they want to retain you until your headcount is no longer required).
All these decision will be made public as fast as possible, and you can at least give them that once they have made up their mind, they move quickly and let you know. In that sense, there is little ambiguity.
I’ve heard some say that there will be additional rounds of EBU layoffs well before BC closes the deal to get rid of the non-essentials. Do you think that’s true. If so when? CA folks- did this happen in your case?
Art said ideally people would know by beginning of October, except for countries with workers council
If a small product is closing, none of supporting engineers will be offered a job. Rare exceptions could apply but in general it doesn't matter how skilled you are, it only matters if you are helping to bring revenue from top customers at the moment.
Can I ask, does anyone either from broadcom or CA have any specifics on the logic in which people are made an offer to stay or given severance?
Take SymC for example - it looks as if email security will not be a retained key solution. If that’s the case and a SE is offered to stay to look after proxy SG for example, and who knows themselves that proxy SG would require a re-skill path that could take a couple of years, but if they refuse the offer they are out of work.
If there is no skills matching carried out then this scenario is likely. Its would be extremely unfair when their maybe people losing their jobs who have said skills and want to remain.
I’d be interested to see what process or logic is applied - would lower level management have input as that would be helpful.
By 1st October via email. 2-3 days on decision