Thread regarding CA Technologies (CA Inc.) layoffs

@Bsoe+160USCbA. not sure what you're looking for. it's really quite simple. Broadcom is a PE firm that manages cash flows by franchise.

there is no concept of customer value across franchises. other than squeezing the hairy balls of said customer to optimize revenue.

one plays with the expense side to balance where revenue is headed. it's like managing any portfolio. there are target metrics of rev/profit per headcount, etc. Broadcom has this down to a science. and has little sense of employee value.

note many companies are similar to some extent, but Broadcom I believe is a bit more draconian/ruthless than others, viz. the demand to come back to office..

no real surprises. one who works at Broadcom is at a higher risk than working at others. we are decently rewarded for the risk.

i'm not loving this place, think many policies are down right awful, but understand what i've gotten myself into. it s—s but at this stage with the economy i'll hang on until it picks up...

A lot of gossip here, not too many facts and the thread seems to have gone stale. Is OP willing to offer any new details? Is anyone willing to offer any evidence, insight, or update? (I somehow feel the next answer will be from a troll...)

what where the metrics decisions have been based on? On what base a person in support / sales / engineering was put on the termination list?

Re SED, honeymoon will be over mid next year. You are screwed. GTFO.

if ur near 40....GTFO. your skills will atrophy and next year it's going to get real ugly.

re ESD. My response to you is "Does a bear $#it in the woods...?"

Great insight, thanks for sharing! Do you have visibility into the Symantec (SED) bu, is EMEA moving to India? Timelines? Tu

My department wasn’t focused on divestiture. But line of doom is real. I know teams start researching an exit strategy (often a buyer) if a franchise is even trending towards it

As for being 40. Not sure how I could answer this.

Are the any plans to divest ESD or at least parts of ESD including product?

What would you advise someone close to 40 to do:

1. stick around, cash in the remainder of SKUs & get severance for getting fired?
2. walk away from CA?

How does moving EMEA coverage to India match with the story of keeping only Warsaw, Prague and the UK for EMEA?
Though I think by end of 2022 most smart customers would have moved to other vendors anyway. They get driven off at amazing speed already.

By 2022 all emea operations will be in India, Singapore.

India shouldn’t celebrate just yet... India will report to center In Singapore which will determine India budget

By end 2022 USA head count will be 1.5 hands per core customer. Currently stands around 4.5

Phase 1 this fall.
Phase 2 fall 2021
Phase 3 fall 2022

What is happening now is still technically transitioning plans from acquisition and mid year check ups. Due to country laws most actions require delays

I think what you all need to understand is customers are migrating away from your products. Sure maybe you get net new customer wins, but the number of old customers abandoning is far greater than new. Also just losing 1 mainframe customer requires dozens of ESD. As difficult as it is if I didn’t do the work I did CA would have gone bankrupt a long time ago. Layoffs were inevitable. Having 10 engineers add features to a product not selling in the market wasn’t helping. Layoffs are less about performance and more about the position is simply no longer available. products fall out of favor no matter how much money you toss at it. It’s the nature of the business.

What is Broadcom's plan for EMEA subsidiaries?

They closed down Germany, are there more layoffs planned?

What is the business model this enterprise is following, given the fact that we are at 2X revenue/employee compared to the industry?

In my opinion, CA / Broadcom will see more layoffs and also churn, as younger employees will leave, this coupled with changes & layoffs in the sales organization to meet stockmarket expectations.

Yes I was highly paid I was located in nyc office. Over 1m TC. The cuts and reorgs saved even more. Success was measured by employee satisfaction which actually went up. Success was also measured by protesting, activists, strikes and organizing. Which there were none.

Both companies didn’t like roles that were supporting. Every person must generate revenue. Mangers and testers felt those roles were necessary evils. Which is why they were not targeted as much as you would think. In fact most gm & svp had offsites to justify their org in my office. Practice before the bu gm presents to bod

Yes the keeper test does target productive workers. Let me tell you what you don’t see.
These workers successfully twisted our arms to pay them out of band TC. At the time of the increase we play along because they were in a good negotiation position. But if everyone in company does this any staffing reduction would be impactful. We don’t want to reward this behavior. Also when orgs need to trim budgets will they see improvement after 1 quarter? Well it depends how much severance we had to pay. So that engineer making 250k base in a low cost area will cost us more the longer he stays. Is he really more productive than two principals at 125k standard rate for that area. Probably not.

Mass Layoffs started happening in the 1970s. But today's companies made it into an art form. CA went from 10K+ employees to less than one third of that. Bike Boy apologized for that (NOT)!

If you were to reduce head count by 2000 there would be virtually nothing left of the company. Between the two CA divisions there are only about 3200 people left, with a several hundred already told they are losing their jobs in the fall via the shutdown of many of the European locations.

i never could understand those old "CA Advisor" roles...sounded like dead weight to me..

everything you've posted is nothing new. the company is always in continuous cost cutting mode.

mr advisor you are wasting valuable bytes on the interweb.

@klx Agreed, in desperate times, it only comes down to hard dollars, not soft assets like knowledge, experience and wisdom

Such plans never deal with all the knowledge, networks, and history going out the door.

So many contradictions

• A likely high paid position that plans company purges
• Layoffs and consolidations as sign of efficiency
• The upper management staff rarely gets impacted
• Eternal purges as a way of corporate life.
• Can the keeper test be used to lay off productive workers it shouldn't? Or keep non-productive workers it shouldn't. In other words, are false positives possible?

Did you ever figure out how many actual lives were impacted by these scenarios?
Are you looking for another job in the same area or back to advising.

What is the fate of CA in Europe?