There’s talk of more layoffs coming, although the last round didn’t address the real issues and was just a quick fix to cover overspending. Cutting experienced employees with deep knowledge of the systems has created gaps that are hard to fill. The company is losing people who understood how things worked, and new hires don’t have the same level of expertise. Until leaders make real changes, it’s unclear how things will improve.
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@1hq directors and above
@1h7 - this meeting is for directors and above? Managers too?
@159 there are no higher ratings
@1h7 "Center Of Excellence"? This is a joke right?
don't shoot the messenger. Iwas part of the meetings due to helping stand up the HBD center of excellence. I am a director in PE, not an HR representative.
@19d what 431? Are you saying there will 431 employees laid off?
@18m They do not care. They will lay off employees quietly, with minimal publicity (such as legal public announcements), ensuring that clients aren't immediately aware of the layoffs occurring right after the security breach.
@OP 431
@17p You were in the same HR meeting? Letting people go right now isn’t just bad timing, it’s cold. If you’re part of those decisions, you’re responsible for the consequences. It’s easy to make these calls when your own job is secure, but for the rest of us, it’s a real blow.
@185 I wonder if they do that so that they stay under the WARN notice limits so don't have to advertise publicly that they are sc--wing more employees again.
@17q As many as possible, but they probably want to avoid a big bang. It may be multiple smaller rounds (100-200 people each).
@17p Which departments were mentioned at the round table?
Only remote workers or all workers included in RIF?
@17p how many? 200? 300? 500?
i'm curious where you heard that only remote workers out side of NA would be let go, as I assume you were on the same HR round table meeting I attended on Wednesday, which is where you heard this Dec/Jan RIF news, and it was laid out that NA would be included as well
@159 what higher rating?
@147 Seems like they’re saying F5 isn’t the respected company it used to be. I’d be curious if the higher ratings are coming from newer employees. I’m pretty sure folks who’ve been there a long time, or the ones who were recently let go, would see things differently.
@10q
AI Overview
No, F5 Networks does not currently rank in the top 25 companies to work for in Washington State based on recent lists, such as Forbes' Best Employers or Fortune's 100 Best Companies to Work For. While F5 is a significant employer in the area, it has not appeared on recent "top 25" lists for Washington or nationally. Recent national lists: Fortune's "100 Best Companies to Work For" for 2025 did not include F5, and Forbes' recent rankings for Washington also did not feature F5 among the top companies.
Local lists: Some local lists of "Best Places to Work" in Seattle or the surrounding area are available from sources like Built In, but a recent ranking of F5 among the top 25 in Washington is not readily found.
Employee reviews: F5 does have employee reviews on sites like Glassdoor, with an average rating of (3.4) out of (5) stars, and comments often highlight aspects like learning opportunities and work-life balance, but these are not formal rankings.
@hs Since 10 14 2025 (Tuesday), F5 stock has declined a bit more than $90/share.
Wow
@134 This kind of thing will hit North America employees too. It is not always about redundancy. Sometimes it is a way to include people the company already plans to terminate under a “strategic” label.
@134 Fire the Managers & senior managers or atleast fire 50 percent of them. Scrum masters/Solution owner is a big joke at F5. Many Director roles are redundant. Absolutely no need of them. Give big responsibilities to home grown Principal engineers. Sack the junk of indian leadership. What a waste of money on those.
@134 Employees working from home in India?
I hate to be the bearer of bad news but there will be supported exits, layoffs, RIFs whatever you want to call them, in December of this year and January of 2026 according to internal HR sources. This is expected to effect remote workers outside of North America.
@10r the RIFs started in 2017 and 2018 and 2019 along with many many smaller sized RIFs that were not reported
@10w it’s what the TrumpAdmin is doing to our country. I have a feeling the answer is Yes. Who benefit: wealthy peeps
@n6 lol what the ever living eff. See folks this is the kind of stuff people who consider themselves above you behave. They butcher a perfectly good thing then blame the employees for being attritional. Kind of like what PedoTrump is doing.
@10q maybe this is the STRATEGY? Simply destroy the company? Who would benefit?
@10q Yes and you forgot last year and this year.
Is there a pattern? Since Francois Locoh-Donou became CEO in 2017, F5 has had layoffs almost every year, usually after the fiscal year ends in September. Major layoffs happened in 2021, 2022, 2023, and again this October. The company calls it “strategic,” but when experienced employees keep getting terminated, it’s hard to see the logic. A company that used to be in the top five places to work in Seattle no longer ranks under FLD’s leadership. The culture is dead!
@p4 "This disconnect is hurting knowledge retention, quality control, and decision-making"
What hurt knowledge retention is that FLD consciously terminated those that had knowledge. Quality control? A joke at best. Decision making - the person who is most arrogant with the loudest month.
Your post as naive at best - although I acknowledge that you firmly believe it is the truth.
@pj I've learned over time that the tried and true methods of engineering are the best. All these new FADs just come and go and nothing results.
@pj CI/CD at F5 was/is a joke at best.
@hs I'm thinking it needs to sink to $160/share before I might be interested
@qf I'm not sure this is actually a leadership transition it's more like a transition
@qf Would it be this dude who brought Nokia to its knees? Strategic brilliance! Ouch, it was supposed to be a "ridiculously easy" ride, wasn't it?
Could be wrong, but FLD move to Chairman signals a leadership transition, likely with a new CEO taking over.
@qc interesting question
Is FLD setting F5 up for an acquisition or to go private?
@p4 losing - no - being consciously terminated - yes. Let's gets the facts straight
@pj THIS!!!