Every layoff targets the skilled workers who keep things running, and somehow the managers who do nothing but attend meetings never seem to get touched. No wonder our performance keeps sliding.
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@q5 what kind of tags
Not about skill, it's about TC , on E M P L O Y E E c_e_n_t_r_a_l , some people marked with T_A_G_S like highly compensated , something along those lines , they are easy targets
It also depends on TC , on employee central , you are tagged with words that indicate whether you're paid a lot (highly compensated ) or less . If you're paid a lot, you could be on the hit list unless you kiss your managers b-m or actually have contributed significantly
@OP Now that we learning the full scope of who was let go, I have serious questions about how people were identified and selected. From where I sit, there are clear underperformers who survived the cuts while stronger contributors did not. I’m struggling to see the logic or consistency in this process… so much uncertainty
@c5 Agree
When I was laid off, I was told that my position and headcount were deemed unnecessary, but it was the management team who created that position and decided on the job description. Yet they refused to take responsibility for that appointment, instead making their subordinates the scapegoats and using them as a gift to Synopsys.
@a8 One of my colleagues was let go during the wave last December. He was technically very strong and hardworking, yet he was still laid off—while the management layer remained untouched.
Legacy SNPS has legendary management bloat. The org chart feels less like a pyramid and more like a mille‑feuille, and no matter how senior you are, chances are you’re still chilling at level 8 or 9 in the reporting chain. Promotions? Those require a grand tour of upper skip managers, collecting approvals like Pokémon badges along the way. Want to move up just one level? You’ll need to master the dark arts of office politics, stakeholder alignment, and strategic calendar invites—technical excellence is merely table stakes. This is truly a company for people who’ve min‑maxed visibility stats, optimized their airtime in meetings, and know exactly when to “circle back” for maximum effect.
that is what is I also noticed. So sad - such a great company is destroyed