1- Systemic Compensation Stagnation: A complete freeze on base salary increases for the majority of the workforce spanning the last 5–6 years, regardless of inflation or performance.
2- The "Recycled Equity" Strategy: While ICs receive small bonuses, managers and directors are tied to RSUs with 4-year vesting schedules. These serve as a "retention carrot" that disappears instantly upon layoff—allowing the company to claw back earned equity and "recycle" it to lure new hires into the same cycle.
3 - The 2025 Manager Purge (FY26 Q1): A calculated wave of terminations where managers were directed to lay off their own teams, only to be terminated themselves immediately afterward.
4- The 6:00 AM Termination Protocol: Highly impersonal exit procedures, with U.S. and Canadian staff receiving automated emails at dawn, accompanied by severance packages described by employees as "garbage" and "sub-par."
5 - Efficiency Paradox: A relentless "do more with less" mandate enforced through perpetual hiring freezes. Despite corporate messaging, internal AI tools provide minimal functional support to offset the loss of headcount.
6 - The Psychological Toll: A workplace culture defined by "survivor’s guilt" and low morale as remaining teammates are forced to absorb the workloads of their terminated colleagues.