We have operated under repeated rounds of cuts and layoffs for an extended period. Each round comes with no follow through and no coherent plan. The result is that the organization has finally reached a breaking point. The systems are brittle. The trust is gone. The momentum is dead. When my own probability of being cut in the near future is as high as it is, why would I buy into any pressure to go above and beyond? The rational choice is to stop pretending that hard work will save me. So that is where I am. I am done.
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If we’re hiring and returning to growth, why have the backfills been rejected for my team members who are leaving? 🤔
When we want to change or improve things, we are rejected by two groups, c-level and compliances.
c-level doesn’t know how technology works whereas the core team doesn’t want to grant credits or permissions to engineers.
If you have ever worked on some projects, you will be surprised for those teams who managed permissions and infrastructure.
From what i’ve heard, there are over 10 LDAP domains internally. When I asked why don’t integrate them together, the infra team just said it’s compliance and it is what it is.
When I volunteer to improve it and asked more permissions, they rejected.
F them, not only c-level caused company down, but also those teams who manage or design infrastructure workflow, please fire them.
@cj I dont even think that could fix it at this point. Less people tied to the office means the CA parties look less opulent, even if it saves on operational bills.
A lot of the market is going to take whatever work they need rn, so 'perks' like that can be tabled. But that's not going to be perm. Once that settles back down then it stabs us. Because to all the people saying "We're growing" you don't really realize what market you've contributed to. The OT = Layoff motif is never going away. Not now, because most software companies are dealing with the AI race. And folks come next round will be taking bets on if it's actually performance, RTO, or to offset the cost of Co-pilot ENT and other paid token AIs being asked for. OT had a chance to wait out the market, took the bait, and will have the same problems due to it.
With the stigma that:
OT is archaic - so if you don't work with your team, assuming you don't want to just do your job and go, low value.
OT is not competitive - because you're removing perks, cutting based on salary cost. And OT is known for claiming 'market rate' when below CoL for office locations.
OT is still selling products to public knowledge - which means unless there's an outward confirmation of every support person per sale moving, layoff. You literally can't say we're done until the one sale per quarter is complete. Not only are the trolls wrong - they're stepping on the CEO to do it. Gj bootlickers, task failed successfully.
OT is likely contributing to the skills gap should AI fail - if you choose to lean into AI, cut junior jobs, congratulations no one in the labor market after 2022 will be qualified for anything here. Cut senior jobs, you get juniors who grow up relying on AI for better or worse (cheating, over-reliance, what have you.) If you then have to cut costs or limit the AI to cut token budgets, people who needed that AI will be caught red handed as useless. That also affects low quality off-shoring OT is also known for.
I don't think OT is fixable rn. It doesn't matter if RTO changes when OT messes up every other perk with it. OT would no longer offer things for folks who earn it. Because it has to be uniform and 'fair.' Which will be fun when that's the output received.
Maybe if RTO were ended, the return to growth narrative would be more believable.
@ah what are you smoking ? Layoffs are finished abd we are hiring
Fraud, waste, and abuse.
@ac Enough with the lies, we can see the "hiring" , we've returned to ruin. Whole groups are just waiting their time to leave now, great job HR destroying a corporation.
We are hiring and have returned to growth