Thread regarding Chevron Corp. layoffs

@2nbs that is exactly what we have heard LC say to other leaders: we will just hire the Shell people who got laid off.

It is nothing more than a body shop. Expecting ENGINE (IT) to do anything more is just a pipe dream.

After the last re-org, management is just going to double down on bad decision making. So many experienced IT folks bailed or were let go. Everything move to the cloud and more and more contractors were onboarded to fill the gaps. As cloud costs are growing and folks are displeased with IT and IT costs, they aren’t reevaluating… they are simply moving everything offshore. And it’s driven by the McKinsey report. The size of the building we leased is for like 5000 workers.

This is comment is just for IT.

I heard that we have been interviewing the Shell rejects in Bangalore. Shell is going to keep their few good ones, and it’s a red flag if we are picking up their worst performers who just got laid off.

I also heard that our best interview candidates are from suppliers we already use today. Why waste time hiring them and worrying about retention. Why not just keep leveraging f-ing suppliers we already use in India which are ALREADY low cost.

The interesting thing is that FE was already using a low cost partner to do work in India, and instead of trying to hire our own employees there for those roles and tasks, they’re just keeping the engineering partnership going and NOT converting those into India employees. So I am not sure why IT could not do the same thing. Oh, right, because LC has no clue and eager beaver trying to look good for his peers by volunteering all these unnecessary new roles in India. Just cut the damn jobs in the US if you got a budget to hit and stop wasting everybody’s time trying to hire these data engineer employees in India where we have no business competing with other companies!!!!

The incompetence of the leaders setting this thing up is just another reason why the company is going in the wrong direction.

I personally interviewed candidates and yes they lied on the phone and even lied on video(someone else was answering) - that said we still got very good india talent and a few of them even flew to SR and Houston - i still meet w them … i hired a few who became great assets to CVX for many many now.. why? because our team including me are very technical….

but many areas in CVX IT unfortunately don't have that technical talent to cull and replace
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While I agree with you as far as Chevron SE and AE skills go, we will not get strong developers there.

The IT guys have spoken. And no one knows what you’re talking about.

While I agree with you as far as Chevron SE and AE skills go, we will not get strong developers there. It’s a nice fantasy sold by consultants, often with ties to India themselves. We will get cheap, low quality developers, and for some reason think that the lack of quality can be overcome with quantity.

If you’ve ever interviewed candidates India it’s obvious that lying on resumes is very common, and communication skills are generally terrible at the lower cost levels.

I was fortunate to listen to LC at one point - what he will do is nothing new… create a brand new area where we can get talent pool… and be hard in qualifications instead of putting unqualified employees in positions to have a job. If u need a strong python coder w ansible, unlike before we we just throw any employee there - he will pool it to various locations w legit skills - his expectation will be a very technical IT… Not App engineers(which we just invented at CVX) or SE that does not even know how to code end to end or know concepts of OO programming or design relational databases or multithreaded apps (these are very basic concepts)

It’s called cost cutting

Engines purpose is to clear out all the Ford 150s from the parking garages so we who are worthy can park and drive easily through the garage.

If I were a Petro tech I'd be trading in the truck for a Camry bc you're gonna be delivering doordash.

While the primary intent isn’t to offshore IT jobs, there will be a good number there if for no other reason than to support the local operations.

IT is getting pressured to move more to existing offices in Buenos Aires and Manila instead. Will be hard to backfill any US jobs, and San Ramon employees will be replaced in one of those places or not at all

Most of the jobs posted are not IT jobs.

It’s to give dot heads jobs.

The intent is not for just IT, or even primarily IT. IT already has Manila and Buenos Aires as low cost areas. It also has India in the outsourcing strategy. It actually makes no sense to in-source IT in our current situation, but the vision is for the India IT people to be working with the India petrotechs. We are not there yet.

But alas, our over-zealous new CIO wants to be a ki----s and volunteer for all these new jobs in engine without having actually done the math or understood the types of skills and types of work that Manila and BA and MSP India is already doing. And having Bangalore as the location for IT is just a bad idea for Chevron because all the tech companies are already there, paying more and offering remote work.

Rumour has it that BB had actually proposed to Lady Gaga in 2018-2019 before ImagineIT to start an India innovation center with a BOT model with partners, but JG said no. And now we have LC coming in, not having actually implemented these very well in his previous stops and leaving those IT orgs in disarray. Just hopping from one company to the next. Hold on to your seats.

Not sure what's posted currently but there were a bunch of petrotech roles, even land jobs. Definitely not just IT this time around. I don't think PEs and FEs are automatically safe for once.

Did you look at the engine job postings? a wide variety of non-IT corporate staff jobs is posted. It's about time to dismiss the idea this rom is primarily targeting IT jobs and other corp staff jobs are safe.

It's all cost driven, and it's a pretty bad way to do it, especially for IT.

These are the categories, note that the people that we probably want to keep are most likely to leave.

1. Top Performers with High Demand Skills

Profile: Highly skilled employees who have consistently delivered exceptional results and have skills in high demand outside Chevron.

Response:

Start discreetly exploring external opportunities while maintaining performance.

Build and leverage their professional networks to prepare for a smooth transition if needed.

May also consider negotiating retention benefits if their role is critical.

2. Seasoned Employees with Long Tenure

Profile: Employees who have been with Chevron for many years, often in specialized or company-specific roles.

Response:

Rely on their established reputation and internal connections to weather the transition.

May struggle with transitioning to a different industry or company if skills are Chevron-specific.

Some may opt for early retirement or severance packages, depending on their financial situation.

3. Mid-Career Employees with Transferable Skills

Profile: Employees with moderate tenure who possess skills transferable to other industries or companies.

Response:

Actively assess job market opportunities and update resumes and LinkedIn profiles.

Seek professional development to enhance employability.

Likely to be cautious but open to exploring external roles.

4. Early-Career Employees

Profile: Relatively new to Chevron with fewer years of experience but often adaptable and mobile.

Response:

Treat this as an opportunity for growth and potentially a stepping stone to other opportunities.

Likely to be proactive in job searching due to less reliance on Chevron-specific benefits.

5. Underperformers or Those in Non-Critical Roles

Profile: Employees with below-average performance or those whose roles are not critical to the company's core operations.

Response:

Feel the most vulnerable and anxious about the reduction.

May delay action, hoping for an internal transfer or reassignment.

Likely to have a harder time finding external opportunities.

6. Critical Role Holders or Niche Specialists

Profile: Employees in roles deemed critical for Chevron's strategic initiatives or possessing niche expertise.

Response:

Feel relatively secure but might also consider external offers to hedge against future uncertainty.

May leverage their position to negotiate better terms if retained.

7. Employees Near Retirement

Profile: Employees close to retirement age with financial plans already in motion.

Response:

Consider taking severance or early retirement packages.

May view the situation as a natural exit point rather than a threat.

8. Employees with Limited Job Market Options

Profile: Employees in highly specialized roles with limited demand outside Chevron or in locations with fewer job opportunities.

Response:

Likely to experience significant stress and may take proactive steps to upskill or relocate.

May rely heavily on internal redeployment options.

9. Contract or Temporary Workers

Profile: Non-permanent staff who typically have less job security.

Response:

Start looking for new contracts or roles immediately.

Have a higher chance of leaving early as part of natural attrition.

it’s for cost cutting - plain and simple