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Indeedian here, thankful to not have been in the 2200. Was a bit chaotic this morning, it doesn't seem like there was any clear pattern to who got layed off.

Indeedian here, thankful to not have been in the 2200. Was a bit chaotic this morning, it doesn't seem like there was any clear pattern to who got layed off. Managers were given no advance notice for this either, know our manager was trying this morning to figure out over Slack who was affected by asking everyone.

esel2k 3y ago
If managers didn’t know, how was the decision taken? I am a manager (not indeed but other company just doing layoffs) here and I received a first estimate of my boss and I adjust when I will let go whom (based on business needs).
- Ancalagon 3y ago
  Indicates this layoff is probably actually cost-cutting necessity, given it had to be done immediately with no regard to performance.
  - jkl5xx 3y ago
    there were definite patterns. Certain orgs, roles, and offices seem to have been more heavily affected than others
    - Ancalagon 3y ago
      ah then I guess I was wrong
    - red-iron-pine 3y ago
      Can you say which ones? Betting DEI, HR, Product & Project Mgmt, and internal tooling -- which would be in line w/ most of the other layoff.fyi research
- doktorhladnjak 3y ago
  In big companies, the decision of who to lay off is often handled farther up the management chain. It’s very common for upper management to decide on criteria to use then have HR execute the layoff by identifying individuals using that criteria. Criteria commonly is some combination of performance review history, cost, location, role, seniority, tenure. The goal is to do it without managers interfering to save their favorites and to ensure it’s done in a non discriminatory way.
- red-iron-pine 3y ago
  There is an accountant, and maybe some consultants. They're in a room somewhere far removed from the day to day. There is a spreadsheet, with performance scores, salaries, bonuses, benefits, etc. Sort the spreadsheet by cost and start chopping from the top, or maybe work up from the bottom. Maybe skip every every other employee. C-level and VPs will give additional guidance, maybe 80% of DEI and HR Staff, 40% of Product, etc. Once there is a list, it may travel to HR or other managers to check or confirm -- make sure you're not accidently laying off some superstars or key initiative personnel -- and then the list is finalized and notices go out. There may not even be any veto; here's the list, adios amigos. Source: did IT hiring and firing, was involved w/ this at a a couple F500s -- tho not any recently.
  - esel2k 3y ago
    Thanks and any advice on not landing on such a list. I was part of giving my advice for the list last December, but now new cuts will come and I could be on it. How to be that favorite person? Is beeing more or less expensive really a criteria?

esel2k 3y ago

If managers didn’t know, how was the decision taken? I am a manager (not indeed but other company just doing layoffs) here and I received a first estimate of my boss and I adjust when I will let go whom (based on business needs).

Ancalagon 3y ago
Indicates this layoff is probably actually cost-cutting necessity, given it had to be done immediately with no regard to performance.
- jkl5xx 3y ago
  there were definite patterns. Certain orgs, roles, and offices seem to have been more heavily affected than others
  - Ancalagon 3y ago
    ah then I guess I was wrong
  - red-iron-pine 3y ago
    Can you say which ones? Betting DEI, HR, Product & Project Mgmt, and internal tooling -- which would be in line w/ most of the other layoff.fyi research
doktorhladnjak 3y ago
In big companies, the decision of who to lay off is often handled farther up the management chain. It’s very common for upper management to decide on criteria to use then have HR execute the layoff by identifying individuals using that criteria. Criteria commonly is some combination of performance review history, cost, location, role, seniority, tenure. The goal is to do it without managers interfering to save their favorites and to ensure it’s done in a non discriminatory way.
red-iron-pine 3y ago
There is an accountant, and maybe some consultants. They're in a room somewhere far removed from the day to day. There is a spreadsheet, with performance scores, salaries, bonuses, benefits, etc. Sort the spreadsheet by cost and start chopping from the top, or maybe work up from the bottom. Maybe skip every every other employee. C-level and VPs will give additional guidance, maybe 80% of DEI and HR Staff, 40% of Product, etc. Once there is a list, it may travel to HR or other managers to check or confirm -- make sure you're not accidently laying off some superstars or key initiative personnel -- and then the list is finalized and notices go out. There may not even be any veto; here's the list, adios amigos. Source: did IT hiring and firing, was involved w/ this at a a couple F500s -- tho not any recently.
- esel2k 3y ago
  Thanks and any advice on not landing on such a list. I was part of giving my advice for the list last December, but now new cuts will come and I could be on it. How to be that favorite person? Is beeing more or less expensive really a criteria?