I have been told that one FANG which recently underwent a firing round barely took a break from their hiring rounds, and already started sending emails asking for volunteers for interviews even to teams which have just been decimated.
One more story for the absurdity bucket.
It's not that way everywhere but man when you run into it, crazy.
Say you’ve been working somewhere for 5 years and have the opportunity to move to a company - and you know both companies are laying people off at some point soon.
In your current company, maintaining your position requires no training and negligible HR resource. The question of your capability to perform the job you’re given would hopefully not be under question (otherwise good going for keeping that gig up for 5 years). Your team is not a blue sky project (otherwise shame on management for keeping that gig up for 5 years). Making you redundant will cost the company severance, and if it’s a structural issue you could be moved into another team. Dropping you would be a genuinely hard decision.
The new company barely know you and have to expend resources just to integrate you, and expend nothing to drop you.
I know which one I’d pick.
Granted, it’s a false premise: perhaps the new company is more resilient than your current company, for example. However, if the odds are unknown - and in most cases they aren’t known in any reliable way - then I may as well treat them as if the odds are balanced.
It's a failure of management to hire correctly and/or manage and develop people. Management is broken and incompetent and relentlessly scapegoats those below them.
Yeah, hire and then show actual managerial skill. If you still can't get the performance you need, then fire them. Tech hiring culture has become completely bananas and it wastes insane amounts of resources.
Tech management in the US 1) can't hire competently, 2) can't lead, 3) can't develop those under them and 4) can't man up and fire the employees they mistakenly hired and failed to lead.
Hire them and if you can't get the performance you need, then you due them. Alternatively, hire them as contract-to-hire if your head of HR has conditioned you to be terrified of doing what you're allowed to do in the US.
People are rarely ever dead weight. Products and services most certainly are. Products/Projects etc fail for a variety of reasons, and it can often be hard to anticipate if they will. When you are building them you need the top people to build it for you. If the product fails, you now have people you have to pay for running the product that doesn't earn you money. Now you make a loss.
While you did hire the top people, the product failed and now you don't need them. Keeping them around costs lots of money and, their work, even if high quality hasn't given much profits.
It is then you have to let go people.
Sounds like capitalism to me. Better get to work developing new projects and products to stem that loss.
That wasn't my experience with the current layoffs at big tech. There was no effort to find positions for the engineers who performed well in the previous year(s). They just cut some orgs by the hundreds (I was in a call with 350+ other devs, many of whom are far smarter and more experienced devs than myself).
They just started cutting "weight" at some point, the "dead" adjective was dropped during the previous rounds of layoffs.
Nothing absurd here.
Maybe top paid management is simpler to replace?
I wonder if the managers who will become individual contributors again, will be paid the same or less
