I make a 105k a year now, so 10.10% of that for life. My cap is around a 135k because I don't have a degree. A GS 15 maxes out at a 165k, Senior Executive Service maxes out at 210k but you'd need a Ph.D.
If you go overseas to Germany, England, Italy for 5 years, the government will pay your rent up to $3,400 a month. A lot of people buy a house, sell it at the end of 5 years, and bring the cash back.
Honestly not worth it for you guys that make 200k or more a year
Intel's last big one called ACT, "Accelerating Change and Transformation," of 13k people happened in 2016. Since then, to avoid bad press and WARN disclosures, HR and management learned it is better to stealthily let go of groups piecemeal and via "site consolidation" which they have done and continue to do. Still, awaiting the new CEO who will have carte blanche to enact another big layoff.
Any thoughts from Cisco, another eternal layoff company?
I love how companies disguise layoffs as “Transformation” I.e. fire the older higher level folks who brought those companies to prominence. “Fixed Mindset” is a long term employee who doesn’t want to drop 2 levels to take the same job. ACT=BS
We manage people out just fine in good economies and no one calls it a layoff. Layoffs imply that we remove whole swaths of our staff out of a need to cut spending. It also implies we decide to do it to whole groups of people rather than individual decisions.
Seems rather unlikely. We will probably manage people out and kill projects that aren’t succeeding at the same rate we always do. (And when we kill projects we have a pretty good track record of keeping our hands on anyone good who was working on them and making sure they find a team elsewhere.)
People tend to be more sticky during recessions, so I can imagine the managing out requiring a little more force than it takes a nice economy where you can more easily suggest that someone shouldn’t expect much from their reviews in the future and maybe everyone would have a better time if they just took a job elsewhere. “I hear <insert company here> has some really generous offers lately!” works less well when the economy stops having as many generous offers.
Feel free to reapply after 3-6+ months each quarter we review our headcount and will be open to reinterviewing on different teams. I know the infrastructure, product and AV engineering teams are all hiring a ton. I’m on infra and we typically use Go, python, some bash scripts. Kubernetes, Docker, AWS/GCP, Terraform, Bazel, CircleCI, Spinnaker, Helm, Datadog, Sumologic, New Relic. Looking primarily for strong backend engineers on engineering productivity.
Something in the middle: manage through artrition.
Give people low or no raises and refreshers. If they leave, don't rehire. Don't offer an opportunity to work from a remote office or home for open positions that are not local. But keep hiring in India and couple of other offshore locations...
GoDaddy won’t do layoffs “around the holidays” (Thanksgiving- New Years). We’re posturing pretty aggressively to be acquired in 2019, there’s some pent up blood waiting to be spilled as a means to a lean operating model. The Indians (and HR Business Partners) are coming. I’d guess 5% in Q1.