Comment by ggoo
2 months ago
> The packages for departing employees will include the equivalent of their full base pay through the end of 2026. Healthcare coverage is different across the globe, and if you’re in the United States, we’ll continue to provide support through the end of the year. We are also vesting equity for departing team members through August 15th, so they receive stock beyond their departure date. And, if departing team members haven’t hit their one-year cliffs, we are going to waive those and vest their pro-rated equity through August as well.
The announcement reads as pretty heartless to me, but this is a very, very nice departure package
They have a reputation to maintain, otherwise it will be difficult to recruit the best people in future. That being said, damn, that is a very generous package by any measure.
First packages tend to be the best. If you work for them beware, the next round won't be as good (if there is one). The economy isn't the best, but if you get an okay job offer anyway you should probably take it rather than risk you will be in the next round that is worse.
True. I wasn't surprised when I was let go when my previous company had a first round. I'd clashed with management pretty openly for a while and knew if anyone had to go, I'd painted a target on myself. The people who were let go in rounds two and three were probably caught by surprise.
Dont' get it twisted, anyone; plenty of companies have a reputation to maintain for this reason (but don't do this). This is an absurdly generous severance package.
Meta did it based on tenure. People that were there for 10 years got about an entire year.
META is doing* it . The main RIFF has yet to happen.
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Damn. I got two weeks notice and then got shown the door with nothing. And now I get to compete with all these people who are going to be so much less stressed
> compete with all these people who are going to be so much less stressed
Well many of these folks then would prefer to decompress and chill for a few months instead of hitting the recruitment process early.
Proper layoffs require at least 60 days of notice or 60 days of pay. Maybe you weren't part of a proper layoff, but if you think you were, check out the WARN act.
Here you go:
The WARN Act is triggered if there is a mass layoff of at least 50 employees (excluding PT) and that number represents at least 33% of the active employees at a single employment site
OR, if RIFF means closes location (with 50+ employees affected).
In the US??
huh? That sounds like California?
I want to agree, however, it will take every bit of that time for some to find new placement. These AI cuts aren't just making it harder to keep a job, but harder to get a job as well.
For better or worse, it isn't a company's job to pay laid off employees until they find a new role.
The industry standard for severance is 1-2 weeks pay per year at the company, paying out roughly 7 months is a big deal (and yes, an acknowledgment of how rough they know the job hunt will be).
Disagree. If a company puts someone in a precarious situation then they have the obligation to take responsibility. After all, its management who failed to keep the company successful. Unless we are saying that the C-suite doesn't actually deserve their massive compensation packages.
Not in tech. Larger severance packages are common.
Going forward, I wonder if severance packages should be a point of competitive recruiting advantage
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Maybe it should be the companies job, being jobless in the US is a potential death sentence and since we don't have universal healthcare, universal childcare, or universal higher education/vocational training the onus should be forced on the companies to provide welfare for workers since they are so adamant about not paying taxes to create a welfare system that doesn't mean homelessness or death.
There is also no industry standard for severance, it's not federally mandated and not a guaranteed benefit.
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> but harder to get a job as well.
I just tried hiring someone and received over 200 resumes that looked mostly fake. Thinking about adding a final in person interview in an attempt cut down the garbage when I repost.
I dealt with this exact problem in my last hiring phase too and used this technique to screen them out earlier: https://thomshutt.com/2026/03/24/interviewing-in-the-age-of-...
What do you think can be a solution to this? I guess the problem is only going to grow as more people use AI, I'm sure someone out there is also using agentic workflows (basically spamming every job opening). Is the solution to use AI to filter the results or do you think that will not work out if the target is to find the best candidate
Use a good recruiter to do the dirty work for you, it’s not cheap but it’s worth the lack of hassle.
With that said, at my firm we switched to using an in-house non-technical HR recruiter using nothing but a LinkedIn Job listing and the results are exactly as you’re experiencing. Perhaps 1 in 100 is a real human with a real resume, the rest are AI being fed our job description to generate a resume.
Onsite final interviews and technical assessments are our stop-gap.
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You should spend a few days thinking about how to improve your process, with more than just a final interview.
This isn’t my experience, but I think it depends highly on the segment. We have mainly senior C++ devs (database company), and it’s still a challenge to find great engineers.
I think the current job market isn’t “one size fits all”. Having said that, obviously if they’re getting laid off, they may very well be in the segment that’s less desirable.
Very regional as well, Eastern europe is supposedly doing well, western europe (UK/NL) is doing alright, north america seems significantly worse
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> however, it will take every bit of that time for some to find new placement.
Isn't this another way of saying the severance package is generous enough to cover the time needed to find another job even in a down market?
If a severance package that covers the time needed to find a job isn't enough then it's starting to feel like we're being angry just to be angry. I don't like layoffs either (I've been laid off before) but if a company is giving 7 months of severance on what was already a very high paying job, that's very good.
I don't think that seven months is near enough to reliably cover the time it takes to find a job in this market.
Depends on what you specialise in. Sysadmins seem to be in demand (which isn't a programming job but is in tech still) and embedded hasn't been killed by AI yet (and I doubt it will)
Have there been any better tech layoff packages in the last few years?
This is probably the best, wow.
Almost as though they're conscious of how much of a dick move this layoff is...
The question is are they being good to their employees or do they severe headwinds in the job market going forward
In Europe they’re pretty much obligated to provide this package
Complete fiction. Over covid it was common in big tech layoffs to get much less severance in Europe than US.
Definitely not true in the UK. This is extremely rare for it's generosity. I've never seen anything like this in the UK.
As a general rule USA Tech is much nicer to their employees both when working and during a layoff then Europe.
Depends on the definition of "nice". Is it time or pay?
This one yes, extremely generous, but normal ones aren't.
As always, it depends on the country.
I would be quite surprised if there is one, but if there is I would like to know.