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Comment by ggoo

15 hours 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

28 comments

ggoo

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ttul  8 hours ago

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.

curioussavage  6 hours ago

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

  • eunos  3 hours ago

    > 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.

lagniappe  7 hours ago

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.

  • _heimdall  27 minutes ago

    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).

    • gcr  9 minutes ago

      Not in tech. Larger severance packages are common.

      Going forward, I wonder if severance packages should be a point of competitive recruiting advantage

  • matwood  4 hours ago

    > 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.

    • antonymoose  2 hours ago

      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.

      1 reply →

    • altmanaltman  2 hours ago

      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

  • stingraycharles  6 hours ago

    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.

frays  4 hours ago

Have there been any better tech layoff packages in the last few years?

This is probably the best, wow.

doggo_mate  15 hours ago

In Europe they’re pretty much obligated to provide this package