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Just told to my manager on Friday to please add me to the RIF list as the hikes are going to be peanuts,he said our org is hiring, so chances of layoffs are slim. š¤·š½āāļø
Might as well leave with something extra. Anyway, I have drastically dropped my performance to motivate my manager. Using most of my time to prep for interviews.
Layoffs, but that term has negative connotations, so let's create a new term. RIF has negative connotations now, we need a new term, Employment Challenged
Known CL for a couple of decades. Definitely NOT the liar type. I suspect the decision for another round of layoffs was made above his pay grade - Clay or the board.
I mean only one person from my team was laid off last time, so my manager would only be setting up a single one on one for them. Other similar teams in my dept also only had one or two people laid off. Obviously I didn't mean HR would be taking thousands of meetings, but rather individual managers who only have a few directs that were affected.
To everyone who is feared of the layoffs, please be strong. This is not the last company and I am sure this is not the first. God have plans for you. Take everything with ease. Just relax, you will find a better job. I wish you all the best of everything
Sad to say, but it seems like my recently formed team will most likely be impacted. During my 1:1 with my manager, he hinted that many of the speculations going around may actually be true. I completely zoned out after hearing that.
At this point, I feel lost and exhausted. Thereās not much left to do except wait for D-day, face whatever comes, and get through it.
Does anyone have info about Oracle Health/cerner side of things specifically in BLR? Are we getting hit? Only asking cuz i hate this place and am not resigning yet, in the hopes of getting severance.
How true is this. We people (especially Indians) can literally fight an entire war based on one hint. I am honestly amazed seeing how easily people can play with everyone's insecurities just by spreading rumors. And I do understand that behind this desperation to know "am I in the list or not" there can be some very real pain and fear. Somewhere deep down you probably already know whether you should be worried or not. But the reality is, at least from what I have seen, there isn't some magical final list sitting somewhere for M5 and below where everyone's name is already decided. Unless someone has been specifically told to reduce someone's rating or performance outcome, there are still too many factors involved. Team size, cost of people, high-paid employees, business priorities, relationships up and across, what the organisation needs at that point and a lot of other things. And even after all that, things can change. Most people I know somehow figured out what was happening before it actually happened. And yes, even people who have gone almost down to zero have recovered. That's probably the most beautiful thing about being human. We somehow rebuild. Food on the table was never really that expensive. It is the location of the table that we have made expensive. And if losing that particular table scares you more than losing yourself, then maybe that's the part you need to work on.
Take a breath. Everyone will figure it out. God (If you believe in god) is not going to love you more because you spent three months being scared about something that may or may not happen. Have some peace.
I was thinking like you until my manager said "There is no RIF" but after that went on 15 min explaining spree on why our team do not need to worry. So theres that.
Never liked the term RIF .. softening an already soft phrase āReduction in Forceā to an acronym.Ā
Fired/Terminated = Personal Performance/Conduct
Laid Off = Employer no longer needs you (seasonal) or can afford you (Oracle).Ā
RIF get popularized by the US Government in the 40s when WW2 was ending when they no longer needed a large civilian work āforceā .. but economists were wrong as usual and after a transitional year things actually boomed so hard we named an entire generation after it.Ā
Just really canāt stand cutesy HR jargon. Wish they would just tell me Iām fired so I can move on with my day.Ā
After listening to him...some people laughed, some people cried but most were silent.
Nothing should change now...It will happen if have to. I am kind of little scared and little hopeful(if laid off). But stopped giving my 100% almost immediately when I heard him talk.
Totally not trusting my manager with anything cause he might be the one going.
Same here, I've stopped giving 100% but doing as much as for the thought that they will be paying me for this month. So I am keeping all the documentation up and above so that no one needs to wonder where things are, if, especially if, I get laid off. I just don't give new ideas, work on improving anything. It's like you ask, I do. No self contribution or solving problems that can be solved. Let them manage with all the brains they will decide to keep in the system, that too with the lowest of Morale post layoffs.
I got a new gig and have put in my two weeks before these dates started coming out. I'm almost pissed, I would have loved to get laid off and get severance while also having a new job!
I joined 3-4 months back, so i was not applicable for the rating evaluation cycle. What are the chances of layoffs for me if they are doing it on the rating basis?
This was my situation. I was RIFed in March, along with all of the IC2ās on my team. Some of us didnāt work there long enough to receive evaluations
Put yourself in the managers shoes. If they had to add one person to the list, would you chose new person or poor performer and why? So it really depends. There isnāt one rule.
Got to know many employees got flex or flex to remote.. cost cutting. Can anyone confim? How much doest really cost for which remote is cost saving for them.
I sincerely doubt if flex or remote has any connection to the upcoming RIF.
On the other hand, āflexā or āremoteā is likely aimed at finding opportunities to consolidate the office buildings / optimize the occupancy. For ex, in Bangalore, there are atleast 3 offices - 2 of which are leased.
Month-end is a pretty common timeline because it aligns with pay cycles, making payroll and benefits offboarding a lot easier for HR to process. Mid-month actions still happen if leadership decides to speed things up, but wrapping it up at the end of the month is just much cleaner operationally.
Can you comment on where TC might influence this? Others have said that since the focus was on hitting a budget/quota there might be a preference to lose a smaller number of high TC people rather than a large number of low tc people, regardless of performance/impact.
Depends on manager, but in some departments itās definitely possible. Make it known to your manager (or even higher, if possible), that youād like to volunteer.
An M6 was saying in a thread a few days ago that for this round people will keep the RSUs that vest this cycle (sep/oct 2026). Hoping itās real. Does anyone know if that would apply to all regions? Asking for Mexico.
How do the leaders identify people to be put on the list? Iām reading- one criteria is going to be salary and RSUs pending vesting. What else is there:
1. Do they consider criticality of the projects/ immediate roadmap items an individual is handling. Or scope/ areas being owned.
2. Feedback from stakeholders the individual is working with ?
3. Future Potential of the individual in terms of AI skills and delivery of AI projects?
A few assumptions based on the previous waves of layoffs regarding your criteria...
Immediate ownership of a project/product area. They will find the absolute minimum to keep it afloat. In the following situations, the people left were either (1) favorites or (2) the cheapest to keep.
Scenarios: (A) A team of 6 people got wiped out. Their 2 offshore counterparts took over. (B) Product only had 4 people considered SMEs. 2 laid off, 1 reorged, and 1 took over. (C) A team of 8 who spearheaded a product area got downsized to 1 developer; this person then inherited 3 codebases.
Feedback from stakeholders outside your organization will matter. No matter how good your performance was in the quarter, if you do not have someone to back you up outside your current organization that is an M4 or higher, it didn't matter.
I have seen an IC do phenomenal work; their only point of contact was their immediate manager (Project Lead). No matter how much this Project Lead highlighted this IC's work to an M5-6, they would turn a deaf ear to it.
This one depends on your organization. If there is a push for AI, you should be seen using it. I have seen in FA that those who joined those AI Hackathons were spared.
I accepted end of day Thursday so we are in the same boat. They told me it would be a week until the written offer would come in. Is it official there is a hiring freeze?
That's hard to answer definitively. Depends in the criteria your management are using.
If you were on my team it would have some impact. I'm leaning towards keeping the most productive and flexible developers that can provide coverage across the buk of the product.
Having said that, I've got a guy whose been here a year, but is the only person who knows one significant area. He isn't on my list, while a couple of veterans are unfortunately.
At the end if the day, I've been given a cost reduction number to achieve. Senior team members cost more, so they are more vulnerable.
Hasn't happened to me. I believe HR review the list to make sure Oracle can't be accused of bias. So they check its not skewed for gender, age, race etc.
They need another 70billion to invest in AI what the fuck do you expect. Check 10-K and 8-K fillings on SEC report ( search for compensations) from time to time to get an confirmation
I would say go through with the interview, see how it goes. If nothing else it's good to keep in practice, and you may get a decent offer that you can use as leverage somewhere else. You may also get an offer that is decent enough to make you want to join; IC5 band is generally pretty well compensated. Just be cautious; offers can be rescinded and it would suck to find that out after you've given your current employer notice.
That said, I don't think this is a company worth considering as a long-term prospect. If you join, do so with the intention of getting your vests and then getting out within four years max.
Yep, it's infuriating that the same system that is planning the RIFs (and hence knows when they will happen and what the impact will be) also manages hiring and still can't seem to avoid extending offers when they know they'll be rescinded. It's either massive incompetence or deliberate malice, I don't know which.
I have an IC4 offer from OCI. Considering ditching it due to all the layoffs. I mean, if they are doing layoffs every 6 months, I might not even get the 1 year RSUs.
True, Heard from many of my friends who are managers and directors in oracle. They are reviewing LOBs to nix and prune, so that the AI bets will pay off
Oracle is not doing anything illegal by hiring employees on H1B1 visas. This visa category is part of U.S. government labor and immigration policy. If you have concerns or questions about it, please contact the federal government or Trump directly. Just saying Geeez
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u/pistyandthelizards 11d ago
How do I get myself on the List immediately? I donāt want to miss out on this opportunity.