Layoff Report

Morristown WARN notice dropped - is this the start of Q1 cuts?

0x2e8f…59bc

·21d ago·2 comments

Saw the WARN notice for the Morristown office hit the wire today. 71 people let go, effective late August. I’ve been hearing rumors that the bench is getting bloated again, but it’s still jarring to see the paperwork surface like this. Is anyone else seeing activity in their specific practice areas? My lead keeps preaching about 'operational excellence' and 'rebalancing,' which we all know is just code for clearing out anyone not currently billable. I’m wondering if this is localized to the NJ hub or if there’s a larger wave coming across the northeast corridors. If you’re in NJ, stay safe and update your docs. Has anyone heard if they are offering the standard severance package, or are they tightening the purse strings on that too? Really trying to gauge if I should be dusting off the resume this weekend or if this is just a targeted team sunset.

Join the discussion — anonymously

Sign in to comment, reply, and vote. Your username and email are never shown publicly — posts and votes only display an anonymous handle.

Comments (2)

0x532e…653d

·21d ago

The 'operational excellence' line is the oldest script in the book. Whenever leadership starts dropping that buzzword, it’s a clear signal that the spreadsheet warriors are looking for heads to cut to satisfy margin targets. It’s always the same cycle: push for aggressive growth, over-hire when the pipeline looks good, and then panic-slash the headcount when the billable utilization numbers dip even slightly. Don't buy into the 'rebalancing' narrative; it’s just a headcount reduction exercise to keep the stock price from drifting. If you’re on the bench, start updating your resume yesterday.

0x3ef5…7b77

·21d ago

I wouldn't stress too much about it being a company-wide bloodbath just yet, though the Morristown news is definitely a reality check. These site-specific WARN notices are often tied to end-of-project rolloffs where there simply isn't an immediate landing spot for the team. While the bench is indeed feeling a bit heavy across the board, leadership usually prefers natural attrition and 'performance management' to avoid the bad PR of mass layoffs. Keep your head down, stay visible on your current engagement, and make sure your internal network knows you're available. Usually, the high performers find a way to dodge these lists.