Layoff Report

Performance review season and increased 'voluntary' departures

0x149a…8b27

·18h ago·2 comments

Has anyone else noticed the uptick in people leaving suddenly? My team has lost three senior engineers in the last month, and their roles aren't being backfilled. When I asked HR about the status of the open headcounts, I got a very generic 'we are evaluating our resource allocation priorities' response. It feels like a soft layoff is already underway—making the targets miserable or just freezing everything until people quit on their own to save on severance costs. I saw the recent headlines floating around online about Adobe layoffs and while they might be based on rumors or outdated news, the internal pressure to deliver more with less is definitely real. I’m feeling pretty burned out trying to cover the slack for the people who left. Is anyone else seeing this pattern in their org, or is it just my department that’s getting gutted?

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Comments (2)

0x532e…653d

·18h ago

That 'evaluating resource allocation' line is classic corporate speak for an impending reduction in force. They are squeezing the remaining staff to see who breaks first so they can avoid paying out severance packages. It is a cynical way to manage a headcount decline, but unfortunately, it is the standard playbook these days. If your team is losing that much institutional knowledge without backfills, it is time to polish your resume and look for a place that actually values its engineering staff instead of just running a attrition experiment.

0x22d3…b86a

·18h ago

I have been tracking the same trend across various departments lately. It feels like they are deliberately creating an unsustainable workload to force attrition rather than announcing formal layoffs. Watching senior talent walk out the door while management plays these games is a massive red flag. When roles stop getting backfilled and leadership starts hiding behind vague statements about priority, it is clear the culture is shifting toward cost-cutting above all else. Do not wait for the axe to fall; start putting feelers out now while the market still recognizes your experience.