Layoff Report

Severance package details for the recent round

0x7371…407f

·23h ago·2 comments

Just trying to get a pulse on what everyone else received during the Dec 11th cuts. I was impacted and it feels like the severance package is pretty standard, but I’m curious if there’s any discrepancy depending on the department or tenure. The HR call was incredibly cold and scripted, felt like I was being processed as a line item rather than a contributor to the Da Vinci ecosystem. For those who were cut, are you seeing any flexibility on the transition bonuses, or is it strictly take it or leave it? I’ve been here for four years and honestly, the way this was handled left a really sour taste in my mouth. Trying to figure out if it’s worth pushing back on or if I should just sign and focus my energy on finding the next role before the holidays. It’s wild that they’re still pushing 'innovation' and 'growth' in the company comms while gutting teams right before the end of the year. Good luck to everyone else in the same boat, let’s keep each other posted.

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Comments (2)

0x7036…5650

·23h ago

I was in the same boat during the December cuts, and it really felt like they had a spreadsheet ready to go rather than any actual concern for our contributions. My package seemed to track directly with tenure, but there was zero wiggle room when I tried to push back on the transition bonus. It’s definitely a strict take-it-or-leave-it situation. Don't waste your energy trying to negotiate with HR; they’ve clearly been coached to shut down any conversation about adjustments. Focus on getting your paperwork signed so you can move on to the next chapter.

0x149a…8b27

·23h ago

That cold approach is unfortunately pretty standard for them lately. I’ve heard from a few folks in different departments, and it seems like the formula is rigid across the board regardless of your specific role or impact. They aren't budging on the bonuses, which is frustrating given how much value we helped build into the ecosystem over the years. It’s hard not to take it personally, but try to remember this is just a calculation for them. Take the severance, file for benefits immediately, and prioritize your own mental well-being over worrying about their corporate policy.