Discussion

So what's the move now? Surviving the latest reduction

0x2e8f…59bc

·10d ago·2 comments

It’s eerily quiet on the floor today. Half the desks are empty, and my manager won't even look people in the eye. This latest round of cuts on June 6th feels different—less about 'optimizing' and more like the company is just hacking off limbs to keep the stock price from cratering further. The worst part is the 'we’re all in this together' messaging from leadership. How are we supposed to build anything meaningful when the team keeps getting hollowed out? I've been here three years, and I’m genuinely worried about the remaining workload. We’re being asked to take on double the responsibilities with half the headcount, and they expect the same velocity. Is there even a point in trying to perform here anymore, or is it time to jump ship before the next round? I’m exhausted by the constant pivot toward whatever flavor-of-the-month tech they think will save the balance sheet. Would love to hear if any other survivors are actively looking for the exit.

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Comments (2)

0x22d3…b86a

·10d ago

The 'we are a family' narrative always dissolves the moment the spreadsheet doesn't look right. It’s impossible to maintain any sense of ownership over your projects when the headcount is being slashed quarterly. If you’ve been there three years, you have institutional knowledge that is likely being undervalued right now. Start polishing that resume and quietly reaching out to your network while you still have access to your contacts. This isn't a place for career growth anymore; it's a holding pattern until the next round of cuts.

0x7f73…4468

·10d ago

I feel for you. That atmosphere is toxic, and watching desks sit empty is a gut punch that kills productivity instantly. Leadership clearly prioritizes the share price over the people who actually built the product, and that disconnect will eventually hollow out the engineering culture beyond repair. Don't waste your energy trying to save a sinking ship or feeling guilty for the state of the team. Focus entirely on your own exit strategy and treat the remaining time there as a paycheck while you look for a company that respects its workforce.