#ai

IBM celebrated its 115th anniversary with a global campaign focused on continuous reinvention. Instead of massive public fanfare, the company marked the milestone internally and across social media with its employees, highlighting its evolution from early tabulating machines to modern AI and quantum computing.The company and its community celebrated through several focused initiatives:Digital Employee Campaigns: Current and former IBMers (often called "IBMers") across the globe shared stories, trivia, and corporate pride on platforms like LinkedIn using the hashtag #IBM115.

So all they could do was Blue Washing to celebrate 115 years in business?

The current patent and "white paper" landscape is a farce. It has nothing to do with genuine innovation and everything to do with corporate vanity and resume padding.

Most of these filings are complete junk,technical jargon engineered specifically to game the system and bypass patent examiners. The only real "innovation" happening is in the art of writing applications that look novel on paper despite lacking any substantive value. It is a massive, expensive circus that produces nothing of merit.

It is time to be honest:

It’s pure marketing: Companies and individuals are using patents and AI-generated white papers as shallow promotional tools to project an image of expertise they don't actually possess.

The system is broken: The patent process was built for mechanical hardware, not software. Applying it to modern tech is like trying to use a horse-and-buggy manual to maintain a jet engine—it doesn't work, and it's obsolete.

The "Defensive" Reality: Major players know the system is a waste of time. Companies like Google often skip the patent process entirely, choosing to publish findings as a defensive move simply to prevent others from clogging the system with garbage patents.

We are wasting millions of dollars and thousands of man-hours on a system designed to protect ideas that aren't even worth protecting. It is time to stop pretending this serves the industry; it only serves the ego of the people writing the applications.

How close are they to the dream of everyone below certain levels being replaced by AI or completely replaced via labor arbitrage?

A rough % is enough.

From: https://www.fierce-network.com/wireless/verizon-launches-simplicity-pricing-new-loyalty-program

As for talk that morale is low among Verizon employees right now, Entner quoted former Verizon CEO Denny Strigl, saying “happy people don’t make numbers. Numbers make happy people.”

Back in the Strigl days, “this was a carrier that was kicking a-s and taking names. It was winning,” he said. Over the past several years under former CEO Hans Vestberg, “they got kicked around, and morale in a company that is losing accounts and market share is not a happy place.”

Soon into his tenure, Schulman announced a massive lay-off of more than 13,000 workers and he’s been candid about how AI is going to replace workers.

Naturally, morale is low, Entner said.

“When Verizon turns around, gains subscribers, gains accounts and wins, morale will soar,” he said.

Circling back to Clark, she said the latest price and loyalty plans are just the beginning. Since Schulman took over as CEO in October, they’ve been centered on putting the customer first.

From: https://www.fierce-network.com/wireless/verizon-launches-simplicity-pricing-new-loyalty-program

As for talk that morale is low among Verizon employees right now, Entner quoted former Verizon CEO Denny Strigl, saying “happy people don’t make numbers. Numbers make happy people.”

Back in the Strigl days, “this was a carrier that was kicking a-s and taking names. It was winning,” he said. Over the past several years under former CEO Hans Vestberg, “they got kicked around, and morale in a company that is losing accounts and market share is not a happy place.”

Soon into his tenure, Schulman announced a massive lay-off of more than 13,000 workers and he’s been candid about how AI is going to replace workers.

Naturally, morale is low, Entner said.

“When Verizon turns around, gains subscribers, gains accounts and wins, morale will soar,” he said.

Circling back to Clark, she said the latest price and loyalty plans are just the beginning. Since Schulman took over as CEO in October, they’ve been centered on putting the customer first.

I was notified today. People should not be surprised because they are like most other companies and really focused on AI efficiencies.

It never hurts to keep your resume updated and casually look even if not affected. It usually takes a couple of months to start getting good calls about jobs. Be hopeful that you will not be but start preparing as if you will.be one day.

ICIMS research indicates a growing demand for artificial intelligence talent. This trend occurs across multiple sectors, despite recent tech industry job reductions. Job openings for computer programmers and software developers increased significantly. However, the overall talent pool has not kept pace with this rising demand. Applicant volume decreased while job openings grew, creating hiring challenges.

https://www.hrdive.com/news/despite-tech-layoffs-demand-for-ai-savvy-hires-is-increasing-icims/823119/

What exactly do Fidelity's data scientists do on a daily basis? As far as I can tell, their only visible output is a stream of irrelevant papers and patents.The majority of these patents appear to be little more than clever linguistic exercises.
I've yet to see any substantive work come out of that team. Meanwhile, our AI unit is supposedly larger than Amazon's. With so many brilliant minds already building and open source cutting edge LLMs, what meaningful contributions can an internal group like this realistically make?

The skepticism regarding the internal team's value is compounded by the sheer scale of the global competition. While the organization maintains a significant footprint in AI and ML engineering, the focus on academic-style outputs like research papers and patents often feels disconnected from the practical realities of high-impact financial operations. In contrast, other major institutions are aggressively integrating data and AI to transform core business functions. For instance, McDonald's is leveraging its Enterprise Data, Analytics, and AI (EDAA) organization to develop capabilities for pricing, demand forecasting, and transaction modeling through their "Accelerating the Arches" strategy. Similarly, firms like JPMorganChase and BlackRock are focused on applied AI and AI data engineering to drive enterprise value.

If an internal group is to justify its existence alongside massive open-source efforts, it must pivot toward delivering scalable, high-impact data products that address specific business challenges such as financial forecasting models, data integrity controls, and advanced reporting rather than simply adding to a list of theoretical patents. Without a clear roadmap that bridges strategic financial objectives with digital transformation, the contributions of such a large unit remain difficult to quantify.

Rackspace is implementing layoffs targeting legacy service delivery functions. The company's board approved this plan on June 10. These actions align with Rackspace's pivot towards AI. The company expects to realize $75 million to $85 million in annualized savings. This strategic shift aims to streamline operations.

San Antonio, Texas

https://www.bizjournals.com/sanantonio/news/2026/06/16/rackspace-slashes-local-workforce.html

Artlist, an Israeli creative technology company, plans to lay off approximately 200 employees. This reduction represents 40% of its 500-person workforce. The company attributes the layoffs to a strategic reorganization towards an AI-native operating model. Artlist aims to become a flatter, faster, and more autonomous organization. These changes occur despite the company surpassing $300 million in annual recurring revenue and achieving 50% year-over-year growth.

https://www.calcalistech.com/ctechnews/article/xrqudqiq6

The Wall Street Journal evaluates how leading US corps stack up in 6 areas: AI readiness, innovation, talent readiness, financial fitness, resilience and agility.

State Street ranks #208 overall with an Overall Score of 51.3, placing it 23rd out of 41 Financial Services companies. Its best factors are Resilience Rank #170, Agility #176, and Financial Fitness #222, which are respectable but not strong. The company does not screen as a major outlier in either direction.

The weak points are AI Rank #325, Innovation #233, and Talent Readiness #292. Strategically, State Street looks like a mature financial infrastructure company with decent stability, but limited future-readiness momentum. Compared with Visa, Mastercard, Charles Schwab, and S&P Global, it lacks the same evidence of AI, innovation, and platform-style upside.

Source:

https://www.wsj.com/rankings/best-companies-for-the-future/full-rankings-2026

The "do more with less" ideology—and the hiring freezes built on the promise of Copilot and AI efficiency—is already hitting its first major structural cracks.
We are currently transitioning from the "Hype Phase" to the "Reality Phase." In corporate cycles, this specific ideology usually has an expiration date of 18 to 24 months before the operational failures become too loud for executives to ignore.
The decline of this mentality is tracking along three distinct horizons:

In an internal memo to employees on Friday, Zuckerberg attempted to lift their spirits in what appears to be a notable failure to read the room. Specifically, the billionaire promised to host a companywide AI hackathon in July — only to get brutally shut down by workers who were in no mood for such a thing.

https://finance.yahoo.com/technology/ai/articles/mark-zuckerberg-orders-employees-start-123539264.html

We are exhausted.

The people actually trying to keep up are exhausted. The rate of change in our platform, the multiple changes in strategy and direction for messaging, the rate of innovation around AI, middle management that lacks empathy and communication skills, the upcoming move to Google, the constant loud demand to do MORE FASTER with no end in sight. And now rumors of more layoffs to come.

We are at our breaking point. Yes we need to move fast to keep up in the market, but give us some damn grace and maybe a week long shut down to catch our breath. We are only human.

Funny, T-Mobile just did a hackathon... wonder how employee spirits were

Morale at Meta has seemingly hit rock bottom.

Employees have been roiling from multiple rounds of major layoffs. Last month alone, the Mark Zuckerberg-led company laid off a whopping 8,000 workers, roughly ten percent of its workforce, as part of its chaotic refocusing efforts around AI.

Many of those who remain are now forced to perform the grunt work to train AI models, weekly busywork that's already driving some of them up the wall, as Wired reports.

In an internal memo to employees on Friday, Zuckerberg attempted to lift their spirits in what appears to be a notable failure to read the room. Specifically, the billionaire promised to host a companywide AI hackathon in July — only to get brutally shut down by workers who were in no mood for such a thing.

Meta has regularly hosted hackathons in the past, but given last month's layoff announcement, the reception was extremely chilly.

"I'm literally preoccupied with keeping the lights on for my team," one employee wrote in an internal message quoted by Wired. "I have no incentive to participate, let alone have the time to do so."

"I'm not sure that this company supports a hackathon culture anymore," another employee added, pointing out that "people are being asked to cover more work with less support while their colleagues get laid off."

"I've participated in previous hackathons, but this no longer feels like an option alongside pod sprints in my corner of the company," one worker wrote.

Zuckerberg offered employees access to permanent desks, a symbolic gesture that unintentionally illustrated how expendable many of them had become. Many employees at Meta have been working from "hot desks," a controversial scheme involving multiple workers sharing the same desks.

For all its employees' pain and suffering, Meta has surprisingly little to show. The company continues to trip over its own feet, struggling to release impressive new AI models as its competitors pull ahead further in the ongoing AI race.

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In his memo, Zuckerberg predicted that even more difficult days could be ahead for the company, despite vowing to hold off on any future layoffs for the rest of the year.

"Given the complexity of these changes, we've made mistakes and will almost certainly make more," he admitted.

Just heard that “Scribe Optimize” (a third party AI company) is going to be implemented across a few teams. Being sold as a way to optimize how long it takes to do tasks by tracking each employee on how long it takes them to do something and if they’re faster, then to teach others how they did it faster.

Soooo definitely just a new way to track employees and lay more folks off.

1. Brutal optimization, cash cow
2. Optimization, spin off
3. Optimization, AI security focus
4. Your option below

According to reporting today, Centene offered voluntary buyouts to most employees and indicated layoffs could follow if enough employees don't accept. CEO Sarah London told employees, "When our membership shifts, we need to shift our organization accordingly." The company reportedly had about 61,000 employees in Q1 2026. (Bloomberg Law)

## Updated Timeline

### Phase 1: 2022–2024

New leadership takes over.

Board thesis:

• Modernize Centene
• Become more technology-driven
• Improve member outcomes
• Diversify beyond traditional Medicaid dependence

At this point, the strategy was defensible.

### Phase 2: 2024–2025

Warning signs emerge.

Management faced:

• Medicaid redeterminations
• Rising utilization
• ACA Marketplace volatility
• Expiring enhanced subsidies

This is where forecasting and scenario planning become critical.

### Phase 3: 2025–2026

The strategy begins unraveling.

What happened:

Membership

• Medicaid enrollment declines.
• ACA Marketplace enrollment drops far more than originally anticipated after subsidy changes and premium increases. Centene expected ACA membership to fall from roughly 5.5 million to about 3.5 million after repricing. (Healthcare Dive)

Financials

• Massive earnings deterioration.
• Guidance credibility damaged.
• Investor confidence weakened. (Healthcare Dive)

Organization

• Executive restructuring announced in April 2026. (Investor Relations | Centene Corporation)
• Now voluntary buyouts and potential layoffs announced in June 2026. (Bloomberg Law)

# The New Insight

The buyout program is not the problem.

It is evidence of the problem.

When a payer begins broad voluntary separation programs after:

• Membership losses
• Earnings deterioration
• Multiple prior layoffs
• Organizational restructuring

it usually means management now believes the revenue base has permanently reset lower than previously expected. (Bloomberg Law)

In other words:

They are no longer planning for a temporary disruption.

They are resizing the company for a smaller future membership base.

That is a much more significant signal than the layoffs themselves.

# What This Says About Leadership

My view now:

## CFO Accountability: 40%

The CFO owns:

• Forecasting
• Scenario modeling
• Guidance
• Financial planning

The Marketplace membership collapse should have been modeled more aggressively.

Questions a board should ask:

• What was the expected subsidy expiration impact?
• What was the worst-case scenario?
• Why were forecasts so far off?
• Why did guidance have to be revised?

Those are CFO questions.

## CEO Accountability: 60%

The CEO owns:

### Strategic Direction

The critical decision wasn't the forecast.

The critical decision was:

"Marketplace will offset Medicaid losses."

That appears increasingly incorrect.

The company effectively:

• Lost Medicaid members
• Lost Marketplace members
• Lost operating leverage

And now must shrink the workforce to match the new reality. (Bloomberg Law)

That's fundamentally a strategic issue.

# What Would a Board Likely Do?

If I were sitting on the board today, I would ask:

### Question 1

Was this primarily:

• a forecasting failure?

or

• a strategy failure?

The answer determines who goes.

### If Forecasting Failed

Replace:

• CFO
• Chief Actuary
• Finance leadership

Retain CEO.

### If Strategy Failed

Replace:

• CEO

Possibly retain CFO if forecasts reflected the risks and leadership ignored them.

# My Assessment Today

With everything now known:

1. Medicaid losses
2. Marketplace losses
3. Subsidy expiration effects
4. Pricing issues
5. Guidance issues
6. Workforce reductions
7. Voluntary buyouts

I no longer see this as primarily a finance problem.

I see it as a strategy and execution problem.

The workforce reduction announcement is especially important because it demonstrates leadership is now reacting to membership losses rather than benefiting from a growth strategy. (Bloomberg Law)

# If This Were My Board Recommendation

Near term (next 6 months)

• Replace or restructure portions of Finance and Actuarial leadership.
• Bring in an external operating advisor with deep Medicaid and payer turnaround experience.
• Require a comprehensive membership recovery and profitability plan.

Medium term (next 12 months)

If:

• Membership stabilizes,
• Margins recover,
• Workforce reductions achieve targets,

then the CEO survives.

If:

• ACA membership continues declining,
• Medicaid pressure persists,
• Another major earnings miss occurs,

then I would expect the board to seriously evaluate replacing the CEO.

## Final Assessment

Looking at Centene from before Sarah through today, the company appears to have moved from a highly disciplined Medicaid operator under Michael Neidorff to a company attempting a broader transformation under Sarah London. The challenge is that the transformation coincided with one of the most difficult payer environments in decades. The latest buyout program is a strong signal that leadership now believes the enrollment and revenue outlook is materially lower than previously expected, forcing the organization into another round of cost reductions. Based on the information available today, I would assign greater accountability to the CEO than the CFO because the root issue appears to be strategic positioning and market assumptions, not simply financial forecasting. (Bloomberg Law)

The entry barrier to inferencing is less compared to training and modeling side of AI . So competition will ki-l the dominant position soon. So the hyper scaler story CEO says will only have short life and company heading south

California

• Comprehensive Autism Center has layoffs affecting an unknown number of workers in Temecula, with keywords including behavioral health, autism therapy, diagnostic testing, and provider cuts.
• Ubisoft is cutting around 100 workers at its San Francisco studio, with keywords including game studio, latest round, studio closures, and multi-year restructuring.

Connecticut

• Stamford Public Schools is preparing layoffs affecting an unknown number of workers in Stamford, with keywords including 900 fewer students, involuntary transfers, teachers union, and budget cuts.

Ohio

• Cleveland Metropolitan School District has layoff warnings affecting an unknown number of workers in Cleveland, with keywords including public schools, staff cuts, education funding, and nationwide warnings.

Pennsylvania

• Penn has spending cuts and prior layoffs affecting an unknown number of workers in Philadelphia, with keywords including FY27 budget, Graduate School of Education, multi-year effort, and operating cuts.

Tennessee

• Hollywood Feed is cutting 20 corporate staff workers at its Memphis headquarters, with keywords including headquarters, corporate staff, Tennessee, and layoffs.

Texas

• BSA Health System and Bell Textron have reported layoffs affecting an unknown number of workers in Amarillo, with keywords including employer statements, health system, Bell Textron, and local layoffs.

Multi-State: Not Specified

• JBS and Pilgrim’s Pride are closing meat plants and cutting at least 2,000 workers across unspecified locations, with keywords including manufacturing reshuffle, meat plants, plant closures, and food production.
• UPMC is cutting 200 workers and 300 open positions across its health system, with keywords including healthcare, open positions, systemwide layoffs, and workforce reduction.

United Kingdom

• BBC is planning to cut around 2,000 jobs across the organization, with keywords including news division, restructuring, budget cuts, and broadcaster layoffs.

Denmark

• Topsoe has laid off the majority of workers in its PtX division in Denmark, with keywords including smaller division, power-to-X, clean energy, and restructuring.

Singapore

• Singapore employers cut 3,830 workers in the January-to-March period, with keywords including restructuring, Ministry of Manpower, three-year high, and quarterly layoffs.

Nigeria

• Nigeria food and beverage employers face potential mass layoffs affecting an unknown number of workers across the sector, with keywords including rising costs, forex crisis, FOBTOB, and food industry.

Philippines

• TTEC has workforce adjustments affecting an unknown number of workers in the Philippines, with keywords including customer experience, need-based layoffs, worker pushback, and outsourcing.

Potential/Unconfirmed Layoffs

• Thousands of U.S. public-school employees face layoff warnings across unspecified states, with keywords including education system, school staff, funding pressure, and layoff warnings.
• Xbox Game Studios faces potential mass layoffs and studio closures affecting an unknown number of workers in unspecified locations, with keywords including Craig Duncan, executive departure, Compulsion Games, and July layoffs.
• Centene is offering buyouts to most staff and may pursue layoffs affecting an unknown number of workers across unspecified locations, with keywords including membership losses, workforce shrinkage, buyouts, and health insurer.
• Compulsion Games and Arkane Lyon face potential Xbox studio closures affecting an unknown number of workers in unspecified locations, with keywords including Microsoft, studio shutdown, game development, and layoffs loom.
• Microsoft is weighing an Xbox spinoff and planning July layoffs affecting an unknown number of workers in unspecified locations, with keywords including revenue decline, gaming division, spinoff, and fiscal year close.

Company-wide/Location Not Specified

• Neumora is cutting 35 percent of staff in an unspecified location, with keywords including navacaprant, depression studies, Koastal trial, and annual savings.
• IRS Taxpayer Services lost more than 11,000 workers and reassigned 1,173 higher-paid employees to lower-grade positions in unspecified locations, with keywords including filing season, TIGTA, reassigned staff, and federal workforce.
• Meta cut about 8,000 workers and shifted 7,000 into AI roles in unspecified locations, with keywords including AI restructuring, workforce strain, Zuckerberg mistakes, and no more layoffs.
• A product designer was laid off from an unspecified company and built a layoff support tool, with keywords including vibe-coded, support tool, job loss, and product design.
• A young Meta data researcher was laid off in an unspecified location, with keywords including AI, job market, career rethink, and layoff rumors.

National/Other Commentary and Analysis

• TechCrunch reported that the AI layoff wave has affected nearly 150,000 tech workers this year, with keywords including AI layoffs, tech companies, workforce displacement, and powder keg.
• HRD America reported AI-driven hiring growth despite major tech layoffs, with keywords including tech talent, hiring shift, labor market, and large providers.
• Entrepreneur and KSL reported Zuckerberg’s comments on Meta’s AI reshaping and May layoffs, with keywords including internal memo, AI workforce, mistakes, and no more layoffs.
• PC Gamer and Video Games Chronicle reported Microsoft CEO comments on Xbox monetization ahead of expected layoffs, with keywords including videogames, YouTube, monetization, and Xbox strategy.
• The HR Digest reported companies rehiring workers after AI layoffs, with keywords including hiring managers, replaced workers, AI roles, and human workers.
• The Tech Buzz reported AI layoffs alongside AI wealth creation, with keywords including tech insiders, billion-dollar fortunes, displacement, and AI economy.
• Nation Thailand reported broader risks from AI layoffs for workers and demand, with keywords including consumer purchasing power, firms, demand decline, and labor risk.
• Yahoo Finance reported on tech workers considering trade jobs after layoffs, with keywords including burnout, unstable startups, career change, and skilled trades.
• Atlanta Journal-Constitution reported potential Georgia layoff implications from the Paramount and Warner Bros. merger, with keywords including Turner Networks, ownership changes, media jobs, and Atlanta.
• Harvard Business Review discussed AI content compensation while referencing layoff avoidance, with keywords including AI companies, fair rates, content, and business strategy.

Credit Karma is laying off 117 employees. These job cuts are tied to its Oakland, California office. The layoffs are part of a broader restructuring by parent company Intuit. Intuit plans to cut 3,000 global jobs, focusing on AI and leaner operations. These reductions occur despite Credit Karma's recent revenue growth.

Oakland, California

https://www.thestreet.com/employment/credit-karma-lays-off-hundreds-despite-631m-revenue-jump

I wonder if any leadership reads anything on this site (director and above)?

I do see various financial analyst articles about CDW touch on info that was mentioned here.

I also noticed Google AI include some of the info from posts on this site as analysis.

Just curious.

He mentioned helping clients innovate through agentic AI, trusted data infrastructure, and other technology investments. Do you see this as a positive sign of growth and future opportunities, or are you taking a wait-and-see approach?
How do you think this investment will impact employees, clients, and future hiring?

https://www.wheresyoured.at/ai-is-slowing-down/

Their AI-first hiring freeze is just an excuse to keep employee numbers, and costs, low. They have no AI strategy and by and large it's a game of showmanship and fakery.

Read that newsletter. It's fun and informative and he's got something coming up soon that should be a hoot.

Looks like some workgroups received an email with the above title. They are launching some AI-Enabled Activity Summary and we’ll have to audit against what the AI activity generates. Was curious to hear others thoughts who received this email?

At this point if you are a manager in Dell at any level they have totally castrated you. Managers are HR policy holders, responsible for budgets and slide jockeys. Most of our management team is no longer technical and the people that are left kiss a$$ and say “yes” to pretty much anything.

Some love it, most hate it and want to get out. The scrum at scale debacle was finally scrapped but my favorite is that absolutely nobody was held accountable. This was a big driver of these changes.

Next AI as an excuse to just lay off more people and our managers will have to do it.

Dell stock is soaring for now but layoffs are on the way. Which will include a significant number of managers. This company has gone to he-l and the people in charge are destroying it but are too greedy and selfish to care.

The company’s stock has been extremely volatile recently. Will the already low morale take an additional toll on the share price? Within my team, even with AI assistance, I haven’t seen more code being delivered. In fact, performance in terms of code output has unfortunately declined.

https://www.aljazeera.com/amp/gallery/2026/6/11/photos-indias-workers-are-training-ai-robots-to-take-their-jobs

With a smartphone strapped to her head, Indian housewife Nagireddy Sriramyachandra films herself slicing mangoes to train artificial intelligence-powered robots to take on household tasks in the future.

Earning 250 rupees ($2.6) for one hour of video, her mundane recordings are invaluable for global tech companies teaching machines how to move like humans in the real world.

Man, it’s a pretty great time to be at Quest Software right now. They’re investing in a ton of new tools and training to help us sell more, which is smart.

And the tracking systems are next-level management can see exactly who’s driving the extra productivity and revenue, so the right people get rewarded. No guesswork.

We’re a leaner company these days too, which means there’s nowhere to hide how productive you actually are.

I’ve never seen so many VPs this eager to support such a small team. While other companies are cutting those big roles, Quest is doing the opposite. It’s actually pretty refreshing.

And with the data and AI bo-m happening, their early investments are paying off big time. Now they’re doubling down on security and migrations. At this rate, we’ll be the next SpaceX before long.

I need to check in with other managers here because I'm hitting a wall and getting seriously worried.
​It feels like so many tech teams across the board - UHC Tech, ETIPS, CDO, CE, OG, OI etx are completely stepping on each other's toes. We’re all scrambling to find unique problems to solve, but the truth is, someone else has usually already done it. Everyone is just trying to look busy. It's becoming a toxic rat race wrapped as evolution and exciting advancement.
​AI has made this so much worse, so fast. What used to take us months of architecture and building now gets wrapped up in days. Because of that sudden speed, I haven't had any real, substantive work for my team of six for several months now. Just minor fixes and changes here and there.
​Now, our funding is being questioned. At this rate, looking ahead to 2027, I don't see how we survive the next budget cycle. I am genuinely terrified for my team and their jobs.
​How long can a company sustain this kind of overlap? Are any other managers seeing this cliff approaching, and how are you keeping your people safe?

You can bring in a person off the street and have them run a prompt to generate code.

The next set of layoffs are scheduled, July 15th, Sept16th, Nov 18th and Jan. 20th. AI is suppposedly going to replace all of the those roles. The rumor is a 25% headcount reduction globally.

What’s the deal with this new practice of screening candidates with an AI cultural fit exam? What do they even ask on that thing?

Reports have shown that the average data center has a turn over of 7 years. After 7 years, you either add to, scale out or build a bigger better revamped datacenter. For AI, the estimated average is every 2-3 years at 1 billion (or more) each time.

Companies are now looking for ways to back out of it after already throwing 500 million or more into it without looking like it was a mistake. Dare I say they are using AI in order to try to figure out the best spin control to justify pouring money into AI and NOW trying to back out of it. LOL

Is or does Citi fall into this category? I dunno but I do know that other companies are pumping the brakes just a bit and are looking at exit strategies.

“$DELL NEW SEC FILING SHOWS MORE LAYOFFS ARE COMING

In March we reported Dell quietly cut 11,000 jobs. The new 10-Q covers the 13 weeks after that. It sped up.

$227M spent on severance in 13 weeks, up 75% from a year ago. $242M is already set aside for severance not yet paid.”

The discussion stems from Dell’s latest Form 10-Q, filed June 9, which provides an update on the company’s financial performance and operational outlook. The filing shows Dell recorded $227 million in severance-related expenses during a recent 13-week period. The amount represents a sharp increase from the same period a year earlier.

The company also disclosed that an additional $242 million has been reserved for future severance payments, a figure that has fueled speculation that more workforce reductions could be ahead.

The filing follows reports that Dell eliminated roughly 11,000 positions earlier in the fiscal year as the technology giant continued efforts to streamline operations and reallocate resources toward faster-growing segments of its business.

Alongside the quarterly report, several insider-related filings were submitted to the U.S. Securities and Exchange Commission. Forms 4 and 144, filed on June 8, disclosed changes in beneficial ownership and planned sales of restricted stock by company executives. Another Form 4 filed on June 9 by Silver Lake Group detailed a transaction involving Dell’s Class C common stock.

The workforce-related disclosures come as Dell experiences rapid growth in its artificial intelligence and infrastructure businesses. The company reported that revenue from its data center operations surged 181% year over year to $29 billion. Much of that growth was driven by demand for AI-focused servers, where revenue increased 757%, underscoring the industry’s ongoing investment in AI computing infrastructure.

READ: Dell shrinks workforce by 10% in fiscal 2026, annual reports show (March 17, 2026)

While the filing does not explicitly announce additional layoffs, the size of Dell’s severance spending and the substantial reserve set aside for future payments have prompted renewed scrutiny from investors and market observers. The company has not publicly detailed any new workforce reduction plans beyond the restructuring activities already disclosed.

As Dell continues to expand its AI and data center operations, the latest SEC filings showcase the balancing act many technology companies face as they invest aggressively in high-growth sectors while reshaping their workforce to support those priorities.

https://americanbazaaronline.com/2026/06/10/dell-sec-filing-signals-more-workforce-cuts-as-severance-costs-climb-482584/

Their intentions are clear, they want to replace as many people as possible with AI.

ServiceNow recently laid off hundreds of employees. This organizational restructuring aligns talent with its AI focus. A source confirmed a three-figure number of roles were eliminated. Affected functions included sales and product marketing. The company continues to invest in AI capabilities and new talent.

https://www.hrkatha.com/news/servicenow-cuts-hundreds-of-jobs-as-company-cites-ai-efficiencies/

It's already feeding on its own exhaust, and it's way too expensive. Hallucinations are the feature, not a bug. It's an excuse - to offshore, to cut headcount permanently (and dump the extra work on whoever's left), and to save face for leaders who are too embarrassed to admit they bought into the most obvious hype in history.

Could this be in store for PepsiCo as well?

https://techcrunch.com/2026/06/10/opendoors-india-exit-is-fueling-a-bigger-conversation-about-ai-and-outsourcing/

Intuit announced significant layoffs affecting 3,000 employees. This represents 17% of the company's global workforce. The company attributes these cuts to an AI pivot and restructuring efforts. Offices in Reno, Nevada, and Woodland Hills, California, will close. Intuit also signed multi-year AI agreements with Anthropic and OpenAI.

Mountain View, California

https://unitewithpriti.co.uk/news/intuit-layoffs-2026-why-3000-employees-are-paying-the-price-for-an-ai-pivot/

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