#recruiting

https://fortune.com/2025/11/12/next-level-leadership-cisco-leaning-on-recruitment-upskilling-staff-ai-era/

The careers page shows 2,000+ openings. I tossed in apps for a few Manager/Director roles and… crickets. What’s going on—are you all even active? It feels eerily quiet over there.

They’re laying off the recruiters.

And if you’re not a recruiter like me and you’re not living and breathing on LinkedIn, you’re probably not seeing this.

But the majority of people that I’m seeing recently laid off are the recruiters. And you know what that means? That means they’re not hiring. We’re not hiring.

And they are going to tell you that it’s because this work is being replaced by AI. But we are not there yet, not collectively.

We still need recruiters and they’re being laid off in massive numbers. And I have not seen this since 2008 when things were really bad.

They are not hiring. They are firing recruiters. That is a very bad sign.

Bye.

84 currently posted

Here is the complete list of advertised and filled roles:

1 2D Digital Engineer - SPI
2 2D Digital Engineer - SPPID
3 3D Digital Engineer
4 3D Modeling Engineer
5 Administrative Assistant
6 Air Permitting Specialist
7 API Software Developer
8 Automation Systems and Instrumentation Lead
9 Automation Systems Engineer
10 Backend Developer- Benchmarking, Target Setting & Performance
11 Benchmarking Analyst- Downstream, Midstream, Chemicals
12 Benchmarking Analyst- Upstream
13 Brownfield Project Engineer
14 Business Analyst – Operations Performance
15 Business Continuity Specialist
16 Carbonate Stratigraphy Technical Geologist
17 Chemical Inventory Specialist - MFG
18 Chevron Engineering Standards Engineer
19 Chief Executive Officer
20 Cloud Engineer - Data Hosting
21 Cloud Engineer – HPC Compute
22 Cloud Engineer - HPC Workstations
23 Cloud Engineer - Identity
24 Cloud Engineer - Operating Systems
25 Cloud Engineer - OT
26 Communications Advisor
27 Computerized Maintenance Management System Data Administrator
28 Computerized Maintenance Management System Lead
29 Control Systems Engineer
30 Core Maintenance Planner - Electrical
31 Core Maintenance Planner - Instrumentation
32 Core Maintenance Planner - Mechanical
33 Core Maintenance Planning Lead
34 Core Maintenance Planning Team Lead
35 Core Maintenance Scheduler
36 Cost Engineer
37 Cost Engineer - Benchmarking
38 Cost Engineer - Business Plan Coordinator
39 Cost Engineering Lead
40 Cost Engineering Services Lead
41 CSME Design Engineer
42 CSME Design Lead
43 Data Engineer
44 Decision Analysis Consultant
45 Design Assurance Engineer
46 Digital Product Owner
47 Digital Specialist (Audit and Assurance)
48 Digital Twin Deployment Advisor
49 Document Controller
50 Drafter
51 Dynamic Simulation Engineer
52 Early Phase Design Engineer
53 Electrical Engineer
54 Emergency Management Specialist
55 Engine Data Leader
56 ENGINE Digital Platform Operations Leader
57 Enterprise Performance & Executive Presentation Analyst
58 Enterprise Performance Insights Specialist
59 Environmental Compliance Data Technician
60 Environmental Reporting Analyst
61 Environmental Reporting Lead
62 Environmental/GHG Digital Specialist (S&T)
63 Equipment Controller
64 Equipment Lead
65 Estimating Analyst
66 Estimator
67 Facilities Engineer - Mechanical
68 Facilities Engineer – Mechanical
69 Facilities Engineering Lead - Static Equipment
70 Facilities Information Management Engineer
71 FE Advisor
72 Financial Analyst
73 Financial Controller
74 Financial Modelling & Analytics Specialist
75 Fire Protection Engineer
76 Fixed Equipment Engineering Lead
77 Fixed Equipment Inspection Lead
78 Fixed Equipment Inspectors
79 Fixed Equipment Integrity Engineer
80 Fixed Equipment Integrity Management Asset Integrity Coordinator
81 Fixed Equipment Integrity Management Technical Assistant
82 Fixed Equipment Team Lead
83 Flare and Relief Engineer
84 Front-end Technical Specialist - Benchmarking, Target Setting & Performance
85 Geomechanics and G&G Operations Specialist
86 Geomechanics Fracture Modeling Specialist
87 Geomechanics Specialist
88 Geospatial Analyst
89 Geospatial Solutions Developer
90 GHG reporting analyst
91 GHG Reporting Analyst (S&T)
92 GHG Reporting Lead
93 Hazard Communication Lead
94 Hazard Communication Specialist
95 HR Business Partner
96 HSE Digital Implementation Specialist
97 I&E Facility Engineer
98 I&E Facility Engineer (LNG)
99 IIOT Advisor
100 Instrument & Electrical Reliability Engineer
101 Instrument and Electrical Reliability Engineering Lead
102 Instrumentation and Control Project Support Engineer
103 Instrumentation and Electrical Facility Engineer
104 Instrumented Protective Systems Assessor (APPS)
105 Instrumented Protective Systems Engineer
106 Instrumented Protective Systems Engineer (APPS)
107 Integrated Operations Center (IOC) Engineer (S&T)
108 Integrated Operations Center (IOC) Systems Engineer (S&T)
109 Integrated Operations Center Support Lead
110 Integration Software Engineer
111 IT Technical Lead – Extranet, DNS, DHCP, IPAM and Load Balancing
112 IT Technical Lead - Process Control Network
113 IT Technical Manager - Application Reliability
114 IT Technical Manager - Database Operations
115 IT Workforce Enablement Lead
116 Lead API Developer
117 Lead Cloud Engineer
118 Lead Cloud Engineer - Connected Worker & XR Immersive Tech
119 Lead Cloud Engineer - Data Hosting
120 Lead Cloud Engineer - HPC
121 Lead Cloud Engineer - HPC Storage
122 Lead Cloud Engineer - Industrial Internet of Things - Connected Worker
123 Lead Cloud Engineer - Infrastructure as Code
124 Lead Cloud Engineer - Operating Systems
125 Lead Data Architect
126 Lead Data Engineer
127 Lead Data Scientist
128 Lead Integration Software Engineer
129 Lead IT Cybersecurity Engineer
130 Lead Network Automation Engineer
131 Lead Network Engineer - Access & Cloud
132 Lead Network Engineer - Connectivity
133 Lead Network Engineer - DDI & LB
134 Lead Network Engineer - Extranet
135 Lead Network Engineer - Industrial
136 Lead Network Engineer - Industrial Network
137 Lead Network Engineer - Process Network
138 Lead Network Engineer - RF
139 Lead OT Cybersecurity Engineer
140 Lead Risk Analyst
141 Lead Risk Analyst - OT
142 Lead Site Reliability Engineer
143 Lead Solution Architect
144 Lead Solution Architect - Mobility
145 Lead Solution Architect - SAP S/4 HANA Asset Management
146 Machinery Diagnostic and Condition Monitoring Engineer
147 Machinery Engineer
148 Machinery Engineer (MFG)
149 Machinery Engineers Lead (MFG)
150 Machinery Monitoring Engineer
151 Maintenace Scheduler - Leak Detection and Repair & Compliance (S&T)
152 Marine Terminals Engineer
153 Materials & Corrosion Engineer - Downstream
154 Materials & Corrosion Engineer - Upstream
155 Materials & Corrosion Lead
156 Materials Engineer - R&D
157 Mechanical Engineer - Heat Exchanger
158 Mechanical Engineer - Pressure Vessel
159 Metallurgist
160 Mooring Engineer
161 Naval Architect
162 Occupational Hygiene Lead
163 Occupational Hygienist
164 OE Reporting Lead
165 OE/ HSE reporting specialist
166 OE/HSE Reporting Specialist (EMC)
167 Offshore Structural Engineer
168 OT Emerging Technologies Solution Architect
169 Package Engineer
170 Permit Writer
171 Permit Writing Lead
172 Petroleum Systems Geochemist
173 Petrophysicist
174 Petrophysics Data Analyst
175 Petrophysics, Geomechanics, and G&G Operations Manager (Chevron ENGINE)
176 Pipeline Integrity Engineer
177 Planning Scheduling Analyst
178 Pore Pressure and Wellbore Geomechanics Specialist
179 Portfolio and NOJV Engineer
180 Process Applications and Data Analytics Engineer
181 Process Control and Simulation Lead
182 Process Controls Engineer
183 Process Controls Engineer - Alarm Management
184 Process Design Engineer
185 Process Design Engineering Lead
186 Process Engineer - Complex Processing Facilities
187 Process Engineer - Distillation and Separations
188 Process Engineer - LNG
189 Process Engineer - Lower Carbon
190 Process Engineer - Upstream
191 Process Engineering Lead
192 Process Monitoring and Optimization Engineer
193 Process Simulation Engineer
194 Product Manager - WE services
195 Product Owner
196 Production Engineer - Well Performance Optimization
197 Production Engineer Surveillance, Analysis and Optimization (SA&O)
198 Project Control Analyst
199 Project Controls Engineer
200 Project Engineer
201 Project Engineer - FoF
202 Quality Assurance Engineer
203 Quality Engineer
204 Quality Integrity Reliability and Robotics (QIR) Team Lead
205 Quantitative Risk Assessment Engineer
206 RBI Engineer
207 Reactor Design Engineer
208 Reactor Designer
209 Real Estate Information Management Specialist
210 Reliability Condition Monitoring and Rotating Equipment Team Lead
211 Reliability Engineer
212 Reserves and Reservoir Engineer
213 Reservoir Engineering and Simulation Development Engineer
214 Reservoir Modeling Digital Solutions Earth Scientist
215 Risk Manager
216 Risk Manager - OT
217 Robotics Engineer
218 Safety Specialist
219 Safety Specialist - Maintenance
220 Safety specialist - maintenance (ABU)
221 Safety Specialist - TAR
222 Safety specialist - TAR (ABU)
223 Safety Specialist - Tech Project
224 Safety Specialist - Tech Project (ABU)
225 Save for Later
226 SCM Business Manager
227 Scrum Master
228 Seismic Imaging/Processing Geophysicist
229 Senior Cloud Engineer
230 Senior Cloud Engineer - Connected Worker & XR Immersive Tech
231 Senior Cloud Engineer - Data Hosting
232 Senior Cloud Engineer - Edge Compute
233 Senior Cloud Engineer - High Performance Computing Storage
234 Senior Cloud Engineer - HPC
235 Senior Cloud Engineer - Identity
236 Senior Cloud Engineer - Operating Systems
237 Senior Cloud Engineer - OT
238 Senior Cyber Risk Assessor
239 Senior Data Architect
240 Senior Data Engineer
241 Senior Integration Software Engineer
242 Senior IT Cybersecurity Engineer
243 Senior Machine Learning Engineer
244 Senior Network Engineer
245 Senior Network Engineer - Connectivity
246 Senior Network Engineer - DDI & LB
247 Senior Network Engineer - Extranet
248 Senior Network Engineer - Industrial Network
249 Senior Network Engineer - PCN
250 Senior Network Engineer - RF
251 Senior Network Engineer - Telephony
252 Senior OT Cybersecurity Engineer
253 Senior Robotics Engineer
254 Senior Simulation Engineer
255 Senior Site Reliability Engineer- Automation
256 Senior Solution Architect
257 Senior Subsea Pipeline Engineer
258 Senior Subsea Surveyor
259 Simulation Engineer
260 Software Developer - HPC
261 Solution Architect - DDIandLB
262 Sr. Cost Engineer
263 Sr. Wells Engineer
264 Standard Designs Engineer
265 Structural Geologist
266 Subsea Controls Engineer
267 Subsea Engineer – Innovation
268 Subsea Engineering Lead
269 Subsea Hardware Engineer
270 Subsea Pipeline Engineer
271 Subsea Reliability Engineer
272 Subsurface AI Specialist
273 Subsurface Data Management Specialist
274 Subsurface Digital Specialist
275 Subsurface Reliability Engineer
276 Subsurface Workflow Specialist
277 Tax Manager
278 Technical Geophysicist
279 Technical Lead
280 Technical Lead - Cross Product
281 Technical Lead - Desktop and mobility
282 Technical Lead - Emerging Technologies
283 Technical Lead - HPC
284 Technical Lead - LCDD Air GHG
285 Technical Lead - Messaging and Scheduling
286 Technical Lead - Operational Technology
287 Technical Lead - Subsurface
288 Technical Lead - Wells OT Support
289 Technical Lead: Benchmarking & Performance
290 Technical Service Engineer
291 Technical Services Manager
292 Technical Writer
293 Technology Lead
294 Testing Lead - SAP
295 Turnaround Cost Estimator
296 Turn-around Cost Estimator
297 Turnaround Cost, Planning and Scheduling SME (APPS)
298 Turnaround Digital SME
299 Turnaround Planner
300 Turnaround Planner (S&T)
301 Turnaround Scheduler
302 Turnaround Scheduler (S&T)
303 Waste Specialist
304 Wells Engineer
305 Workforce Safety Lead

Got letter saying there are openings to apply for. Did they let too many of us go?

What's up with the recruiters asking for a passport in an interview?

"Companies post ghost jobs to build large applicant pools for future needs, create an image of growth to boost INVESTOR or employee morale, or maintain visibility and engagement on job boards to game algorithms. Other reasons include budget constraints, a difficulty in filling highly specialized roles, or automatic copying of listings by job boards. "

I was put on the Booz Allen Bench at the end of August. It wasn't even two weeks before I received what they call at Booz Allen a lack of work notice, with a layoff date clearly stated.
While on the bench, I applied to five internal jobs, and I was turned down for all of them.
None of the hiring managers or recruiters ever contacted me regarding the jobs. You just receive a rejection form letter type of email that su-ks stating you are not being considered for the job you applied to. I had even stated on my resume I submitted to the five jobs I applied to, that I was on the bench, including stating my layoff date. Before my layoff last week, the five people hired to fill these positions had already started their first day with the company. I read these people's profiles', and they were all hired from outside the company. If you have a layoff notice in hand, you are not given any consideration to fill an internal position at Booz Allen. I'm not sure what people reading this think, but it sure told me heck of a lot about Booz Allen while personally experiencing the drama hiring managers and recruiters pull on people.

Anyone have the full list of American universities we no longer recruit from? I think it is a shocking list.

I work in the tech industry and saw a job posted at Pure Storage, California, back in May. It wasn't exactly what I was looking and I was in final interview somewhere else so I handed it off to a friend. He is very experienced, but over 40 white male. They called him for a quick phone interview and said they would set up a second interview. That never happened. Months went by then he got an email wanting an interview as soon as possible. Kind of like "months went by, really?" on their end.

So I did some digging and called up a friend of mine that now works in HR at Pure Storage corporate. She said FTEs didn't seem to be a focus of Pure Storage now and they were looking for temps, contractors, etc.

Question - is that true? Doesn't that mean the company is in bad shape? Any company that would pass on experienced FTEs for leftovers sounds like a company without $$ and about to crash or purposely being hung out to dry. Any insights? Thanks!

Hello,

I was recently let go last week and 80% of our team was as well. Everett for years has been the step child to boston but when speaking with my manager at the time of my layoff , the hiring in Florida is going to go full steam ahead in 2026. Majority of the jobs in everett will eventually get replaced with florida hires and by the time we were set to go boston it will be a shell of its former self. I also just like many of you on this website didnt get full severance. I was capped at 12 weeks due to missing my mandatory (54 hours of training) what a lovely place to work. Im thankful I have interviews set up already working with a recruiter but I wish I left sooner.

Can anyone tell me about the client service associate? I was recently recruited and want to learn about the role and pay structure

With all the go slow, make offers, hold off on offers, requisition review etc. etc. just wondering where it’s all going for the staff on the front lines who hire when the company continues to lay off…it just seems so odd. Never experienced such a conflicting corporate message. Thoughts on what will be for us in HR/TA?

We used to hire from tier 1 eng schools. What’s going on with all these new hires from Texas tech, LSU, etc? Even tier 2 like TAMU is declining…

Why are so many goldman sachs folks being recruited into bny to take positions?

Does anyone have any info about when the hiring freeze will stop?

Amazon Sits Out AI Talent War — Here’s Why

By Eugene Kim, August 28, 2025

Full story: https://www.businessinsider.com/amazon-ai-talent-wars-internal-document-2025-8

Amazon, one of the world’s largest technology companies, has largely sat on the sidelines of the AI talent war that is reshaping Silicon Valley. While competitors such as Meta, Google, OpenAI, and Microsoft are actively pulling in high-profile researchers and engineers, Amazon has failed to make equivalent moves. A confidential internal document and testimony from current and former employees help explain why this has happened, and the picture is complex.

The internal memo identifies several major challenges. It lists location restrictions, strict compensation bands, and a reputation for lagging in AI as the central reasons Amazon is struggling. It states: "GenAI hiring faces challenges like location, compensation, and Amazon's perceived lag in the space… Competitors often provide more comprehensive and aggressive packages." These constraints, insiders argue, have placed Amazon at a significant disadvantage at precisely the moment when demand for AI expertise is surging.

Compensation has emerged as one of the most hotly debated issues inside the company. Amazon is known for its cost-conscious culture. From the earliest days, founder Jeff Bezos embraced frugality, with the company famously using doors from Home Depot as makeshift desks. This "door desk" philosophy became a symbol of Amazon’s careful spending and has continued to shape its culture decades later. In AI recruiting, however, frugality has clashed with the reality of the market. The company’s adherence to fixed salary bands and its reluctance to adjust ranges for highly specialized roles mean that many offers fall short of those from rival firms. The memo warns: "The lack of salary range increases for several key job families over the past few years does not position Amazon as an employer of choice for top tech talent." Amazon’s stock compensation model adds another challenge. Its vesting schedule is heavily backloaded, making it less appealing to new hires compared with upfront-heavy packages at competitors. Even executives receive few cash bonuses, which makes the offers less flexible.

Amazon’s workplace policies have further reduced its ability to compete. The company’s strict return-to-office mandate, combined with its "hub" policy requiring employees to relocate to specific offices, has limited its talent pool. The internal document plainly states: "Hubs constrain market availability." Recruiters note that candidates have started turning down offers, even when salaries are competitive, simply to avoid relocation or commuting. One recruiter admitted: "We are losing out on talent." This policy has made it easier for competitors to poach Amazon employees. Bloomberg reported that Oracle alone hired more than 600 Amazon staff in just two years, citing the rigidity of Amazon’s RTO rules as a key factor.

Externally, Amazon also faces a reputational challenge. SignalFire, a venture capital firm, reported that Amazon ranks low in engineering retention compared to Meta, OpenAI, and Anthropic. Jarod Reyes of SignalFire explained: "Amazon hasn’t clearly positioned itself as a leader in the generative AI wave… Engineers are paying attention and they’re voting with their feet." In other words, even if Amazon offers competitive pay, many engineers do not see the company as the place to work on groundbreaking AI research.

Amazon has responded publicly by insisting it remains competitive. A spokesperson initially emphasized that the company is adapting its compensation and work arrangements. Hours later, the response was updated to call the story’s premise "wrong." The spokesperson also insisted: "Our compensation is competitive, but we also want missionaries… there’s no better place in the world to build." Despite this, the internal documents and accounts from employees suggest that the issues are systemic and not easily fixed.

Amazon is not entirely absent from the AI landscape. It recently brought in Adept’s CEO David Luan as part of a licensing deal, placing him in charge of Amazon’s AI agents lab. It also continues to build AI capabilities through AWS Bedrock, its cloud-based generative AI platform. Still, the company has seen key departures, including senior leaders such as chip designer Rami Sinno and Bedrock vice president Vasi Philomin. These departures reinforce the perception that Amazon is not keeping pace with rivals.

Plans are underway to address the challenges. The internal memo describes upcoming strategies such as refining compensation and location approaches, hosting events to showcase generative AI capabilities, and creating specialized AI recruiting teams within business units like AWS. However, multiple insiders told Business Insider that no formal changes have been implemented yet. One manager noted the company’s reluctance to abandon long-standing systems: "Based on how we run our business… there are more risks than potential benefits from changing an approach that has been so successful for our shareholders over the past several decades."

This caution reflects Amazon’s broader identity. The company has long prioritized efficiency, frugality, and consistency. These traits have delivered strong results in e-commerce and cloud computing, but in AI, where talent is scarce and competition is fueled by high spending, they may become liabilities. Amazon risks being left behind while rivals make bold bets on generative AI.

The consequences of missing out on AI talent could be significant. The pool of world-class researchers and engineers is limited. Without them, companies struggle to push the boundaries of large language models, computer vision, and multimodal systems. Amazon has yet to deliver a breakthrough product to rival OpenAI’s ChatGPT or Anthropic’s Claude. Instead, it is relying on incremental progress through AWS services. Investors are noticing. On a recent earnings call, a Morgan Stanley analyst pressed CEO Andy Jassy about fears that AWS is falling behind in AI. His answers did little to reassure the market, and Amazon’s stock slipped.

Some argue that the AI hiring frenzy may itself be overblown, driven by hype and investor pressure. Indeed, a few of the high-profile AI hires made by Meta have already left. Yet the risk for Amazon is clear: if generative AI fulfills its promise, the companies with the strongest teams will be positioned to lead. For now, Amazon appears to be struggling to convince both talent and investors that it belongs in that group.

In summary, Amazon’s cautious culture, rigid pay structures, and strict return-to-office policies are limiting its ability to compete in the generative AI talent race. While the company insists it is adapting and remains a strong player, insiders and analysts point to clear signs of weakness. Whether Amazon can overcome these barriers and reassert itself as a leader in AI will depend on how willing it is to adapt the very cultural and structural elements that have defined it for decades.

Source: Eugene Kim, Business Insider, August 28, 2025

https://www.linkedin.com/posts/timothy-mcminn_processengineers-productstechnolgists-ugcPost-7367738288624828419-f9Kp?utm_source=social_share_send&utm_medium=android_app&rcm=ACoAACDcTUIB78s2Y--p4ekS4nMiEsSVXFqwsNA&utm_campaign=copy_link

Looks like those horrendous hires over proven leaders haven’t worked out as well. Who would have thought it??! Weak a-s recruiters and a-s AVPs. People quitting and more layoffs.

North Carolina schools in Forbes ‘America’s Top Colleges’ rankings ( for 2026):
Duke University – No. 22
UNC-Chapel Hill – No. 35
Davidson College – No. 59
NC State University – No. 66
Wake Forest University – No. 98
Elon University – No. 147
UNC-Charlotte – No. 236
Appalachian State University – No. 273
UNC-Wilmington – No. 440
East Carolina University – No. 471
High Point University – No. 491

Source:
https://www.msn.com/en-us/money/careersandeducation/forbes-drops-best-college-rankings-for-2026-which-north-carolina-universities-sit-among-the-nation-s-best/ar-AA1LkLiW?ocid=winp2fptaskbarhover&cvid=f98346a466fb422d8cc3e0a24cd05b24&ei=19

Is anyone else experiencing selection reps who yap on and on about their careers but don’t let you get a word in to learn about you so they can adequately represent you? I fear I’m really sc--wed, as mine just talked about himself for a solid 20 min of our 30 appt and provided very confusing feedback

Consult Partners Hiring?

Heard from an external recruiter that Kyndryl is hiring 20+ Consult Partners in the US, at $250k+ base. How accurate is that?

Would anyone recommend pursuing the opportunity? How's the interview process? How's the current situation at the company (layoffs, contract orders, etc)? Are the current projects really based on cloud, AI/ML, IoT, as their website says?

Been looking around lately.
I turned on my LinkedIN account again.

Now, I get dozens of messages a day from +91 recruiters. There will be 4 or 5 from different 'contracting agencies' asking about the same position. Each claims "I am primary contracting agency, Saar. No other agency can contract. Do not redeem job offer, Saar."

They all just ghost after you bother to send a resume. Generally, they want an identity theft level of information and almost every time they bait and switch positions.

If you send them a resume, you would have been better served to wipe your ar-e with it and throw it in the toilet.

Don't reply to these people. Don't feed their resume harvesting. Ignore them. Block them. They are scammers.

Go to jobs.now and apply to stuff their PERM applications.

Only through grass roots action can we take back the tech industry that was built using US tax payer dollars and US consumer money.

End H1-b scam now!

How do the jobs posted in rd 2 look in the subsurface space? Big cuts?

I've learned the hard way that just because jobs are listed online doesn’t mean the company is actually hiring. Some postings feel more like window dressing than real opportunities. It wastes my time and achieves absolutely nothing. It's infuriating, if you want the truth.

The offers are above the market. Judging by their boards, they need marketers, designers, strategists and sales. It's a mess there. Take advantage of chaos.

Apparently our "leadership", for lack of better words, believe that none of the current employees who have dedicated decades to the company and know its people and processes are competent enough to be promoted.

HR must have been wooing the Stellantis hires long before walking the Ford employees out as their replacement are announced with 48 hours. No wonder morale is low.

Given all the layoffs that are sweeping through the company and still to come, are any of the jobs listed on oracle.com actually open? Can anyone inside comment as to whether they've seen any hiring happening or is it frozen for 60 days?

Per meeting with director today 75 pos are looking to be added to FTC ABS/Amisys teams for the 3rd and 4th qtr...seems like a lot. These pos will be internal and external applicants.

So I seem to remember during the Facebook and Google massacres, there were reports that people were just getting asked to come back, not even interview.

https://www.hcamag.com/us/specialization/benefits/meta-rehiring-staff-after-massive-job-cuts-reports/460837

I wonder if the same thing will happen here.

If you were laid off, would you come back of asked?

https://x.com/XJosh/status/1955625876328181803
This
@Stripe
job listing does not exist on their site for some reason; apply!

I’ve been applying for jobs since May—over 500 applications so far—and haven’t gotten a single interview. I’ve even seen some of the same jobs I applied for get reposted. What is going on? Is it just me, or is everyone experiencing this? It’s really wearing me down. My daily commute eats up 3 hours, and I desperately need either a remote position or something closer to my home in Maryland.

I heard several HR peeps got laid off just last week.
Then I see that Jackie Richardson, HR Executive is hiring several Talent Advisors.
My question is to Jackie and/or her team please.
Are the job postings just for show, because protocol require you to post ? In other words, are these job postings reserved for the peeps who just got laid off and having to re-apply for their old jobs back as a different job title?
Is posting for these jobs a waste of everyone's time?

Am I alone here in saying that I've been run ragged for months and the heat keeps getting turned up? I'm so stressed out.
Each time I get through a new hurdle of some monstrous new process and weeks of back to back meetings, I get notified of something worse. And expectations for cost cuts with no defined process and several layers of teams that will turn the ideas down.
I feel like they are trying to break us.
All I'm seeing is panicking, fear, knee je-k reactions, finger pointing and extreme demands. Endless classes, requirements, special projects, release dates being pulled back, endless meetings and people in my group phoning it in while I'm being pushed over the edge.

I looked for jobs. Where are they??? If I do find anything remotely compatible with my interest, skills and experience, it pays 60% of what I'm making at GM. I feel trapped and abused.
Am I alone? Does this feel horrific to you too??? I've never seen anything close to this, even during the 'great recession'. What is the answer here?

PS With everything going on and the bad decisions from managers, it seems like GM is DOOMED.

IBM's moving our jobs to Costa Rica (and other low cost countries)... We are also pushing bots as well to help hiring managers through self-service. If you used these bots you know that they are not good at all.

Some of talent acquisition employees located in Raleigh, NC will be kept but the rest will be let go.

This plan is nuts. The management is clueless and IBM will pay for this mistake big time.