Would you take a job at a company that had layoffs?

[Anonymous]

Company had layoffs 6 months ago. Offer is competitive.

[Anonymous]

Maybe, what is the current financial stability of the company?

[Anonymous]

My DC took a job at a company 6 months ago just after they announced significant layoffs. It's been stable since although there are rumors about a sale. But DC is in an entry level job, if you are at a senior level you might want to dig deeper into the nature of the layoffs.

[Anonymous]

Depends on the company. Some are always cycling, layoffs are the norm, do not affect morale. Traditionally stable companies with idiotic layoff processes (like the most recent NY Times) would have low morale and would not be pleasant to work for.

[Anonymous]

Depends on your other options.

[Anonymous]

I'd want more information about the layoff, and any good company will have this prepped for candidates they want. I hired immediately following layoffs once, and we were prepared to discuss it with candidates who needed more information.

[Anonymous]

OP here. My current job is very stable but there's no career growth. The new job would let me learn and use new skills. The new company is banking on a product release in the next year that could make or break the company. It is in the science/tech field.
I guess my gamble is that if they lay me off next year, at least I will have gained skills that will make me more marketable. Thoughts?

[Anonymous]

My old organization would do "layoffs" every three years to cut the dead weight (people who weren't performing well, but weren't performing poorly enough to fire outright).

Those who were laid off got a decent severance, could file for unemployment, and could save face.

The organization would then shuffle responsibilities as needed, and hire to meet the new organizational structure.

[Anonymous]

Anonymous wrote:Company had layoffs 6 months ago. Offer is competitive.

I would ask for an agreement that says if you are laid off due to any reason except gross misconduct, you are entitled to a certain amount of severance.

[Anonymous]

Anonymous wrote:My old organization would do "layoffs" every three years to cut the dead weight (people who weren't performing well, but weren't performing poorly enough to fire outright).

Those who were laid off got a decent severance, could file for unemployment, and could save face.

The organization would then shuffle responsibilities as needed, and hire to meet the new organizational structure.

What is the point of planning regular layoffs? Unemployment insurance increases, if the company pays severance, they're paying people to not work, then they've got hiring/training to deal with. Any company that has layoffs as part of the business plan, forget it. You're dealing with managers who don't know how to hire in that case.

[Anonymous]

Anonymous wrote:

Anonymous wrote:My old organization would do "layoffs" every three years to cut the dead weight (people who weren't performing well, but weren't performing poorly enough to fire outright).

Those who were laid off got a decent severance, could file for unemployment, and could save face.

The organization would then shuffle responsibilities as needed, and hire to meet the new organizational structure.

What is the point of planning regular layoffs? Unemployment insurance increases, if the company pays severance, they're paying people to not work, then they've got hiring/training to deal with. Any company that has layoffs as part of the business plan, forget it. You're dealing with managers who don't know how to hire in that case.

haha - many of the most elite firms work in this model because they have no shortage of willing applicants and this model is what they use to separate the wheat from the chaff.

McKinsey, BCG, Bain are the most elite of the elite consulting firms and all have an up-or-out system.

Most lawfirms work like this too - counseled out 8th years that don't make partner - is a 'regular layoff'.

[Anonymous]

yeah, I would. is fairly common in many industries. are you in an industry where people can jump around every 2-3 years fairly easily? i.e. w/o relocating

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:My old organization would do "layoffs" every three years to cut the dead weight (people who weren't performing well, but weren't performing poorly enough to fire outright).

Those who were laid off got a decent severance, could file for unemployment, and could save face.

The organization would then shuffle responsibilities as needed, and hire to meet the new organizational structure.

What is the point of planning regular layoffs? Unemployment insurance increases, if the company pays severance, they're paying people to not work, then they've got hiring/training to deal with. Any company that has layoffs as part of the business plan, forget it. You're dealing with managers who don't know how to hire in that case.

haha - many of the most elite firms work in this model because they have no shortage of willing applicants and this model is what they use to separate the wheat from the chaff.

McKinsey, BCG, Bain are the most elite of the elite consulting firms and all have an up-or-out system.

Most lawfirms work like this too - counseled out 8th years that don't make partner - is a 'regular layoff'.

I don't consider up or out or being counseled out the same as layoffs