Related Posts
Who bought some Bitcoin on Black Friday?
Thoughts on Ogilvy Chicago?
Conversation Starter
Additional Posts in Verizon India
Hey Sharks, I joined in verizon india last april, i got moved to new project at july end. I have 2.5 years of experience in java,springboot, Micrservices architecture. But in my new team deployed in a support project. Feeling depressed and frustrated. asked manager 2 times to change my responsibility. But he's accepting in call but not doing what he is promised. Please suggest what can i do here. Does droppeing paper is a good solution? Please suggest. Thanks in advance.Verizon
Is it safe to join Verizon now ?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Every layoff has a predefined budget for severance compensation. Companies usually try to optimize this cost. Laying off junior and mid-level employees costs significantly less because their salaries are lower and their severance payouts are linked to years of experience and tenure.
For example, a fresher earning ₹6–8 LPA with 1–2 years of experience may cost the company only 1–2 months of severance. In contrast, a senior engineer earning ₹30–40 LPA with 10–15 years of experience may require 6–12 months of severance, along with gratuity, extended insurance, and other benefits. From a pure financial standpoint, removing one senior employee can cost the same as laying off multiple junior employees.
Another example is team restructuring. If a project is being shut down, companies often retain a few senior architects or leads who can be redeployed, while letting go of juniors who have narrower skill sets and are harder to reassign quickly. This reduces both severance cost and future payroll burden.
That is why in many layoffs, companies prefer to reduce headcount at the junior and mid-junior levels first. It is not always about performance. It is largely a cost-optimization decision driven by severance budgets, compensation structures, and ease of replacement once hiring resumes.
Nice
Every Organisation treated their juniors engineers as coding factories guided by their seniors engineers/architects.With copilot/cursor it's quite evident that they don't need so many junior and rather push the seniors to do more.That being said,it's not very sustainable with only the seniors and no junior pipeline.