Bloomberg reported Wednesday that Intel was preparing to announce layoffs that would impact thousands of employees. In a memo to employees Thursday, Gelsinger confirmed the jobs cuts, saying the company is trying to cut $10 billion in costs in 2025.

We plan to deliver $10 billion in cost savings in 2025, and this includes reducing our head count by roughly 15,000 roles, or 15% of our workforce. The majority of these actions will be completed by the end of this year.

See Also: Intel’s Turnaround, and Pat Gelsinger’s Legacy, Is In Jeopardy

Gelsinger acknowledged that the news was difficult, both to deliver and to hear.

This is painful news for me to share. I know it will be even more difficult for you to read. This is an incredibly hard day for Intel as we are making some of the most consequential changes in our company’s history. When we meet in a few hours, I’ll talk about why we’re doing this and what you can expect in the coming weeks. In advance of that, I wanted to preview some of what’s on my mind.

Gelsinger went on to say the layoffs were necessary because the company’s revenues have been disappointing and its investments in new technology, like AI, has not yet paid off.

Simply put, we must align our cost structure with our new operating model and fundamentally change the way we operate. Our revenues have not grown as expected – and we’ve yet to fully benefit from powerful trends, like AI. Our costs are too high, our margins are too low. We need bolder actions to address both – particularly given our financial results and outlook for the second half of 2024, which is tougher than previously expected.

For example, our annual revenue in 2020 was about $24 billion higher than it was last year, yet our current workforce is actually 10% larger now than it was then. There are a lot of reasons for this, but it’s not a sustainable path forward.

Beyond our costs, we need to change the way we operate – something many of you shared as part of our Employee Experience Survey. There’s too much complexity, so we need to both automate and simplify processes. It takes too long for decisions to be made, so we need to eliminate bureaucracy. And there’s too much inefficiency in the system, so we need to expedite workflows.

Read More: Intel’s Foundry Business Continues to Bleed Money

Gelsinger did say the company is focused on eliminating the jobs in the right way, where possible giving eligible employees the option to retire, while setting up a voluntary departure process.

Next week, we’ll announce a companywide enhanced retirement offering for eligible employees and broadly offer an application program for voluntary departures. I believe that how we implement these changes is just as important as the changes themselves, and we will adhere to Intel values throughout this process.

Disappointing Quarterly Results

The announcement comes on the heals of another disappointing quarter for Intel. The company’s revenue was down 1% from the year-ago quarter, a loss per share of $0.38, and plans to suspend dividends in Q4 2024.

“Our Q2 financial performance was disappointing, even as we hit key product and process technology milestones. Second-half trends are more challenging than we previously expected, and we are leveraging our new operating model to take decisive actions that will improve operating and capital efficiencies while accelerating our IDM 2.0 transformation,” said Gelsinger. “These actions, combined with the launch of Intel 18A next year to regain process technology leadership, will strengthen our position in the market, improve our profitability and create shareholder value.”

“Second-quarter results were impacted by gross margin headwinds from the accelerated ramp of our AI PC product, higher than typical charges related to non-core businesses and the impact from unused capacity,” said David Zinsner, Intel CFO. “By implementing our spending reductions, we are taking proactive steps to improve our profits and strengthen our balance sheet. We expect these actions to meaningfully improve liquidity and reduce our debt balance while enabling us to make the right investments to drive long-term value for shareholders.”

Gelsinger has staked his reputation on turning Intel around and returning the chip company to its former glory. Those plans have taken one hit after another, with the announced job cuts merely the latest challenge.

Intel is trying to turn around its fortunes under CEO Pat Gelsinger. Unfortunately, the company has hit multiple speed bumps along the way, including multiple rounds of layoffs. Intel had at least two rounds of layoffs in 2023, impacting its Cloud, GPU, and data center divisions.

According to Bloomberg, sources have confirmed that the company is preparing for another round of layoffs, one that may be substantially larger than some of the the previous ones. The company is reportedly hoping the layoffs will help it continue to fund its turnaround and offset its market share losses.

The outlet’s sources asked not to be identified, but did confirm the layoffs could be announced as early as this week.

According to GameSpot, the indie game maker said the layoffs were part of “restructurin[ing] our operations.” The company said its operations would not be impacted.

Humble Games employed three dozen people. Reports began circulating in late July that the company had let the entire team go when Senior QA engineer Emilee Kieffer posted about it on X:

As GameSpot points out, Humble Games had already went through two previous rounds of layoffs. A third round, let alone one that involves the entire staff, does not look good—regardless of how the company spins it.

According to AP News, Apple reached a deal with the union after employees voted to strike in May after talks with the company failed to accomplish “satisfactory outcomes.” Under the terms of the three-year deal, Apple will increase employee pay by an average of 10%, as well as provide additional benefits.

“By reaching a tentative agreement with Apple, we are giving our members a voice in their futures and a strong first step toward further gains,” said the union’s negotiating committee in a statement to AP News. “Together, we can build on this success in store after store.”

A Broad Hiring Push

The job postings, which have gradually appeared on Tesla’s careers webpage over the past few weeks, span various roles. Positions in AI and robotics are particularly prominent, matching Musk’s stated ambitions for Tesla’s future direction. “In terms of what parts of the company are hiring, it’s pretty broad,” Craig Trudell, Bloomberg’s Global Autos Editor, told Bloomberg Intelligence. “Service is a big aspect, especially as the summer season is busy for Tesla with more people driving for vacations and needing service.”

Tesla’s renewed hiring efforts surprise many, given the extensive layoffs earlier this year. In April, Tesla laid off around 14% of its workforce, equivalent to roughly 19,600 employees. These layoffs responded to a 20% sequential drop in quarterly car deliveries. Despite the significant reduction in staff, the current hiring spree indicates a strategic pivot aimed at bolstering key areas within the company, particularly in AI, robotics, and customer service.

Both @Tesla and @xAI are looking to hire networking engineers & technicians https://t.co/LxpQOpGgz7

— Elon Musk (@elonmusk) July 16, 2024

The Service Sector

Service roles are critical as Tesla aims to support its growing customer base. Despite previous layoffs, the demand for service remains high. Mat Fisher, a former leader of Tesla’s sales and service teams, expressed surprise at the initial layoffs. “I was surprised to see so many service employees laid off before the summer, which is a busy car-buying season,” Fisher told Bloomberg. The need for service technicians is especially pressing during peak travel times when more Tesla vehicles are on the road and require maintenance.

Tesla’s focus on service roles highlights the company’s commitment to ensuring a positive customer experience. By rehiring and expanding its service workforce, Tesla aims to address potential service bottlenecks and maintain high levels of customer satisfaction. This move is also strategic, as it helps mitigate the impact of the earlier layoffs and ensures that Tesla can adequately support its expanding fleet of vehicles.

AI and Robotics

Tesla’s investment in AI and robotics is substantial. At least 64 job postings are related to these fields, including positions focused on Tesla’s Optimus robots and Dojo supercomputer. Musk has described the potential value of Optimus robots as transformative, projecting that they could add $20 trillion to Tesla’s market capitalization. The robots are expected to go on sale by the end of 2025, priced between $20,000 and $30,000 each.

The emphasis on AI and robotics aligns with Musk’s vision of transforming Tesla from a car manufacturer into a broader technology company. By investing heavily in these areas, Tesla aims to develop cutting-edge technologies to drive future growth. This strategic focus positions Tesla at the forefront of technological innovation and opens up new revenue streams and business opportunities.

The Autopilot Ambition

Self-driving technology remains a cornerstone of Musk’s vision for Tesla. The company’s careers page lists at least 25 positions related to Autopilot or full self-driving (FSD) technology development. Musk envisions a future where Tesla operates a fleet of autonomous “robotaxis,” which could generate significant revenue. However, the unveiling of this technology was delayed until October. “I requested an important design change to the front, and the extra time allows us to show off a few other things,” Musk stated.

The delay in the robotaxi unveiling underscores the complexity and ambition of Tesla’s autonomous driving projects. Musk remains confident in Tesla’s ability to achieve full self-driving autonomy despite the setbacks. By continuing to invest in and refine its self-driving technology, Tesla aims to create a robust and scalable autonomous driving platform that can revolutionize the transportation industry.

The Layoffs and Their Aftermath

In April, Tesla laid off around 14% of its workforce, equivalent to roughly 19,600 employees. This move came in response to a significant drop in car deliveries, as the company faced challenges in maintaining its growth trajectory. The layoffs affected various divisions, including significant cuts in showroom sales staff. Musk justified the layoffs by citing duplication of roles and job functions.

“With [Tesla’s] rapid growth, there has been duplication of roles and job functions in certain areas,” Musk wrote to employees. However, some laid-off employees, particularly in the Supercharger organization, have been rehired to support Tesla’s expanding charging station network. This rehiring effort reflects Tesla’s need to balance cost-cutting measures with the operational demands of a growing company.

Industry Dynamics and Musk’s Political Engagement

Tesla’s hiring push contrasts sharply with the recent pullbacks by other major automakers like General Motors (GM) and Ford. Both companies have scaled back their electric vehicle (EV) production targets, reflecting uncertainties in the EV market. “We’ve seen a dramatic pullback from GM and Ford,” Trudell noted. “It’s interesting to see how Tesla is positioning itself differently.”

Musk’s political affiliations also play a role in Tesla’s strategy. Recently, Musk has shown support for Donald Trump’s potential re-election campaign, contributing to speculation about the future of EV tax credits and subsidies under a Trump administration. “The Musk-Trump relationship is intriguing,” Trudell said. “Musk has claimed that doing away with subsidies would only help Tesla, although it’s unclear how he squares that circle.”

The Future of Tesla

Despite the challenges, Tesla remains focused on its long-term goals. The company’s investment in AI, robotics, and energy storage underscores its ambition to transform from an electric vehicle manufacturer to a broader technology and sustainable energy company. “In recent months, Musk has taken to calling Tesla an ‘AI/robotics and sustainable energy company,’ not just an electric vehicle maker,” Trudell pointed out.

Tesla’s energy business is also gaining traction. The company reported its highest quarterly deployment of energy storage products in the second quarter, with 9.4 gigawatt hours deployed. Morgan Stanley analyst Adam Jonas highlighted the potential of Tesla Energy, valuing it at $36 per share. “We believe investors will begin to pay more attention to Tesla Energy as the business is uniquely positioned to benefit from investment in the US electric grid accelerated by the AI boom,” Jonas wrote.

As Tesla navigates a complex market landscape, its hiring spree reflects a strategic pivot designed to bolster its technological capabilities and service infrastructure. With Musk’s visionary leadership and a renewed focus on innovation, Tesla aims to solidify its position as a leader in the evolving tech and energy sectors. The company’s ability to adapt and innovate will be critical in achieving its ambitious goals and maintaining its competitive edge in the market.

The US Department of Commerce issued a ban on the sale of Kaspersky’s products in June. There had been growing concern over the company’s close ties to the Kremlin. Some reports have accused the company of actively working with the Russian FSB. Others claim the FSB has hacked the company’s products for its own purposes.

At the time of the ban, lawmakers said the company posed an unacceptable risk.

“The case against Kaspersky Lab is overwhelming,” said Senator Jeanne Shaheen. “The strong ties between Kaspersky Lab and the Kremlin are alarming and well-documented.”

According to Zero Day, Kaspersky has confirmed that it is shutting down its US business as a result of the ban, and has already informed employees they are being laid off.

“The company has carefully examined and evaluated the impact of the U.S. legal requirements and made this sad and difficult decision as business opportunities in the country are no longer viable,” the company said in a statement. Kaspersky said the decision “affects less than 50 employees in the U.S.”

Employees confirmed to the outlet that they were receiving severance pay, although they did not specify how much they were receiving.

The Kaspersky outcome illustrates the growing nationalization of software, especially in the cybersecurity industry. As geopolitical tensions mount, software companies are increasingly finding themselves caught in the middle, with lawmakers on either side retaliating.

According to BBC News, the National Samsung Electronics Union (NSEU) has called on its 30,000 members to strike indefinitely as the union tries to negotiate for better pay and benefits. The union said 6,500 workers have already participated in the strike, with the union calling on the remaining workers to join.

The strike comes at an inconvenient time for Samsung, with the company unveiling a slew of products at its Unpacked event. With thousands of its workers already on strike and tens of thousands possibly joining, there are concerns a prolonged strike could impact the company’s ability to meet demand for its new products.

The BBC reports that NSEU is already taking credit for hurting Samsung’s production. Samsung, however, disputes the claim.

“Samsung Electronics will ensure no disruptions occur in the production lines. The company remains committed to engaging in good faith negotiations with the union,” the firm told BBC News.

According to The Information, CNN CEO Mark Thompson announced the layoffs, saying it would roughly impact 100 employees. The layoffs are the result of the company’s declining TV business. CNN hopes to continue its pivot towards subscriptions and streaming video.

The outlet says the 100 employees represent approximately 3% of the company’s overall headcount.

Intuit CEO Sasan Goodarzi announced the news in a blog post, highlighting the role AI is playing in revolutionizing the company’s offerings.

Intuit is at a critical moment in our history. For over 40 years, we’ve had a successful track record of self-disruption and reinvention, transforming through multiple technological shifts. We were early to bet on and invest in AI, building one of the largest AI-driven expert platforms to fuel the success of consumers, small and mid-market businesses, and important partners like accountants, financial institutions, and marketing agencies who rely on us daily to prosper. With the introduction of GenAI, we are now delivering even more compelling customer experiences, increasing monetization potential, and driving efficiencies in how the work gets done within Intuit. But it’s just the beginning of the AI revolution.

Goodarzi then drew a direct correlation between AI’s growing role and the decision to let 1,800 employees go.

Intuit is in a position of strength; we have the strategy and momentum that we need to succeed. To fulfill our mission to power the prosperity of our customers around the world and strengthen our leadership position, we must accelerate our innovation and investments in the areas that are most important to our future success. With this context, I am sharing some very difficult decisions my leadership team and I have made to ensure we are able to increase investment in these key growth areas. Today we will be communicating to approximately 1,800 employees, which is 10% of our workforce, that they will be leaving Intuit. These are extremely painful decisions for me and my team because we deeply understand the impact these decisions have on our friends and colleagues who will be leaving. We are very grateful for the great work they have done and the amazing contributions they have made while at Intuit.

Interestingly, the company will hire approximately 1,800 new employees, although they will be in engineering, product, and customer facing roles.

We do not do layoffs to cut costs, and that remains true in this case. The changes we are making today enable us to allocate additional investments to our most critical areas to support our customers and drive growth as detailed below. This includes reinvesting in the necessary skills and capabilities to support these areas, and, as such, we will hire approximately 1,800 new people primarily in engineering, product, and customer facing roles such as sales, customer success, and marketing. In context of the actions we are taking today, we expect our overall headcount to grow in FY25 and beyond.

Given that Intuit’s overall headcount is remaining roughly the same, the 1,800 departing employees are clearly holding roles that the company no longer needs filled. The company says 1,050 employees are leaving as a result of not meeting the company’s expectations. Intuit is also reducing the number of executives by 10%. The company is consolidating 80 technology roles in locations where it is continuing to invest and grow. Finally, Intuit is axing more than 300 jobs to streamline work and resources spent.

Goodarzi ended by acknowledging how difficult the decision was, while striking an optimistic tone for the future.

Today is an incredibly difficult day and our hearts go out to all of you who are leaving Intuit. We sincerely thank you for all you have done for the company. We know you will continue to make a significant impact and achieve great success in your next chapter.

With the strength of our people, culture, and mission, we are positioned to take advantage of this AI revolution and revolutionize our customers’ experiences to deliver undisputed benefits in ways that we could never imagine. Today is “Day 1”. Together, we will focus on the future and all the possibilities to power prosperity around the world.

Amazon has stirred controversy among its employees with its insistence they return to the office. To make matters worse, executives have failed to point to verifiable data on the benefits of an RTO, instead saying the decision was a “judgment call” or “serendipity.”.

In response to the company’s ongoing RTO efforts, as well as layoffs, employees at the company’s headquarters planned a walkout for May 31. The National Labor Relations Board (NLRB) has now accused the company of retaliating against those employees. The NLRB says Amazon “interrogated its employees regarding their protected, concerted activity.”

Read More: Amazon Exec Angers Staff By Admitting He Had ‘No Data’ to Support RTO Mandates

The NLRB says one of the employees that organized the walkout was placed on PIVOT, the company’s performance improvement plan, before being offered a severance package.

THe NLRB concluded that Amazon “as been interfering with, restraining, and coercing employees in the exercise of the rights guaranteed in § 8(a)(1) of the [National Labor Relations] Act.”

Amazon has a long history of anti-union and anti-organizing activities. A judge ruled in May that CEO Andy Jassy went too far when he made anti-union comments in interviews. Similarly, in late 2022, another judge ordered the company to stop its anti-union activities. The company has gone so far as to hire Pinkerton detectives to dissuade unionization efforts and disturbed investors with its activities enough for them to call on the company to stop pressuring workers.

The NLRB’s latest ruling merely adds to Amazon’s growing labor issues.

According to The Verge, people within the company reached out to the outlet, saying sales staff were being let go, with others taking pay cuts. The layoffs appear to have impacted in-home sales the most. Some of those who were not laid off were moved to other roles within the company. The exact number of those impacted remains unknown.

“Many of our team members were moved to new areas or roles where our customers need it most,” Best Buy spokesperson Ryan Furlong told The Verge.

Best Buy has gone through a number of layoffs over the last couple of years as the electronics retailer has struggled against e-commerce outlets. In April, the company laid off a substantial number of Geek Squad employees, with even more employees impacted than during the previous layoffs in 2023.

“It sucks, I spent more than half my life with this company and sacrificed a lot of personal time and experiences just to be let go,” one laid-off worker told 404 Media at the time. “At the same time, for me it’s for the best, haven’t been scheduled 40 hours since last year and it’s a struggle to get by so I’m off to a better job and better things.”

Best Buy is aggressively working to restructure its business, with the various rounds of layoffs a large part of that effort. Only time will tell if the company’s efforts are successful.

According to CNBC, the employees affected by the new round of layoffs include members of the HoloLens 2 team. Despite the layoffs, Microsoft says it will continue to sell the headset.

“Earlier today we announced a restructuring of the Microsoft’s Mixed Reality organization,” the spokesperson told CNBC in an email. “We remain fully committed to the Department of Defense’s IVAS program and will continue to deliver cutting edge technology to support our soldiers. In addition, we will continue to invest in W365 to reach the broader Mixed Reality hardware ecosystem. We will continue to sell HoloLens 2 while supporting existing HoloLens 2 customers and partners.”

The mixed reality team is not the only one impacted. According to Business Insider, Microsoft is also laying off employees in its Azure for Operators and Mission Engineering. The outlet’s sources say the layoffs could impact up to 1,500 employees.

The layoffs in the Azure for Operators and Mission Engineering teams are not entirely surprising. As Insider points out, both teams fall under the Strategic Missions and Technologies division, responsible for Microsoft’s moonshot programs.

Given Microsoft’s deal with OpenAI, it could be that some of those layoffs could be some of those layoffs were people working on projects that are now obsolete as a result of the OpenAI deal. Alternately, the layoffs could be team members from other projects that Microsoft may be de-prioritizing as it goes all-in on AI.

Either way, this marks multiple rounds of layoffs impacting the mixed reality and Azure teams.

Once one of the leading computer and tech firms, Toshiba’s fortunes have suffered major reversals over the last decade, thanks to a combination of mismanagement, missteps, and scandal. According to Reuters, the company is laying off apoximately 6% of its domestic workforce, or 4,000 employees.

As the outlet points out, Toshiba’s restructuring is a test of private equity in Japan. In times past, private equity firms were look down on in the country, thanks to a reputation for being ruthless. If JIP is able to successfully turn Toshiba around, it could do wonders toward improving the view of private equity firms and open the door for other companies to take a similar approach.

According to The Wall Street Journal, the retail giant’s workers in Atlanta, Dallas, and Toronto have been asked to move to the company’s larger hubs and corporate offices. The outlet’s sources report that employees will be allowed to continue working remotely to some degree, as long as the majority of their time is spent in the office.

The move comes just weeks after Walmart announced it was shutting down Walmart Health, citing “a lack of profitability that make the care business unsustainable for us at this time.”

With ongoing concerns about the economy, Walmart is clearly trying to cut costs and streamline operations. It’s unclear if the corporate jobs that were axed were supportive roles for Walmart Health, or if they were unrelated.

According to Gizmodo, Tesla had some 3,400 open jobs listed online as recently as May 1. As of yesterday, Wednesday, May 8, just three positions were still listed as open. The three positions were for manufacturing development program at one of the company’s US locations.

Tesla has gone through multiple rounds of layoffs, impacting virtually the entire Supercharger team, as well as new product development.

The company had already laid off an estimated 20%, or 20,000 employees, with its first two rounds of layoffs. A third round, earlier this week, impacted an undisclosed number of employees.

CEO Elon Musk had previously said he wanted the company to be “absolutely hard core” in its approach to streamlining its workforce and laying off employees, but the Gizmodo report is the first to reveal that the company has scaled back hiring as well, indicating it is not merely swapping out under-performing employees.

Tesla has been downsizing since its disappointing quarterly results, with CEO Elon Musk saying he wants executives to be “absolutely hard core” when it comes to laying people off. The layoffs have already impacted the Supercharger team, with the majority of it dismissed, as well as the team responsible for new products.

Despite the previous two rounds of layoffs impacting an estimated 20,000 employees, or roughly 20% of Tesla’s workforce, Business Insider reports that fresh layoff notices went out Sunday evening.

“After watching my team gradually slimmed down week after week since mid-April, I received the dreaded ‘Hello Employee’ email this Sunday afternoon,” one Tesla employee wrote on LinkedIn.

“I keep waiting for Elon to send another email and tell us they’re finally done firing people,” another current Tesla employee told BI, requesting anonymity to speak about their employment. “We need some level of closure or a sign that we can stop worrying about losing our jobs.”

Musk’s takeover of Twitter was marked with similarly ruthless layoffs, destroying the company’s culture and employee morale. If Musk continues the current trajectory at Tesla, history may repeat itself and the recent quarter will be least of the company’s concerns

Amazon is well-known for its anti-union stance, going so far as to hire Pinkertons to subvert unionization efforts. The company was found to have illegally fired an employee over organization efforts, violated labor laws in Alabama, and made investors uncomfortable enough for them to urge the company to stop pressuring workers who were poised to vote on unionization.

Jassy made a number of comments regarding unionization in various media interviews, interviews that became the subject of the NLRB review. Judge Gee found that some comments fell within the realm of what is acceptable, specifically those that simply made statements about how unionization would change the relationship between employee and employer.

Judge Gee ruled that Jassy’s comments went “far beyond” what is acceptable when he said that unionization would make employees less empowered.

Based on the foregoing, I find that Jassy’s comments threatened employees that, if they selected a union, they would become less empowered and would find it harder to get things done quickly.Accordingly, I find that Respondent violated Section 8(a)(1), as alleged in complaint paragraphs 5(a) and (c), 6(c), and 7(a) and (b).

Again, the difference between what is acceptable and what is not is a very fine line. Had Jassy simply commented that he believed employees would be better off without a union, that would have been acceptable.

Whenan employer states its view that employees would be better off without a union— and such comments are unaccompanied by any promises or threats—those views are lawful opinion protected by Section 8(c).

Jassy did not stop there, going on to comment about employee empowerment—which is where he crossed the line.

In the instant case, Jassy’s comments that employees would be better off without a union were accompanied by his coercive predictions about the effects of unionization. Under these circumstances, employees could have reasonably understood Jassy to be saying that, without a union, they would be more empowered and could achieve improvements at work faster and with less bureaucracy—two assertions unsupported by objective fact—and thus be better off. I thus conclude that Jassy’s words relied on coercion to dissuade employees from supporting unions.

Amazon’s anti-union history continues to cause problems for the company and will likely continue to do so until its leadership softens its stance.

Samsung’s extraordinary measure is being implemented as part of a broader strategy to revitalize the company and address the uncertainties that led to significant declines in key areas, particularly its semiconductor division, which faced an operating loss of $11 billion last year. This sector traditionally accounts for about 80% of Samsung’s earnings, underscoring the urgency of the company’s corrective actions.

The Korea Economic Daily reported that the change was enacted just two weeks ago in some units, requiring top management to add Saturday or Sunday to their traditional workweek. According to a Samsung Group executive, this move aims to “inject a sense of crisis” among the leadership and intensify efforts to navigate the company’s current challenges.

Despite this, Samsung recently outperformed earnings expectations significantly in the first quarter of 2024, with an operating profit surge of 933%. This rebound raises questions about whether the intensified work schedule will remain necessary if financial results continue to improve.

The decision contrasts sharply with global trends moving towards reduced working hours. Countries like Ireland, Spain, and the UK have experimented with a four-day workweek, often reporting gains in productivity and worker morale. In the United States, Senator Bernie Sanders recently spotlighted this issue by proposing legislation to standardize a four-day, 32-hour workweek, although no country has fully adopted such a model yet.

Samsung’s shift to a six-day workweek is not isolated. In countries such as Japan, Singapore, Hong Kong, and India, extended workweeks are common in certain sectors, aligning Samsung’s latest policy more closely with these practices rather than Western movements towards shorter work hours.

While drastic, this policy adjustment at Samsung reflects the high stakes the technology giant faces as it navigates an increasingly volatile global market. With significant contributions to the company’s overall performance expected from its executives, Samsung is prioritizing a robust response to its recent fiscal disappointments. Whether this strategy will lead to sustainable improvements or adjustments in work culture remains to be seen as the global debate on work-life balance continues to evolve.

Vocational schools like Lincoln Tech saw a 16% increase in enrollment last year as students opted out of traditional four-year colleges to learn specific trades. Shaw highlighted that students are not just fresh out of high school; many are in their 30s and 40s and are seeking a career change. “Our students come from all walks of life. Some have tried college and found it wasn’t right for them, and others are following their passions directly into the trades,” Shaw stated.

The cost of education was a central topic of Shaw’s interview. Trade school, he pointed out, represents a substantial cost saving over traditional four-year universities. “The average student leaves with around $14,000 worth of debt, a lot less than traditional schools. Given the wages in the trades and the way things are going, it’s a good return on their investment,” Shaw explained.

Furthermore, Shaw described the robust job market for skilled tradespeople. “There’s a shortage of skilled trades. Our students don’t have much trouble getting a job out of school,” he said. The pandemic underscored the essential nature of trade jobs, with many Lincoln Tech students working in critical roles during the crisis. “Most of our students were needed during COVID. They were in hospitals, keeping transportation and deliveries running. People realized these are jobs here to stay, and importantly, AI will not take these jobs away,” he added.

Lincoln Tech is responding to this increased demand by expanding its educational offerings, including opening new campuses in Atlanta and planning for another in Houston. “We’re growing for the first time in quite some time just because there is a resurgence in demand, which is exciting,” Shaw revealed.

Trade schools offer an accelerated path to the workforce, with programs lasting between seven and fifteen months. This efficiency in education and practical skills training align closely with industry needs. Shaw noted, “We teach you just the skills you need to launch your career so that certain careers would require more hours of training, and others are less intensive.”

Addressing a question about the climate in trade schools compared to universities, Shaw remarked, “We do not have problems with politics at trade schools. Our students are focused on launching their careers. They come to us about four hours a day and are either going home to take care of their families or to work.”

As the debate over the value of traditional college education versus vocational training continues, Shaw’s insights offer a practical perspective on the evolving educational landscape, where more students are seeking direct pathways to stable and lucrative careers in the trades.

Utilizing ChatGPT’s advanced capabilities, Madakor meticulously processed these job listings to extract critical insights about desirable skills, necessary certifications, and educational backgrounds sought by employers. This approach streamlined the resume creation process and aligned it closely with current market demands.

Key Findings and Practical Advice for Job Seekers:

1. Understand Employer Needs:

• Madakor’s analysis identified a consistent demand for technological proficiency in areas such as cloud services (AWS being the most mentioned), Active Directory, and ticketing systems. Job seekers should highlight relevant experience with these technologies prominently on their resumes.
• Certifications play a critical role in validating skills. Frequently cited certifications in the job listings included CompTIA A+, CompTIA Security+, and ITIL. Aspiring IT professionals should consider obtaining these certifications to bolster their resumes.

2. Education vs. Experience:

• While a traditional bachelor’s degree in computer science is beneficial, Madakor’s findings suggest that alternative educational paths, such as associate degrees or relevant certifications, can also be valuable. Job seekers should emphasize any education that directly relates to the IT field, including self-taught skills and online courses.
• Practical experience often speaks louder than degrees. Candidates should consider including projects or roles demonstrating hands-on experience with key technologies mentioned in job descriptions.

3. Tailoring Your Resume:

• Customizing your resume for each application is crucial. Use the job description as a guide to include keywords and skills that match the employer’s requirements. This targeted approach helps your resume pass through automated resume screening tools commonly used by recruiters.
• Structure your resume to reflect the priorities of the job you are applying for. Start with a strong summary that aligns with the job’s needs, followed by a section on relevant skills, certifications, and professional experience.

4. Leveraging AI and Analytics:

• Madakor’s use of AI to analyze job descriptions exemplifies how job seekers can leverage technology to enhance their resume-crafting strategy. Tools like ChatGPT can help identify trends and essential skills across numerous listings, providing a data-driven foundation for resume customization.
• Additionally, applicants should utilize resume-building platforms that offer AI-guided suggestions on improving and tailoring their resumes to specific job postings.

5. Showcasing Projects and Achievements:

• For IT job seekers without extensive professional experience, detailing relevant projects can be a game-changer. Whether these are academic projects, personal ventures, or contributions to open-source platforms, they demonstrate your capability to apply knowledge practically.
• Including links to a professional online portfolio or GitHub repository directly on the resume allows recruiters quick access to your work, substantiating your skills and initiative.

Madakor’s discussion highlights an essential truth in the modern job hunt: understanding and adapting to the specific needs of employers can significantly elevate your chances of securing a job. In the fast-evolving field of IT, staying informed about industry standards and expectations—and reflecting this in your resume—is key to standing out in a sea of applicants. As AI and machine learning continue to shape various industries, their integration into the hiring process is expected to deepen, further emphasizing the importance of a strategically crafted resume in the digital age.