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00:00WE KNOW THAT META ARE TRYING TO FIND DIFFERENT WAYS OF SUPPORTING THEM. ONE OF THE WAYS THE COMPANIES CAN SUPPORT THEM? > > THE BEST WAY IS TO BE HONEST ABOUT WHAT THEY CAN DO AND AFFORD RIGHT NOW. IF YOU ARE ON AN H-1B VISA AND YOU ARE IN THE MIDDLE OF YOUR VISAS DAY, TRY TO -- VISA STAY TIGHT TO GET ON WITH OTHER TECH COMPANY WOULD BE AMAZING ALTHOUGH IT SEEMS THE LARGEST TECH COMPANIES ARE SETTING FOR LAYOFFS. MAYBE LOOKING AT A SMALLER TECH COMPANY THAT STILL HAS A BUDGET AND THE ABILITY TO SPONSOR BUT FROM A COMPANY STANDPOINT, COMPANIES ARE LOOKING AT THE TALENT THEY CANNOT LOSE NO MATTER WHAT AND KEEPING THOSE PEOPLE SPONSOR. FOR OTHER PEOPLE THEY ARE TRYING TO GET THEM AN EXTENSION FOR AS LONG AS THEY CAN BECAUSE THERE ARE SO MANY PEOPLE WHO HAVE ADJUSTED THEIR LIVES LEAVING THEY WOULD BE IN THE U.S. SPONSORED BY AN EMPLOYER. CAROLINE: FROM A MORE MACRO PERSPECTIVE, TIME AND TIME AGAIN EVERYONE HAS WONDERED WHEN THIS WILL SHOW UP IN THE NUMBERS. THE RESPONSE I HAVE BEEN GETTING IS THESE ARE VERY TALENTED INDIVIDUALS WHO FIND IT QUICK TO FIND AND THEIR ROLE. IS THAT THE CASE? I SEEM TO HEAR OF JOB FREEZES IN THE TECH WORLD. > > IN THE TECH WORLD I THINK HONESTLY 50% OF THE PEOPLE BEING LAID OFF WILL FIND ANOTHER JOB VERY QUICKLY. WHAT IS HAPPENING IS THERE ARE LAYOFFS AND THERE ARE A LOT OF JOB FREEZES AT THIS POINT. AND IT IS THE HOLIDAY SEASON. THE HOLIDAY SEASON IT IS A SLOW TIME FOR HIRING ALL AROUND THE U.S.. WHAT WE HAVE HERE ARE TWO THINGS WORKING AGAINST PEOPLE. ONE IS LAYOFF AND FREEZES. EVEN IF WE LOOK AT 2023, JANUARY OR FEBRUARY WE WERE ONLY TALKING ABOUT 50% OF THE PEOPLE RECEIVING JOBS AGAIN BECAUSE EVERYONE IS NOT A SOFTWARE ENGINEER BEING LAID OFF. IT IS ACROSS THE SPECTRUM. HR, LEGAL, FINANCE OPERATIONS. ALL OF THOSE JOBS EVEN THOUGH THEY ARE IN TECH DO NOT NECESSARILY GET PICKED UP AS QUICKLY. ED: I WANT TO LEVERAGE YOUR PROFESSIONAL BACKGROUND, YOUR EXPERIENCE. WE HAVE DONE A LOT OF REPORTING A BLOOMBERG ABOUT WHAT HAS HAPPENED I TWITTER DOWN THE WORLD FOR ME AT MARKET STREET, PEOPLE BEING LOCKED OUT OF THE BUILDING. THE HR DEPARTMENT BEING LET GO. THOSE ADMINISTERING THE LAYOFFS NOT BEING QUALIFIED HR PEOPLE. A LINE MUST TWEETED OVER THE WEEKEND PICTURES OF HIM WORKING LATE INTO THE NIGHT WITH THIS NEW TEAM OF ENGINEERS BUT WHAT IS YOUR ASSESSMENT OF HOW THAT PROCESS WAS HANDLED? > > I WANT TO BE COMPLETELY HONEST AND TRANSPARENT. THIS WAS PROBABLY THE WORST MASS LAYOFF I HAVE SEEN IN MY 20 YEARS OF BEING AN EMPLOYMENT LAWYER. ELON CAME IN AS AN INDIVIDUAL VERSUS A BUSINESSMAN AND LOOKS TO TAKE OVER A COMPANY AND IS USING IT LIKE IT IS A TOY VERSUS A COMPANY AT THIS POINT. HE DID NOT COME IN AND WORK WITH THE CHIEF PEOPLE OFFICER WHO IS THE CHIEF PEOPLE AND DIVERSITY OFFICER TO DETERMINE THE SKILLS HE HAD WITHIN THE COMPANY, THE KNOWLEDGE BASE HE HAD WITHIN THE COMPANY SO HE COULD MAKE INFORMED DECISIONS ABOUT WHO TO LET GO AND TO STAY. EVERYTHING IS SHOWING HE IS LET GOING OUT -- LETTING GO OF PEOPLE HE IS ASKING TO BRING BACK AT THIS POINT. THERE ARE SO MANY THINGS HE HAS DONE THAT HAVE BEEN UNFORTUNATE IT IS PLAYING WITH PEOPLE ' S LIVES, THEIR SALARIES, THEIR MEDICAL BENEFITS AND THEIR RETIREMENT BENEFITS. THIS GOES AGAINST EVERYTHING WE SAY IS IN BEST PRACTICE OF HR AND IT IS REALLY UNFORTUNATE. ED: ON THE OTHER HAND HE DOES HAVE A TRACK RECORD OF GETTING THE BEST OUT OF PEOPLE ESPECIALLY WHEN THEY ARE UNDER DURESS. DOES THE END JUSTIFY THE MEANS? > > ABSOLUTELY NOT. I WOULD EAT MY WORDS IN SIX MONTHS TO A YEAR IF SOMETHING IS DIFFERENT BUT HONESTLY RIGHT NOW HE IS WORKING WITH A BARE-BONES CREW, A CREW THAT DOES NOT APPEAR TO BE DIVERSE, A CREW LOOKING LIKE THEY ARE GOING TO BURN OUT. HONESTLY A NUMBER OF PEOPLE I KNOW WHO HAVE CONTINUED WITH TWITTER ARE LOOKING AND THEY ARE JUST LOOKING FOR THEIR NEXT BEST OPPORTUNITY. I THINK THE LANDSCAPE OF EMPLOYMENT HAS CHANGED CONSIDERABLY SINCE COVID. NO ONE WANTS TO WORK UNTIL THEY DROP ANYMORE. IT IS JUST NOT THAT TYPE OF EMPLOYMENT LANDSCAPE. I UNDERSTAND ELON HAS HAD PEOPLE WHO STICK ALONG WITH HIM FOR THIS RIDE FOR A SHORT DURATION BUT I DO NOT BELIEVE HE HAS CREATED ENOUGH GOODWILL OR HE HAS A GOOD ENOUGH REPUTATION EVEN WITHIN TESLA TO BRING PEOPLE FROM TWITTER WHO HAD REALLY DEDICATED THEIR SKILLS AND EVERYTHING TO TWITTER TO BRING THEM ALONGSIDE WHAT HE IS TRYING TO DO. HE IS NOT COMMUNICATING ENOUGH. HE IS NOT SHOWING THE ROADMAP TO EVERYONE. THE THINGS HE HAS DONE FROM LAYING OFF PEOPLE AT THE TOP FROM ALL THE WAY DOWN WITH NO SEVERANCE, AND A. IT IS NOT A WAY TO KEEP A COMPANY GOING. CAROLINE: JUST TO PLAY DEVILS ADVOCATE, YOU SAY THE LANDSCAPE HAS CHANGED BUT THE ECONOMIC LANDSCAPE IS CHANGING WITH IT. BEFORE WE REALLY HAVE THE PENDULUM SWING IN THE DIRECTION OF TALENT, OF EMPLOYEES. NOW WE HAVE A SLOW DOWN AND PEOPLE ARE MORE FEARFUL OF THEIR JOBS. IS THERE A RISK THE FOCUS ON DIVERSITY, INCLUSION, THE REALIGNMENT OF WHAT WE THOUGHT OUR PURPOSE FOR WORK WAS DOES SHIFT AS WE START TO GET MORE FEARFUL? > > I DON ' T THINK IT WILL SHIFT. I THINK SOME THINGS WILL TAKE A PAUSE. I DEFINITELY BELIEVE BUDGET IS WITHIN THE DNI SPACE, THE BUDGET IS WITHIN THE CULTURE SPACE IS GOING TO PAUSE. IN SOME COMPANIES THEY BELIEVE THAT IS NICE TO HAVE VERSUS A MUST HAVE. IN TERMS OF WHAT WE NEED FROM A BARE-BONES PERSPECTIVE TO HAVE A COMPANY RUN WHICH IS TOP TALENT, TOP TALENT CAN GO ANYWHERE. THE QUESTION IS WHY WOULD THEY WENT TO WORK FOR YOU? YOU WANT AT THIS POINT IS NOT OFFERING -- THE LINE AT THIS POINT IS NOT OFFERING INCREASED SALARIES, LOOKS ABILITY. HE IS SAYING INTO THE STREAM I HAVE OF HOW I CAN MAKE TWITTER SOMETHING EVEN BETTER THAN IT ALREADY WAS AND I DON ' T KNOW IF HE HAS A LOT OF PEOPLE ALONG FOR THE RIDE. IN TERMS OF THE OTHER TECH COMPANIES THERE IS SOME TECH COMPANIES WHO HAVE DONE IT RIGHT. I THINK THAT YOU DON ' T ABANDON THESE PRINCIPLES BUT SOMETIMES YOU DO NEED TO TAKE A PAUSE BUDGET TERRIBLY TO FOCUS ON OPERATIONS.

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