A Comprehensive List of 2025 Tech Layoffs – Companies and Impacts

Recommendation: 管理者应专注于将人才重新部署到增长型项目中，侧重于高价值岗位，尽量减少裁员总数，并利用收益信号来指导决策。六月份，监测欧洲范围内的动态，并通过记录哪些职位被取消以及哪些职位具有价值来为裁员浪潮做好准备，以便您可以在保留核心系统和动力的同时快速重新分配员工。.

分析视角： 将角色映射到人工智能、云平台和区块链项目等增长领域；审查 elevenlabs 驱动的功能及其对产品线的影响。使用盈利趋势来衡量总体范围，记录已淘汰的内容，并关注亚马逊相关的发展。追踪增长最强劲的领域，并设置在欧洲及其他地区重新部署的顺序。.

Operational steps: 通过内部调动、技能再培训和项目轮换，为重要员工创建透明的流动路径，并使用专门的网站门户发布职位空缺。让管理人员参与快速决策周期，以保持士气并减少不必要的裁员。利用螺栓驱动的推荐网络来扩大候选人范围，并缩短剩余职位填补的时间。.

上下文和信号： 在欧洲及其他市场，从扩张到盈利的转变显而易见，盈利下降且非核心产品部门面临招聘冻结。Getty 报告和公开数据强化了这些模式，而各公司都在调整以符合长期增长轨迹。对团队的总体影响可以通过离职率、减少的跨职能协作以及为保持发展势头而形成的新合作伙伴生态系统来衡量。.

网站所有者和高管的最后提醒：跟踪非传统中心正在发生的事情，并确保裁员叙述保持准确，从而最大限度地减少声誉损害。 准备一份季度更新，总结受影响的业务线，包括哪些被淘汰以及哪些保持了发展势头，并在网站和公共渠道上发布。 关注6月份的欧洲市场，并与团队和经理保持透明沟通。.

核心玩家、实景特效、后续步骤

建议：优先保留关键岗位员工；将规划资源重新分配至高需求岗位；启动向营收增长的转变；发布公告以告知团队；保障健康福利；重组财务。.

当前需求在健康、医药、情报领域仍然最为强劲；二线团队已解散；创始人罗宾逊指导转型；部分员工已被裁减；其余员工得到保留；图像用于内部规划；网站更新暂停；Fiverr 合作缩减；收入目标收紧；法律审核正在进行中；员工被重新分配至核心任务；招聘失误因速度得到缓解。.

下一步：精益计划，快速人才盘点，确定裁撤岗位，将预算重新分配至医疗、医药人才渠道，监控需求信号，通过简易仪表板跟踪指标，每周更新通知；如果收入改善，小幅递增招聘；标记已实现的重要节点；继续当前规划周期。.

今年有哪些公司宣布了裁员？

建议：实施一项计划，通过有针对性的重组来削减运营成本；从非核心业务入手；利用人工智能驱动的工具来提高效率；目标是节省数十亿美元；保持对核心产品的关注。.

• Shopify：重大重组；负责人概述降低运营成本的计划；从非核心团队开始；人工智能驱动的自动化支持剩余劳动力；以下措施旨在节省数十亿美元；由高管所有；目标是精简、更高利润的平台。.
• 位于黑措根奥拉赫的品牌：由 Artemis 支持的集团公司参与；关闭非核心业务线；尽管收入保持稳定，但节约需求上升；该计划优先考虑优化供应链；行动顺序将核心产品放在首位；所有权仍归母公司所有。.
• 区块链主导的食品平台：食品行业的参与者探索通过数字账本试点降低成本；首席执行官们强调运营节省；从物流自动化开始；尽管结果各异，但随之而来的是薪资方面的中断；该计划旨在节省十亿美元；人工智能驱动的洞察力指导决策。.
• 大型企业内的其他部门：在信息披露后，重组工作侧重于相关部门；运营预算缩减；核心产品受到保护；步骤顺序强调效率提升；所有权仍归母公司所有；目标集中于长期弹性。.

地理分布：2025年裁员发生地

直接重新部署和再培训，以保护受灾最严重地区的优秀人才并保留核心能力；设置一个 goal 通过将技术人员转移到增长领域，例如最大限度地减少净亏损 fintech 以及智能制造。.

北美占 dozens 行动，其中美国西海岸引领着浪潮，加利福尼亚州，, 俄勒冈州 华盛顿首当其冲；; 俄勒冈州 受影响的州政府办公室总数 十一, ，突显了对运营和本地招聘策略至关重要的区域集中度。.

Across 欧洲, ，类似的浪潮也波及伦敦、柏林、巴黎和阿姆斯特丹等城市中心，受成本结构审查、监管转变和需求变化等因素驱动； 各国模式因政策支持和产业结构而异，办公室集中在主要大都市中心。.

在亚太地区，计数较小但真实，新加坡、德里-孟买走廊和墨尔本都进行了调整，反映出 fintech 和 gaming 足迹的曝光；如果得到有针对性的激励措施和当地伙伴关系的支持，这些市场将显示出韧性。 competitors and partners.

行业结构揭示出不同的发展轨迹： fintech 和 gaming 各部门面临更严格的资金和整合，而智能设备和雪佛龙相关的能源邻近服务则呈现更稳定的发展态势；总体模式倾向于通过重组来保留关键能力，同时出售非核心资产。.

来源：数据来自公开文件、公司声明和网站聚合；此 history 和 analysis generate practical guidance for ongoing efforts on the ground; elevenlabs tooling supports the workflow, while voices like paul 和 kelly emphasize timely communication to minimize disruption and protect offices and talent; getty imagery is referenced for timeline context.

Key moves for management: strengthen rehire pipelines in 欧洲 and the Oregon corridor, boost cross-border transfers, and align communications on the website with transparent regional dashboards; use these signals to guide investor discussions and to demonstrate resilience across state-level markets and across offices.

Functions Most Affected: R&D, Marketing, and Operations

Recommendation: preserve mission-critical roles within R&D; Marketing; Operations in areas most affected; implement a tiered cost plan; reallocate budgets toward high-potential programs; stage late rounds of reductions with clearly defined milestones; focus on the most valuable capabilities; keep the workforce lean yet capable; generate value by cross-training within artemis initiatives; drive decision-making using february; july review data; monitor costs alongside potential ROI; ensure the offer for critical roles in francisco, israeli, australian, poland hubs remains; view challenges as opportunities; fourth quarter history informs current strategy; rounds of reskilling yield better outcomes; gupshup customer demand guides area prioritization; decision makers, including lauder, will value transparent metrics; the worlds footprint narrows to hubs with critical expertise; this approach protects essential knowledge areas while minimizing costs.

Financial and Market Triggers Behind the 2025 Layoffs

Recommendation: prune discretionary costs in Q2; preserve growth engines; accelerate profitable investments.

Market signals point to tighter liquidity; slower top-line expansion; current cost structure features rising logistics, inputs; hours spent on non-core initiatives cut margins; count of hires slowed; former bets on expansion paused; business stability remains the aim.

Regional data specifics: oregon stores show a 6% year-over-year drop in same-store sales; states across the US reflect a 4% decline in discretionary spend; british retailers reduced capex by 9%; dive accompanies this shift.

Strategic actions include sharpening marketing focus on core channels; digital investments show ROI compression; shifts toward stores modernization; growth remains achievable, achieving momentum via full alignment.

Provided by newsroom statement: coty reports continued efforts; sophos supports a parallel path; founder guidance remains influential, though structures shift toward mature channels for growth.

In current program metrics, cost savings target count exceeds 200 million annually; costs reduction measures include headcount freezes; renegotiated supplier terms; process automation within systems; these aim to fully realize profitability by year-end.

Key teams must align operational priorities with cash flow targets.

Employee Support and Transitional Measures Post-Layoff

Launch a 45-day outplacement package featuring paid coaching; resume optimization; interview simulations; direct introductions to partner employers; continued health coverage during the transition.

Build a move-ready toolkit for associates: job-search playbook; updated resume templates; conversational interview prep; flexibility in notice policy; mental health resources; exit ceremony with acknowledgement of contributions.

Partnering with outplacement firms, universities, accelerators accelerates placement; measure outcomes against best benchmarks from competitors; aims to reduce unemployment duration while protecting profitability for the broader workforce.

Offer remote roles in poland; extend flexibility in work arrangements; moving resources to relocation support; provide solar energy stipends as part of benefits.

Raised severance reserves; share updated metrics on profitability; maintain chief executive transparency; provide career path options; use a conversational tone to reduce anxiety; aims to preserve growing trajectory; implement late-notice options with extended transition time; sustain morale.

Track quarterly metrics: placement rate within 90 days; satisfaction scores; compared with competitors’ best practices; adjust programs to boost profitability; increase resilience.

Develop a focused retraining track for a developer to transition into senior roles; provide mentoring; paid training; monitor outcomes.

Sharpen candidate readiness for key roles; run targeted micro-skills sprints; link to hands-on projects; track progress; align with automattic-style transparency.

Show economic resilience by reallocating resources toward growth; share updated plans; outline insights obtained from post-layoff surveys; compare outcomes against industry benchmarks.