Today I shared the difficult news with our team that Vimeo is reducing our workforce by 6%, in order to give ourselves the financial flexibility to come out of this economic downturn a stronger company. While it might seem like we’re just another tech company confronting this new reality, there is no comfort in being one of many. Our people are what make Vimeo great, and losing any of them is a personal failure that I feel deeply. It’s a sad day having to tell colleagues you care about that their job has been impacted by events beyond their control. We have truly incredible people leaving us. I have worked with many of them side-by-side over the years, and it’s because of their work that Vimeo has innovated and scaled. So I’d like to ask the extended Vimeo community of employees, alumni, partners, users and supporters to consider this talent pool in your next hire. If you know of an opportunity, please reach out to vimeotalent@vimeo.com so our team can connect you with anyone relevant who is leaving us. For Vimeans, we will look to honor our colleagues’ contributions by continuing to build Vimeo to transform the way people communicate with video. Our leadership team and I are all in: on our strategy, our ability to win in an enormous and early market, and our commitment to building a world-class business. As a company we will continue to adapt, be resilient, and prove our beliefs— that sometimes means hard choices, which we will always make with care, empathy, and a long-term view. I’m posting the full text of my internal email to employees here, and will be focused today on my colleagues and on moving Vimeo forward.
Hi Anjali Sud, Letting people go it not easy. And we appreciate your attempt to support employees being let off. ICF MUMBAI CHARTER CHAPTER has announced PROJECT MAITRI-coaching support for professionals impacted by layoffs. Please do share this with your Talent team and impacted employees. As a PROJECT MAITRI participant you can avail of 2 pro-bono, one-on-one virtual coaching sessions, with a professional ICF ( International Coaching Federation) coach. In these sessions, you will be able to hold conversations, express doubts, ideas, and thoughts, and think of solutions and alternatives. The conversations will be held in the strictest confidence. HOW WILL THIS HELP: These personalised coaching sessions will give you: ● A confidential space to process the unprecedented happenings in your career ● Clarity and understanding to deal with your present situation ● Identify your strengths, and areas of improvement and create a goal journey ● The confidence to move forward Registration link https://forms.gle/Ut3bpJronavxLDPW7 Registrations close on Mar 31st, 2023 Click the URL below to know more about how coaching can help https://youtu.be/nTLdryIv8O0
Jim Silva
2y
Maybe when your clients pay $1k annually to be a producer you provide actual support and service. An account reset shouldn't take an hour AND COUNTING while on location missing the live event that was to be broadcast. and you're wondering why you had to make this decision???
Tim Riddle
2y
So I just got off the phone with a sales rep from Vimeo. I was expressing my concern over pricing increasing by 300% and service reducing by 80%. I asked if this was their way of saying "Screw you, we don't care if you use Vimeo or not" and she said "Yes". Then I asked to speak to her manager and she said she could not do that. I asked for the manager's name and she refused. Vimeo, you are not the only option.
Eryn Anitavi
2y
I have such respect for leaders who post messages like this. There are so many layoffs and companies who step up to help their team find new homes are in the minority. Kudos to you for being one of the few. 🙌
Aaron Spence
2y
Cailean Bailey
Anjali Sud When a large enterprise corp. has layoffs (and in Vimeo's case, based on my calc, approx. 86 of your approx. 1500 emps were affected) Does that amount of team members really affect your bottom line, long term? Whether we're facing a recession, a pseudo-recession, or nothing, yet TBD. I'm questioning if there isn't an alternative strategy to review other costs that can be minimized (or omitted) to keep the people who have put so much heart & effort into the very business that is cutting ties w/them. In all due respect, it's just a thought, but we all know that execs tend to make a lot more money vs the rest of an org's workforce. Does it make sense to defer, cut or minimize bonuses/extreme comps to keep all of the high-performing team members intact until things get back to normal? It's one thing if you have to let go of a more substantial number of emps, because there is no other feasible way, but 6% of your workforce, which is a small number relative to your size, in addition to being a publicly traded company. I'm just perplexed that this is the only solution that the company (& other companies at a comparable size/ stature in a similar scenario) can come up with. Would love to hear your and others' thoughts?
I am sorry to hear about this. We are looking for great talent to join STRATIS IoT, a RealPage company. We are building nextgen smart building solutions for multi-family properties. We are hiring for Product Manager, Technical Writer and QA roles. Feel free to reach out to me on LinkedIn to learn more.
Zach Fiebke
3y
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2yletting people go is not easy, I agree Anjali Sud. Hope it all work out and no other wave of layoff will happen