In May, we eliminated a number of roles at Syndio as part of a company redesign. One of the people we let go was Jonathan Vidales, a labor economist who had been with us for five years.
Around the same time, we redefined other jobs and asked those employees to take on more responsibility and a quota. We assumed they wouldn’t blink. These were leaner times. Jobs were harder to come by and the pendulum had shifted back toward employers. For those employees, we assumed, staying in a beefed-up role with a higher earning potential would be a no-brainer.
Right?
Wrong.
Within a few months, several of the people I had expected to keep resigned. Suddenly, in our push to be more efficient in the age of AI, we lost some of the very talent we needed.
The good news: Jonathan came back. In August, he applied for one of our newly-opened roles, and we rehired him. On a Zoom call, he told me sheepishly that coming back felt like “sneaking back in the house after I got kicked out.”
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We współpracy z: https://fortune.com/2026/08/27/we-laid-him-off-then-we-hired-him-back/
