[kh9000]

I assume this voluntary retirement offer will be something like 2 weeks of pay per year of service, plus maybe 16 weeks. And you get to keep your unvested stock. If that's not too far off, you'd expect a principal engineer's gross expected value to be something like 800k from such a move. It seems like the net opportunity cost of accepting the VR would play out like:

1) you lose 1 or 2 million net, in the scenario where you would've otherwise stayed working 4 more years. 2) you lose ~200k net, in the scenario where you get another comparable job, but the job search takes 9 months. 3) you come out ahead if you were about to retire/get laid off anyway.

So, I don't think this plan is going to eliminate a random sampling of senior folks. The folks who accept this offer will tend to be ones that don't super enjoy the work itself, or ones that anticipate bad rewards or impending layoff.

In other words, I doubt it will be a sweet enough deal to entice the already-rich, high performing principal engineers, or the passionate nerds who are just there because they want to be.

[Bakermonster]

I'm in Seattle and used to work at MSFT, along with many others at where I work currently.

The details still haven't been given out to anyone, but I had drinks with someone who is thinking of taking the offer based on what they know. While no one has been told explicitly that they are on the list yet, this particular individual has been there more than long enough and is of the age where this actually makes sense to them.

What is known: 1. 2 years salary 2. RSUs are fully paid out, over standard timeline 3. No restrictions if someone chooses to find work elsewhere (do not compete is now illegal in WA) 4. We didn't discuss healthcare, but I'd assume its the same as salary (2 years)

[lotsofpulp]

> 3. No restrictions if someone chooses to find work elsewhere (do not compete is now illegal in WA)

Non-competes are still legal until Jun 30, 2027 for employees earning more than $127k.

[laughing_man]

I've been through a few rounds of voluntary buy-outs at a big tech company. By far and away the people most likely to take the package are the people who aren't bothered by the prospect of finding another job. Some of them are delusional, but in most cases these are the younger, more dynamic employees with marketable skills who will be difficult to replace.

The people you'd want to see go, people who have been there forever and have gotten overly comfortable, people who may even hate their job, tend to stay because of 1) skill atrophy and 2) a (valid) concern about age discrimination.

Based on my own experience I don't think I'd ever do a voluntary buy-out were I running a company. The company comes out ahead when managers do their job and make the hard choices.