#Program: 辦公室英文亂亂講 – bloodbath 及 brain drain
#History: May 13, 2009 rusin first release
#經濟不太好, 這兩個字應該還蠻好用的 XD
#今天矽谷內線的新聞都圍著 AOL 的 Sale Boss 請了十幾個 sales 部門的人走路, 並把自己人馬從 Google 挖角過來的消息. 新聞形容這個動作是 bloodbath (大屠殺), 請看以下新聞
The AOL Ad Sales "Bloodbath" Of 2009
Update: New sources tell us AOL is firing as many as two to three times as many people as we first reported, all from sales and marketing. Who goes and who stays was determined strictly by past sales performance, one source says.
Earlier: Time Warner's (TWX) online subsidiary AOL fired 17 people today, multiple sources confirm.
The reps ranged in experience from two to ten years and all came from AOL's Platform-A.
"From what I'm hearing the state over there is panic shock and chaos. It was a bloodbath," says a source.
Remaining sales reps have already been told the laid off reps will be replaced with nine new ones -- "most likely from Google."
New AOL sales boss Jeff Levick and new AOL CEO Tim Armstrong come from Google (GOOG) and it's no surprise they'd want some of their own people.
Layoff meetings began at 9 a.m. ET and will go till 11 a.m. Management plans to hold a meeting with remaining reps at 2 p.m.
#AOL 自幾個月前就已經從 Google 挖角了 VP of Sales 過來當 AOL 的 CEO, 現在從 Google 挖來的 Sales Boss 又有大動作把 Google 人馬調過來. 除了這兩個人, Google 還出走了不少人才, 矽谷內線有一篇專門針對 Google Brain Drain (人才流失) 的狀況作報導, 請看以下新聞:
The Google Brain Drain
Google's (GOOG) talent continues to trickle out the door. The most recent departure: David Rosenblatt, the former DoubleClick CEO who has recently led Google's display advertising business.
But Rosenblatt is just one of several important Googlers who's recently left the company, including former ad sales boss Tim Armstrong, now the CEO of AOL; a few international execs; design and product leads; and Larry Brilliant, the guy who ran Google's charity arm.
We can't think of a time in Google's ten-year history that so many executives have left in such a short period.
Is there a reason for the turnover? One departed exec speculates that there just isn't enough room for growth at Google. Execs want more "horizontal" control over the organization and Google's upper management likes to keep people locked into vertical roles. Either that, or "there's so much talent at Google it's difficult to keep everyone."
The good news is that it doesn't really matter. Every company loses talent, especially a company like Google that's reaching maturity after a high-growth boom. Google is still in great shape.
Each employee, of course, has different reasons for leaving. Many, like Rosenblatt, Armstrong, and Sukhinder Singh Cassidy, want to become CEOs -- which isn't going to happen at Google. Others wanted a change of scenery and attitude. And yet others collected their checks and went to the beach, such as former CFO George Reyes.