California and Washington notices list 2,631 positions at 12 technology companies with scheduled layoff dates still ahead as of October 12. If you are hiring from one of these teams, the useful information is the company, location and date. A headline total cannot tell you when a particular candidate can start.

This is a calendar of selected public notices, not a count of completed separations or a fresh announcement of 2,631 cuts. Several notices were filed in August or September. The next listed date in this selection is October 18, and the last is December 16.

What the 2,631 includes

The California EDD workbook, covering notices processed through October 7, contributes 1,652 positions across 16 site rows. The current Washington WARN table, checked October 12, contributes 979 positions across six rows. Together that is 22 rows and 14 company-state actions, since Uber and Oracle appear in both states.

I have grouped software, internet, cloud, devices, chips and payments employers here. That editorial selection includes Apple, Amazon, PayPal, Uber, Oracle, Workday, Magic Leap, Synopsys, Qualtrics, TikTok's TT Commerce & Global Services, Expedia and Microsoft. It excludes biotechnology and contract electronics manufacturing. It is not a complete census of every technology employer or every future layoff in either state.

EDD's industry labels also differ from that selection. Apple and Oracle appear under manufacturing, PayPal under finance and insurance, and Uber under administrative and support services. The company names and site rows are the basis for this calendar, rather than one industry-code filter.

The dates and locations

These are the effective dates in California's workbook and the layoff start dates in Washington's table. Counts describe the positions listed in those notices.

  • October 18: Qualtrics, Seattle, 117. Washington received the notice September 2.
  • October 19: Apple, Cupertino and Sunnyvale, 147. Three California rows contain 79, 28 and 40 positions. The notice date is August 20.
  • October 19: TT Commerce & Global Services, Bellevue, 75. Washington received the TikTok-related notice August 18.
  • October 20: Amazon, Sunnyvale and San Francisco, 148. California lists 70 and 78 positions, with August 28 notice dates.
  • October 30: PayPal, San Jose, 251. The California notice date is August 31.
  • November 2: Uber, Bay Area, 390, and Seattle, 93. California's four rows contain 94, 43, 151 and 102 positions. Both states' notices date to September 2.
  • November 13: Oracle, California, 441, and Seattle, 359. The California rows are Pleasanton 63, Redwood City 279 and Santa Clara 99. The notice date is September 14 in both states.
  • November 21: Expedia, Seattle, 58, and Microsoft, Redmond, 277. Washington received both notices September 22.
  • November 30: Workday, Pleasanton, 142. California lists a September 29 notice date.
  • December 1: Magic Leap, Sunnyvale, five. The California notice date is October 1.
  • December 16: Synopsys, Sunnyvale, 128. The California notice date is August 31.

The earlier Uber Bay Area report and Oracle notice review cover parts of this calendar. Including them here does not make them newly announced cuts.

Read the notice before interpreting the number

The Uber Washington letter describes 93 affected employees, including people assigned to Seattle and people working remotely in Washington. Its title attachment includes software engineers, cloud engineers, product managers and technical program managers. Those titles help you understand the work affected, but they do not establish anyone's availability or interest in your opening.

The TT Commerce letter makes its 75-person total conditional: that is the affected count if none of the employees finds another position internally. Employees can apply for other roles at the company. October 19 is the scheduled separation date for employees who do not find or accept an internal position. Treating all 75 as confirmed external job seekers would miss that qualification.

Workday's September 29 SEC filing describes a reduction of approximately 2.5% of its current workforce, primarily in Product and Technology. It also says the company will continue hiring in key strategic areas in fiscal 2027. That company-wide percentage and the 142-person Pleasanton notice have different populations. Neither tells you the number of openings available today.

What I would ask a candidate

Start with the work they owned and the role they want next. Then ask which location they worked from, whether they are pursuing an internal move, and what start date they can confirm. A public notice provides context for that conversation. The candidate provides the answer.

For a hiring manager, the practical opportunity is to explain your team's problem clearly and keep interview feedback moving. Do not assume that a named employer, a senior title or a scheduled separation date proves a match. These records are useful for understanding timing. Your hiring decision still depends on the person's experience, goals and interest in the actual work.