An analysis of LinkedIn profiles by the Financial Times suggests that Twitter lost approximately 12% of its workforce—over 450 employees—in the year after becoming a public company. The actual number is likely underestimated, as not all employees maintain a LinkedIn profile.
When asked to comment, a Twitter spokesperson stated, "the impact that Twitter has all over the world, helps us in attracting the best employees.”
A Wave of High-Profile Departures
The employee exodus began in mid-2014, coinciding with the demotion of its chief financial officer and the departure of Chief Operating Officer Ali Rowghani. It included numerous senior-level employees, signaling potential instability within the company's leadership ranks.
Notable departures included:
- Gabriel Stricker, Head of Communications
- Chloe Sladden, Vice President of Media
- April Underwood, Director of Product
- Vivian Schiller, Head of Journalism and News Partnerships
- Rishi Garg, Head of Corporate Development
Understanding the Causes of Turnover
This period of high employee turnover at Twitter was not unexpected, given the external and internal pressures facing the company. Observers pointed to several contributing factors that can impact any organization.
Leadership and Reputation
The company developed a reputation for chaotic transitions, which can be detrimental when trying to attract and retain talent. The departure of key executives often signals internal disruption.
Culture and Diversity
Commentators had been critical of Twitter's "brogrammer" culture and its perceived lack of diversity. These cultural elements can alienate employees and make it difficult to foster an inclusive environment where people want to stay and grow.
External Pressures
Analysts were not satisfied with the company's growth in revenue and users, creating a high-pressure environment. This external scrutiny can translate into internal stress and uncertainty for employees.
The Broader "Talent War"
The challenges at Twitter highlight a persistent issue in competitive job markets. As noted by RecruitFi CEO Brin McCagg, "We are on a talent war, and we have to promote the brand to get applicants interested.” In tech hubs like Silicon Valley, a limited talent pool means companies must fiercely compete to attract and retain top performers. A negative reputation for culture or stability can significantly hinder these efforts.