But the question is how do you reduce? How do you decide who to keep, when whittling down to ~100 from 4000 (or whatever the current number is)? From my experi

But the question is how do you reduce? How do you decide who to keep, when whittling down to ~100 from 4000 (or whatever the current number is)? From my experience, this type of re-org leaves the resultant company unsustainably top-heavy. I recently left a company who downsized but refused to hire anyone "junior level" because their pivot "requires all stars". And we all know, when everyone is a senior, no one is...