I worked for a company that was acquired by Vista. Was there for a few years before the acquisition and ~18 months after. I'll just say this - whatever Vista'

I worked for a company that was acquired by Vista. Was there for a few years before the acquisition and ~18 months after. I'll just say this - whatever Vista's top secret directives are, they didn't seem to have any sensible directives around employee retention for individual contributors. IMO their policies actually encouraged people to leave. The team I was on lost 6 people in 6 months and it became comical to watch my manager try to hire people as upper management constantly froze/unfroze hiring, destroying hiring pipelines and providing a terrible experience to some great candidates. I've kept in touch with quite a few of my colleagues from those years and there's a clear pattern. People who have left (including me) have gotten promotions, large pay raises, are working for companies with better brand recognition, etc. People who stayed are doing the same jobs for basically the same pay, but have a much higher workload to fill all the gaps that came from multiple rounds of layoffs and higher than expected (the CEO stated this in an all-hands call) attrition. Lesson I learned in all this: Private equity acquisition = Immediately find a new job. If you have a good manager ask them to lay you off so you get a severance package and help the manager hit their headcount reduction quota. Unless you are in a privileged position, you're not going to get anything for sticking with the company through tough times.