In practice, this is an extraordinarily delicate and dangerous process. Suppose you are a CS professor at the sort of no-name university that this article is t

In practice, this is an extraordinarily delicate and dangerous process. Suppose you are a CS professor at the sort of no-name university that this article is talking about. Odds are, you're more than qualified for a lot of industry roles (and have former students who would hire you on without blinking). Also, those industry roles have much higher salaries than your teaching gig. However, you stay at No-Name U. because it's a pleasant life and you enjoy teaching. Then admin comes along and chops half your tenured colleagues. Suddenly, No Name U. is a hellish place to work. Time to leave. Now multiply that across all of the faculties that have private sector options. Now notice that those are exactly the majors that are difficult to recruit faculty for in the first place [1] and, moreover, are exactly majors that students are interested in these days. That's the risk. At universities, cutting back means firing people. And firing people means low morale. And low morale means losing exactly the people who were going to power your turn-around story. [1] https://cra.org/articles-addressing-shortage-of-cs-professors-across-many-institutions/ https://cra.org/articles-addressing-shortage-of-cs-professor...