To validate your gut feeling here, it is very strange for a manager to stop having 1:1s with their reports just because the team has a new lead. As others have

To validate your gut feeling here, it is very strange for a manager to stop having 1:1s with their reports just because the team has a new lead. As others have said, your best option is to do two things at once: look around, and voice your concerns. You clearly don't like the environment; even in this market, there are lots of other options; why not explore those options? Reach out to friends, ex-colleagues, whatever. In the meantime, make it clear that you feel unsupported and unrecognised, and that these are dealbreakers for you if not fixed quickly and decisively. If your manager doesn't listen, set up a skip-level meeting. If your skip-level doesn't listen, well, that's an even better sign that you should be planning your exit. If either of them do listen, you have a strong chance of either a) getting a raise and renewed support or b) understanding the situation better (which, though it doesn't always solve the situation, can remove some stress / toxicity from it.) If you feel you deserve the lead role, say that directly! Provide evidence to support your position - not just technical things you've built / shipped, but also (especially?) anything where you've helped organise work for others, or communicated changes outwards, or worked with Product / Design effectively, etc. As a small counterpoint: if you feel that you've been doing an extraordinary amount of effort, and they just cut a bunch of people, it may be that the team does need an extra person! No one should be in the position of needing to put in extraordinary effort for 3 years. For the vast majority of people, that leads to burnout; this is especially true in the stressful environment of mass layoffs, where people are often asked to do extra work to cover for their coworkers who were fired.