Meta AI Workforce Plan: 60% Team Cuts Considered, Then Pulled Back

Meta considered reducing the size of some teams by up to 60% as part of its AI workforce strategy, but later pulled back from a planned second restructuring round after AI agents failed to deliver the expected productivity gains, according to a Reuters investigation.

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Meta’s AI Workforce Strategy

The internal programme, known as Project OT (Organisation Transformation), was designed to change how Meta’s teams worked by using AI agents for more tasks and allowing smaller groups of employees to supervise the technology.

The 60% figure refers to scenarios considered for some teams. It does not mean Meta planned to cut 60% of its total workforce.

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Meta told Reuters that Project OT was focused on reducing costs, changing team structures and moving employees into priority areas, including AI-related work.

Meta carried out an initial workforce reduction of about 10% in May. A second restructuring wave planned for November was later abandoned, Reuters reported.

AI Agents Failed to Deliver Expected Productivity

A key challenge was the performance of AI agents. Internal assessments reportedly showed that the technology was not producing the level of productivity improvement that Meta had expected.

Employees also raised concerns about the impact of AI on their jobs and team structures. Resistance and morale concerns added to the difficulties of implementing the company’s AI workforce transformation plans.

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• Meta explored scenarios involving up to 60% reductions in some teams.
• The figure did not represent a planned 60% cut to Meta’s overall workforce.
• An initial workforce reduction of about 10% took place in May.
• A second restructuring wave planned for November was later abandoned.
• Meta continues to invest heavily in AI despite the challenges with AI agents.

What Meta’s AI Strategy Means for Jobs

The developments indicate the challenges companies face when introducing AI in the workplace. While AI agents can automate some tasks, their current performance may not always support immediate large-scale workforce reductions.

For HR leaders, the Meta case shows why AI-led workforce planning needs to consider productivity, employee skills, job redesign and adoption. Organisations may need to test AI systems in real work settings before making major changes to team structures.

The development also adds to the wider debate around AI and jobs. Instead of treating AI only as a tool for reducing headcount, companies may increasingly focus on how employees and AI systems can work together and how jobs will change as the technology develops.