I Was Terminated- Affirm
First and foremost, I knew termination was probably coming. My manager, FJ, had raised performance concerns, although I had already become unhappy in the role and was actively looking elsewhere.
Honestly, Affirm was one of the worst places I have worked. Between the compensation structure, the lack of a guaranteed 401(k) match, the internal processes, and the overall developer experience, it often felt like I spent more time chasing people down and navigating bureaucracy than actually building and shipping software.
For context, I joined Affirm in November 2025 as a Software Engineer II within the Engineering org. Prior to joining, former recruiter TP informed me on October 14, 2025 that I would be reporting to one of the director’s of engineering, SE. However, on my actual start date, I was unexpectedly reassigned to report to FJ instead. Later, HR gave one explanation for the reassignment, while management gave a different explanation entirely. That immediately raised concerns for me regarding transparency and consistency.
During January 2026, I filed a formal HR complaint regarding what I believed was inappropriate escalation and targeting surrounding a new hire event incident involving LK. According to my complaint, despite proactively communicating that I was ill and despite there being no indication the event was mandatory, the issue was escalated directly to my manager and engineering leadership instead of simply reaching out to me first. I also noted in my complaint that I was the only African American female in attendance and that I felt disproportionately scrutinized afterward.
Around March 27, 2026, my midyear performance review acknowledged that my results were “Strong,” while simultaneously rating behaviors as “Inconsistently Demonstrates.” Importantly, I was never placed on a formal PIP, never given structured performance timelines, and never placed under formal disciplinary action.
On April 1, 2026, I notified HR that I intended to pursue internal mobility opportunities within Affirm. On April 10, 2026, HR representative AP informed me that I was not eligible for internal transfer because I was allegedly “not in good standing.” However:
- I was not on a PIP.
- I was not under formal disciplinary action.
- HR acknowledged those facts.
I had been told I could apply before reaching six months of tenure.
I requested clarification regarding what policy was actually being applied because the written internal mobility documentation referenced formal PIPs or disciplinary action as disqualifiers, neither of which applied to me.
On April 10, 2026, I also sent a formal demand for settlement and request for mediation to KA, Affirm’s Chief Legal Officer. In that letter, I formally asserted claims relating to race discrimination, hostile work environment concerns, inconsistent policy enforcement, retaliation concerns, and lack of transparency in management decisions. I also demanded preservation of evidence including Slack messages, emails, performance documentation, HR investigations, and internal communications.
That letter additionally proposed either:
A constructive resolution involving internal mobility and mediation or a negotiated separation package. I requested a written response by April 17, 2026 and stated that absent a response, I would pursue arbitration and/or an EEOC complaint.
On April 17, 2026, I escalated the matter further in writing to KH and KA. In that letter, I specifically documented concerns that performance related communications suddenly became more detailed only after I began questioning the internal transfer denial. I also stated concerns that those communications appeared retaliatory in timing.
On April 20, 2026, I submitted another formal complaint documenting concerns involving inconsistent explanations from management and HR, denial of internal mobility, alleged disparate treatment, lack of transparency, and hostile work environment concerns.
Fast forward to this week.
I attended a meeting with BL, Employee Relations, and KH, Senior Manager People Business Partner. During the meeting, HR informed me that their investigation found no evidence of discrimination or wrongdoing. Shortly afterward, BL left the call and my manager, FJ, joined. FJ then read what appeared to be a scripted termination statement and terminated me on the spot.
Ironically, I was still actively on call while being terminated and was receiving production pages during the process. Almost immediately after the meeting concluded, my company access, accounts, and laptop were locked.
Oddly enough, I was more relieved than upset. I genuinely disliked the work environment and had already been attempting to leave the team through internal transfer opportunities, which had effectively been blocked because I was allegedly “not in good standing.” Again, no formal PIP was ever issued to me.
At the time of termination, I was also preparing to take FMLA leave and my manager was aware of that.
Following termination, Affirm presented me with severance paperwork. The offer included:
Roughly two weeks of continued pay and benefits through June 1, 2026.
A severance payment of approximately $15,384, which they stated represented approximately five weeks of salary.
A COBRA and benefits stipend of approximately $2,302.
All contingent upon signing broad release of claims provisions, confidentiality language, cooperation requirements, and arbitration related agreements.
The documents also included provisions requiring confidentiality regarding the severance terms, ongoing cooperation obligations, waiver of essentially all employment related claims, and mandatory arbitration requirements.
Importantly, no severance agreement, supplemental release, confidentiality agreement, or release of claims was ever signed by me.
After I anonymously discussed my experience online and discussed the severance numbers generally, Affirm later revoked the severance offer entirely, claiming I violated confidentiality provisions, despite the fact that no executed agreement existed.
I have since retained an employment attorney and all future communications are being directed through counsel.
For clarity:
- This post is intended to discuss my own personal experience and understanding of events.
- This is not intended to harass, threaten, or bully anyone.
- I do not condone harassment or bullying toward any individuals mentioned.
- This is protected speech and my understanding of my First Amendment and labor related rights, especially given that no confidentiality agreement or release of claims had been executed.