Navigating Tech Layoffs

Getting laid off was one of the hardest experiences I've faced, and it has had a lasting impact on me. As someone whose top strength is Achiever, I get a huge sense of purpose from work. So when I lost my job, it wasn’t just about losing a paycheck. It felt like I had lost a piece of my identity. I couldn’t shake the feeling that if I had just been better, if I had worked harder, maybe I would still have a job. Cue the shame spiral of not being good enough. But looking back now, I can honestly say that my layoff taught me some invaluable lessons. 1. Your job doesn’t define your worth. It's easy to tie your identity to your role, especially when you’re passionate about your work. But being laid off wasn’t a reflection of my value — it was a business decision. 2. Being strategic makes all the difference. At first, I applied to anything and everything that seemed like a fit. When I shifted to focusing on newly posted roles, prioritizing local onsite and hybrid opportunities, and connecting with recruiters directly, things changed. 3. Networking is powerful. Some of my best leads came from conversations, not just applications. Reaching out felt intimidating at first, but most people genuinely want to help if you approach them authentically. 4. Resilience is key. Job searching can feel defeating at times, but celebrating small wins like getting a positive response or securing an interview kept me motivated. 5. Your next role might be better than the one you lost. At the time, I couldn’t see how things would work out. It was difficult to be positive and hopeful. But I ended up landing a role that aligned even more closely with my skills, career goals, and lifestyle. If you’re currently navigating a layoff, I know how hard it can be. But you are not alone, and there’s a path forward — one step at a time.

You or someone you know may have just been laid off. If that is the case, I want to offer you two things. First, my condolences. Second (and more helpfully), some advice. Here is what you need to keep in mind when explaining your layoff in job interviews: First, understand why a hiring manager will want to know about your layoff. The truth of this is that when companies do layoffs, they often use it as an opportunity let go of the people they view as low performers. When you are applying for a job after a layoff, you will be confronted with the hiring manager’s fears that you were laid off due to low performance. Rather than getting angry or defensive, understand that you have an opportunity to handle this fear in a way that helps you. The first part of addressing the hiring manager’s fear is being able to explain what happened without embarrassment or appearing as if you have something to hide. This is crucial. They are asking you their “tough question” about their “secret fear” and your ability to respond calmly and confidently will matter just as much as the actual content of your answer. Next comes the content. This is the actual story of “what happened?”. If your entire team or division was cut, this is the strongest story. Be clear about that and say “my entire team was cut”. Point them to a news story that verifies your claim if you can. If you were cut as a small percentage of the team, you have a harder job. Your key steps are: - In a single sentence, state the truth — ”I was laid off as a part of a larger layoff within project X.” - Give a plausible, non-performance reason why you were laid off. This can be anything that makes sense in your job. For example, a software engineer might say “My specialty on the team was X and now that feature will be in maintenance mode.” The key is to give the hiring manager a narrative about the cut that is based on company needs or broader circumstances rather than on your performance. - Transition the topic to a positive, forward-looking statement about what you will contribute. “While I liked company X, this gives me a chance to learn new thing Y at your company. I love to learn (grow, contribute, etc.) and so I’m excited about this new opportunity with you.” Bring the conversation back to what you bring to the company. - Never badmouth your old boss or company. An interview is not the place for grievances and no one wants to hire an angry person. Just like dating, no one wants to start something with someone who isn’t over their ex. You have to appear to be a great future colleague rather than one with baggage. Please share your own layoff experiences or your perspectives as hiring managers. We are in a period of layoffs right now and it is important that those who face layoffs feel as prepared as possible to start looking for their next role.

Advice for the laid off (from someone who’s been there): 1. Give yourself 24 hours to grieve. Get angry, be sad, process your feelings. Then flip the switch and let it go. 2. Your full-time job just became Job Seeker. Get to work! Spend 8-10 hours a day becoming the best job seeker the world has seen. 3. Blind applications are a waste of time but may be necessary to maintain your unemployment benefits. Do the minimum. 4. Work on your skills and certifications. 5. Spend time with your family and friends. 6. Work out. 7. Leverage your network. Your next job will come from people you know. Reach out and ask. 8. Minimize expenses. It can take months. 9. Don’t take a job out of desperation. You will only make yourself miserable and eventually wind up unemployed again. 10. Target the job you want precisely. Allow yourself one remove from that job as a practical matter. Don’t try to fit into every open role you see. 11. Have faith. Being unemployed doesn’t mean you’re unemployable. You’re between jobs. 12. Don’t be ashamed. You weren’t laid off because of what you did or failed to do but because of factors almost completely beyond your control. You were liberated from a sinking ship, not tossed overboard from a yacht. 13. Don’t make hasty financial decisions. You will regret them later. 14. Remember that you are not your job. Your job is simply what you do to pay your bills. The loss of a job is not the loss of a person or an identity. 15. Better days WILL come. Bet on it (and yourself). We’re all pulling for you!

Layoffs hit older tech workers hardest. Technical ICs and low-level managers near the top of the salary band are prime targets for cost-cutting. Technical work products are commodities. Years of experience, awards, specialized knowledge, lead or manager titles, and loyalty do not provide protection. It’s not right, but this is the reality. April marks the 12th anniversary of my tech layoff and I learned the same lessons many are today. Here’s what helped me: Have a side business, clients, or products. My side projects turned into V-Squared, and a layoff became what’s now a 12-year-old data and AI consulting practice. Keep building skills for where opportunities are going. I was pivoting into data science (before I knew it was called that) and product management. Specialized, niche, and emerging cross-functional tech roles extend your IC career, but not indefinitely. Executive leadership, technical advisory, program management, product strategy, and technical strategy are pivots into safe haven roles for older tech workers. Consider launching a business. It’s not for everyone, but a business eliminates the ageism factors. Also, consider teaching and coaching. My courses and coaching services (B2B and B2C) have been more successful than I expected. Don’t underestimate how much structuring your experience into a curriculum is worth to others. More than anything else, don’t pretend this won’t happen to you. The number of people who age out of tech IC roles grows every year, and the age ceiling is getting lower. #Career #DataEngineering #DataScience

As an executive recruiter, I've witnessed countless professionals transform unexpected layoffs into powerful career pivots. Here's your comprehensive guide for turning this challenge into an opportunity 📈 Immediate Actions (First 48 Hours): • Document everything from your termination meeting • Review severance package details thoroughly • Address healthcare coverage gaps • File for unemployment benefits • Archive important work samples and documentation • Connect with colleagues before losing access Next Steps: • Give yourself permission to process the change • Update your LinkedIn profile strategically • Review your financial position and timeline • Reflect on your career direction • Start networking with purpose Remember that a layoff is often more about company circumstances than individual performance. I've placed numerous executives who used their layoff as a catalyst for significant career advancement. This is your opportunity to: • Reassess your career trajectory • Target organizations aligned with your values • Build a more intentional professional network • Position yourself for roles that truly excite you The key is maintaining momentum while being strategic about your next move. Don't rush into the first opportunity - use this time to ensure your next role is a genuine step forward. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #careerresilience

Layoffs are one of the most traumatic things people can experience. Especially when most Americans are living paycheck to paycheck, unemployment benefits and part time jobs are unlikely to cover their expenses, and a job search can easily take 6+ months. But it's not just the financial trauma. It's also: - losing colleagues who have become friends - losing access to an office and community that you may have spent more time in than your own home - not quite knowing who you are when your identity was wrapped up in your employer and job title - feelings of shame wondering why you were selected, as well as how your family that's counting on you will react There's a plethora of research on the trauma of layoffs, some finding that it's more stressful than the trauma of a divorce or death of a friend. Yet those who are laid off are expected to just "get over it" and to jump right in to finding another job often without having time to even really grieve and process what happened. There's probably some systems-level stuff that could be done: requiring more notice, mandating severance packages, increasing unemployment benefits. Perhaps there could be more funds akin to PPP loans (but better managed) to help companies get through the ebbs and flows without needing to do layoffs. Imagine if a layoff included access to therapy and job search assistance. And as a part of the workforce, we can: -try to "layoff proof" ourselves through secondary income streams, maintaining networks and resumes, and essentially being job search ready at all times -maintain an identity that goes beyond that of "employee at company" so that we have other spaces where we can feel connected and like we belong that won't be so fleeting -offering the kind of support we would to people who have been through other forms of trauma - this could be reminding them that it's OK to grieve and they don't have to jump right into their search on day one, offering meals or other kinds of care we might offer friends impacted by more "traditional" trauma -and of course, we can help by making referrals, sharing opportunities, and shutting down false narratives around people impacted by layoffs to diminish the stigma.

After I was laid off, I wrote a LinkedIn post that landed 8 interviews and a new role in just 6 weeks. That said, it was a really hard post to write. At the time, I felt defeated and was questioning my worth. Hitting “post” felt like the last thing I wanted to do, but it turned out to be the first step in reclaiming confidence, visibility, and momentum. If you’re ever in this position, here are a few tips on writing that “open to work” post: ❇️ Talk about your experience. Be specific, not generic. Share industries, skills, and wins that show what you’ve actually delivered. ❇️ Say what you want next. Recruiters skim fast. Make it easy, call out the titles or types of roles you’re targeting. ❇️ Highlight what makes you unique. Share the story, skill, or perspective that sets you apart. ❇️ Keep it human. The part of my post that resonated most wasn’t the resume, it was my story, my family’s legacy in advertising, and my passion for creating. People connect with people, not bullet points. ❇️ Tell people what you want them to do. People want to help but don’t always know how. Ask directly for likes, shares, DMs with open roles, or recommendations. And for those who hesitate, especially introverts or anyone who worries posting feels “showy,” remember this: sharing your story isn’t about bragging. It’s about opening a door for connection and giving others a way to help you. So if you’re going through this now, don’t stay silent. Write the post. Hit publish. It may be uncomfortable, but it could be the post that changes everything. And tag me, I’m happy to help boost. If you want to see that post, leave a comment and I’ll share. #opentowork #marketing #hiring

In the past two months, our clients have landed more offers than they have all year. Here are 6 strategies that have led to those results: 1/ Starting With Clear Definitions Most job seekers haven't defined what a "great" role looks like for them. They just go off of gut feeling or quick research. Instead, our clients do this: 1. Write out every major category impacted by a new job: Money, Culture, Management, etc. 2. Brainstorm 3 specific examples of what “great” looks like for each category Ex: I want a company that rewards effort via proactive internal promotions and raises so I can invest there long term. 3. Define a specific action you can take to see if a company does or does not meet each criteria Ex: Review LinkedIn profiles of at least 10 employees. Minimum 30% should have seen a promotion at the company. 2/ Create A Scoring System For Companies Using the exercise above, our clients create a scoring system for companies. When a company pops on their radar? They run through the list of actions they brainstormed. Then they see how many criteria a company hits: Criteria Hit / Total Criteria = Match Rate 3/ They Only Focus On Value Aligned Companies Our clients don't blast out dozens of applications every day. Instead, they work to identify companies that have a Match Rate of 70%+. This allows them to go deeper on a smaller set of value-aligned companies. 4/ They Focus 90% Of Their Energy On Networking Online applications are more competitive than ever. Roles on LinkedIn have hundreds, if not thousands of applicants. And layoffs are happening almost daily. The data shows that most roles in today's market are filled via referral. 5/ They Diligently Track Their Actions Our clients cast a wide net when they begin networking. They use anywhere from 8-10 different strategies and angles to try to connect with decision makers. As they reach out, they track their data: - # Messages Sent For Each Strategy - # Replies - # Informational Interviews - # Referrals - # Interviews 6/ They Use Data To Create Predictability As they get more data, they begin to optimize and reverse engineer the process. For example, let's say a client had a 30% reply rate, a 50% conversation rate, and a 40% referral rate. This data shows them that, if they want one referral per week, they just need to reach out to ~20 contacts / week: 20 contacts @ 30% response rate = 6 replies 6 replies @ 50 % informational interview rate = 3 informationals 3 informational at @ 40% referral rate = ~1 referral I know this market feels tough. But there are plenty of offers to be had if you're using the right system! I hope a few of these strategies help you get the traction you deserve.

Getting a job in this market is tough, but not impossible. I spent most of last year recruiting and these are the most effective things that helped me land a new job 👇 Spend more time tailoring your resume and networking instead of applying to hundreds of jobs and hoping to hear back. Why? Mass applying to jobs is not effective. ❌ It's very time-consuming ❌ You'll have a high rate of rejections ❌ For every application you don't tailor, someone else did (lowering your chances) Here's what I do instead 👇 ⭐️ 𝐇𝐚𝐯𝐞 𝐚 "𝐏𝐥𝐚𝐧 𝐀" 𝐚𝐧𝐝 "𝐏𝐥𝐚𝐧 𝐁" Plan A → Roles that you want to transition in, like your first PM role, a new industry, new technology, etc. (lateral move) Plan B → "Good Fit" roles for which your skills and experience are a great match. (vertical move) Use the ratio 1:3 → For every 1 "Plan A" job you apply to, apply to 3 "Plan B" jobs. Make a list of your Plan A and your Plan B roles - I use Google Sheets to track: - Company - Role Name - Plan A or Plan B - Link to the job posting ⭐️ 𝐓𝐚𝐢𝐥𝐨𝐫 𝐲𝐨𝐮𝐫 𝐚𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Tailor your resume, I can't state how important it is. For my Plan B (AI/ML roles), my resume has accomplishments related to the problems I solved with AI and the impact the models had on the business. For my Plan A's I grouped them by industry/technology and did a version of my resume for each one. Tip: Look at the required/basic qualifications of 3~5 job postings for each job category and write accomplishments based on those. For your LinkedIn → You can mix your Plan A and Plan But know that the more you align with one of the plans, there's a chance for higher success. → Turn on Open To Work. ⭐️ 𝐋𝐞𝐭 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐤𝐧𝐨𝐰 𝐲𝐨𝐮'𝐯𝐞 𝐚𝐩𝐩𝐥𝐢𝐞𝐝 Apply on the company's website first. Next, find recruiters: → Find the company's LinkedIn page → On the people's tab, filter for "recruiter" (Tech recruiters usually hire PMs) → prioritize reaching out to recruiters with purple banners, then those who are active on LinkedIn (posted recently). You don't know who is the recruiter for your role, so you'll send a message with this structure: Intro → quick intro about yourself and what you currently do Application → let them know the role (and ID) that you applied to Your ask → let them know you are aware they might not be the recruiter for your role, so ask them if your profile can be shared with the team. Why are you a good fit? → after the ask, let them know why you are a good fit for the role. Write 3 to 5 things about your experience that are RELEVANT to the required/basic qualifications of the job you applied to ⭐️ 𝐌𝐞𝐬𝐬𝐚𝐠𝐞 𝐇𝐢𝐫𝐢𝐧𝐠 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 On LinkedIn's search bar type "hiring Product Manager" and in the [all filters] menu use the [Author Company] to filter companies you are interested in. Send a similar version of the message above! --- 🚀 Need help with your resume and interviews? check my comment below!

I was embarrassed that I lost my job. I was angry. I was ashamed. While other colleagues got to stay, I had to leave. Why? And for awhile, I didn’t want to tell anyone I had been let go. My pride got in the way. I didn’t want people knowing. I waited too long to ask for help. If I could go back in time, here’s what my post layoff action plan would look like: 1️⃣ Accept the layoff news Stop wondering why you and what you could have done differently. Why did others get to stay? Accept the decision to start moving forward and begin the grieving process. 2️⃣ Create a new routine You entire day won’t be filled looking for a job. Take breaks. Make sure to eat and hydrate. Exercise. Read a book. Go for walks. Sit in the stillness and clear your mind. 3️⃣ Start updating your resume Focus on including metrics and key accomplishments. Cost savings, time saved, targets exceeded. Go through old performance reviews if you can. Ask a friend to review it and be open to the feedback. 4️⃣ Ask for help Tell your family, friends, neighbors, alumni network, parents of your kids’ friends- tell everyone you are looking. Cast a wide net. Let them know the types of roles you are looking for so they can recommend you and set you up for networking meetings 5️⃣ Use tools Use tools like Massive which helps you auto-apply for roles. It’s your own personal AI recruiter (Check out Massive in comments) to help you kick start the job search process. The job search is hard enough in this market. Create a support system and structure - ask for help. What advice would you add? #leadership #culture #MitaMallick #MassivePartner