#jobsearch

I wish more people knew about this site and would post if they got the RIF or if they knew someone who got the RIF.
It would be nice to know what L3Harris shenanigans are going on.
Plus, I might know where they could find new employment at; as an example I know for a fact that LM is hiring for Maritime in Riviera Beach. FL, just down the coast from here.

Last day for me was 12/19/2025. Have an opportunity for recruiter firm for work with Frontier. Opinion on would the cooling off period apply to this situation. The work would have nothing to do with merger.

Ten. Frigging. Months. And I'm not optimistic it'll even pan out. I've lost count of the resumes, the outreach, the recruiters. Fake job posts, dead ends everywhere. There were moments I wanted to give up, just let whatever happen, happen. I thought I'd find some calm despite the endless layoffs. Instead, I just wound myself up tighter.

town hall says “leverage global teams”.
I might as well look for another job at this point.

I had high hopes that there would be some improvements with the new regime but they are every bit as indecisive as the last batch of lackeys. The 1B area is a mess with people running around chasing their tails because their new boss lady can't make a decision and the leads are scrambling too. I sure hope Steve Sparkes' powers of observation are sharp and he picks up on the issues in his org soon or he will be the next sacrificial lamb. People are holding on by a thread waiting for change but the good ones are polishing off their resumes and looking externally since the internal postings are a joke.

Applied for some positions and heard there is a hiring freeze?

Just because cuts stopped for a bit doesn't mean they won't start again. Keep looking now while you have leverage. Future you will thank you.

Everyone from my group who got laid off has already landed somewhere new. Pretty quick turnaround. Maybe there's hope out there after all.

You can't open LinkedIn without being hit with so, so many of those. The thought of entering the job market in current conditions is terrifying, to say the least.

Did they bounce back?

Got my compensation letter today. I didn't expect anything great, but a 2% increase is disappointing; it doesn't even cover inflation. And the bonus has dropped so much from previous years, it gives you no motivation to go out of your way and 'exceed expectations' anymore. It seems like it doesn't really matter, since you're at the company's mercy and whatever they decide to give your department.

Definitely looking for a new job, outside the business. In the meantime, just doing my job exactly as specified, no more, no less. Not going out of my way anymore, thats for sure...

Trim Ryan posted about it. Others have mentioned it. If your role is even remotely tagged to Transformation and/or CO - find a new job asap. You WILL get Rif'd. It's not a question of if but a question of when. Save yourselves the mental agony of getting access cut off in a matter of less than an hour. The ignominy....get out. LIterally...to anywhere else.

Best piece of advice that I can give. Do yourself and your mental health a favor - don't wait till the last minute.

To prepare for potential layoffs and job searching , I've been thinking of writing blogs about internal tools I built ( especially with AI ) during my years at Dell that has saved my org millions. Figured it might help build a strong portfolio..

Though how exactly would I write about this without compromising the company? Should I open a request to legal team and send them my drafts?

Can someone clarify whether or not we are getting stock grants? I want to know whether to start applying elsewhere or not

If you’re in tech all is not lost, gloom and doom and all that jazz. There are other companies out there outside of finance and banking that also use AD, exchange, sharepoint, SQL, firewalls, linux, unix, routers, switches, vm’s etc….

Citi is not the only company on the planet that ever uses these things.
Finance is not the only sector on the planet that ever uses these things.

Expand your job search as this ship is sinking. It’s always mystified me that people will job search with only the big banks and call it a day, “there’s nothing out there and I know that as I searched the big 3 banks and didn’t find anything. No use to look any further elsewhere. I guess I’m just stuck at Citi.”

I'm curious how many are actually getting interviews and offers versus just sending resumes into the void.

Once I stopped obsessing over the highest possible pay, I found tons of opportunities. I want a place with actual culture and job security, all things Medtronic lacks. Less money, sure, but 15 percent less is worth it for my sanity. Interviews are already lining up.

Best advice I can give: look now, not later. Searching while you have a job puts you in a way better position. You can be pickier, you're not desperate. Don't wait until it's too late.

I've been getting so many fake job offers lately it's ridiculous. You're desperate for a job and thinking it's a lead, but it's just someone trying to steal your info. Please double-check every recruiter before you respond. These people prey on our vulnerability.

Had a solid four years going until leadership changed and suddenly I was out. Before tech I was a director at a global company. Now at mid 40s with twenty years experience and an MBA, I can't get anyone to call back. Two months and not even a single interview. I know that doesn't sound long but it stings differently when you've worked this hard your whole life only to be dismissed.

It used to be that when a potential employer would call for a reference all that it could be told was that the candidate worked at, in this case, Wells Fargo. Is this still the case; or does Wells Fargo give out additional information, such as why they are no longer employed or quality of their work

One of the perks of being in a toxic workplace that has experienced massive layoffs is that you have a large alumni network of people who have left and figured it out. We are here for you... willing to give recommendations, referrals and share our network... just reach out. Admittedly, the market is hard, but having a personal connection gives you a huge advantage.

For those of you who landed your next best opportunity and are out of this purgatory....any tips?

Are the internal positions given to RIF-ed employees over other internal candidates? I have applied to a handful of new internal postings in recent weeks but only a few days go by and I get the "we're going with another candidate" email. I am fully qualified for these positions so I have been surprised to not even get an interview. I also know some positions are posted and they already know who the position is going to but that can't be for every single one of these postings.
And yes, I know, why are you applying to internal positions, this company is terrible, blah, blah, blah but I am trying to get a different position/title to better position myself to move to a different company in the future if I see fit or becomes necessary.
Also note, these positions I am applying to are only 1 pay grade above where I am.

The consultant community is advising bp board members that the Band Aid needs to be pulled quickly so bp can transition into a leaner more focused group. Expecting XOM initiatives like PIP and forced rankings to start in 2026.

How will bp employed react and adjust towards new ways of working? Realizing that the job market is abysmal and not really keen on bp skills and experience.

Link below...

# How Experienced Professionals Are Still Getting Hired in a Biased Market

Many late-career professionals are being pushed out of roles earlier than expected. Some are encouraged into early retirement despite not being ready. Yet a significant number are still landing strong opportunities. Their success is not accidental. It reflects a strategic shift in how they approach the job market.

The hiring system often works against older candidates. Automated screening, compensation assumptions, and implicit bias create structural barriers. Waiting for fairness is ineffective. The professionals who succeed adapt instead.

## 1. Rewrite the Resume Around Results

Most seasoned candidates write resumes that read like job descriptions. That approach fails. Employers care about outcomes, not responsibilities.

Instead of listing duties, quantify impact:

• Reduced time to hire by 35 percent by implementing performance metrics.
• Generated 12 million in revenue and captured 18 percent market share in nine months.
• Increased operational efficiency through process redesign and KPI tracking.

Numbers signal business value. Decades of experience provide a deep well of measurable results. That is a competitive advantage when presented clearly.

It is also advisable to remove unnecessary age signals. Graduation dates, roles older than 15 to 20 years, and outdated technical skills add little value and may introduce bias.

## 2. Close Skill Gaps With Precision

Generic learning is inefficient. Instead:

1. Review 10 job postings in your field.
2. Identify repeated skills and language.
3. Compare them against your resume and profile.

If data driven decision making appears frequently, show metrics. If stakeholder engagement is emphasized, highlight examples clearly. Targeted alignment matters more than broad training.

Applied AI literacy is increasingly important. You do not need to be an expert. You do need practical usage. Identify one manual task in your field and automate or streamline it. Then quantify the improvement. Demonstrating real application shifts perception from outdated to current.

## 3. Build Relationships Before You Need Them

Desperate outreach rarely works. Reconnecting only when unemployed offers little incentive for others to help.

Instead:

• Reengage former colleagues while employed.
• Offer value before asking for favors.
• Stay visible in your industry by contributing insights and commentary.

The objective is referral access. Entering through trusted networks reduces dependence on automated screening systems.

## 4. Consider Fractional or Project Based Work

Full time employment is not the only option. Fractional roles are expanding across finance, marketing, HR, and operations. Many companies want senior expertise without full time overhead.

Working 10 to 20 hours per week across multiple organizations can:

• Provide income diversification.
• Offer schedule flexibility.
• Match or exceed full time compensation in some cases.

Framing your value as a targeted solution to a specific problem often makes hiring decisions easier for companies.

## 5. Reframe How You Describe Yourself

Avoid emphasizing years of experience. Instead, focus on problems solved.

Not:
"I am a marketing manager with 20 years of experience."

Instead:
"I help B2B SaaS companies scale from 1 to 10 million in revenue by building demand generation systems."

Organizations do not buy tenure. They buy results.

## Adapt Strategy, Not Expectations

The system may not change quickly. Bias and automation are real constraints. The professionals who continue to get hired share consistent behaviors:

• Quantified resumes
• Targeted skill alignment
• Practical AI usage
• Strategic networking
• Openness to alternative work structures
• Outcome based positioning

The market rewards relevance and measurable value. Position yourself accordingly.

• This is from: https://www.youtube.com/watch?v=OSblhOCY6bM

interesting .. my wife and her team ( total 9 people) under SVP had an team call today and they been told by SVP to hand off their existing work by March .. What they will do after march is unknown. probably need to search a job now? they already laid around 50% of her team this February.

Anywhere else, I'd start looking. Now.

Were you able to find new jobs? I was just laid off, and the job market looks daunting. I could really use some positive news.

I was the author of the maybe layoffs thread last year where everyone mentioned that I was trolling. https://www.thelayoff.com/t/1jmakfz6x

I was impacted, but in good spirits now since it took me a couple of months to find another role. I am giving my perspective and guidance to those who maybe affected next month.

If something feels off start applying immediately to other jobs, that is what help me achieve a faster turnaround in this job market. Those who got poor performance reviews out of nowhere with little to no warning helped me understand that except for family, no one is to be trusted.

When you are in the call with HR remain calm say that you will look over the severance package and leave. You'll have a few days to sign it with a clear head. Always have your keys, wallet, phone, and other with you at all time.

If applicable look at your state unemployment laws for additional income, but do watch how much taxes are withheld.

If you get a job offer, take it then keep applying for other roles or better yet apply internally once in so you get a job that matches your skill set. I REPEAT TAKE IT!

Get your medical checkups now! FSA used it.

You will get a message from old teammates about your status, but this is not a checkup. It is a check to see where you end up and some will be jealous to hear where you end up.

Trust your gut.

for typical roles? anyone with experience? axed today.

any tips on what to do or not as i start the search?

it seems that everything posted on linkedin gets 1000 applications. feels impossible.

godspeed.

WTF!
Is T-Mobile not considering people that were laid off at all?! OR DO I have a not rehirable status to my name 😭

After leaving Chevron, I learned the hard way that you really need to be careful about who you trust. Even people who seem very supportive, offering to help with your resume, connect you to Society of Petroleum Engineers committees, review papers, or ask about your job search may not always have your best interests in mind.

Please protect your information. Don’t share detailed resumes, job search updates, new company plans, or paper drafts unless you fully trust the person and understand why they need that information. Keep things professional and limited.

This is true so please brace yourselves. Look for jobs now or try and negotiate the biggest package. Save yourselves. Reviews here are all fake.

Big layoff coming to the USA with high PIP targets and low PIP passing rates. OPERATIONS ROLES WILL BE HIT HARD but no groups will be spared. Time to look for next role and have a plan B

Happy Friday! Could someone share details on a recruiter at Comcast that I can contact.

Got laid off and looking for fpga positions

What kind of position pkg so far you got? Do you think you being treated differently in interview because you are laid off?do you think you are not been selected because laid off? Did you compromise on your pkg ,position to get a job? What do you say in interview..the truth that you are laid off?

Check out Centene REQ: 1631114

Position Purpose:
Establishes and fosters a healthy working relationship between large physician practices, IPAs and Centene. Educates providers and supports provider practice sites regarding the National Committee for Quality Assurance (NCQA) HEDIS measures and risk adjustment. Provides education for HEDIS measures, appropriate medical record documentation and appropriate coding. Assists in resolving deficiencies impacting plan compliance to meet State and Federal standards for HEDIS and documentation standards. Acts as a resource for the health plan peers on HEDIS measures, appropriate medical record documentation and appropriate coding. Supports the development and implementation of quality improvement interventions and audits in relation to plan providers.

Delivers, advises and educates provider practices and IPAs in appropriate HEDIS measures, medical record documentation guidelines and HEDIS ICD-9/10 CPT coding in accordance with state, federal, and NCQA requirements.
Collects, summarizes, trends, and delivers provider quality and risk adjustment performance data to identify and strategize/coach on opportunities for provider improvement and gap closure.
Collaborates with Provider Relations and other provider facing teams to improve provider performance in areas of Quality, Risk Adjustment and Operations (claims and encounters).
Identifies specific practice needs where Centene can provide support.
Develops, enhances and maintains provider clinical relationship across product lines.
Maintains Quality KPI and maintains good standing with HEDIS Abstraction accuracy rates as per corporate standards.
Ability to travel up to 75% of time to provider offices.
Performs other duties as assigned.
Complies with all policies and standards.
Education/Experience: Bachelor's Degree or equivalent required. 3+ years in HEDIS record collection and risk adjustment (coding) required.

They wiped so many people. Update your resume, find something and Gtfo. If you see an internal listing, it’s a trap. We all sat around and asked ourselves when. When is here. Good luck.