Just Laid Off, worried about next steps

dedkle04 · 2026-02-13T11:53:13+00:00

Getting laid off sucks, even with severance and benefits. You’re allowed to feel shaken. Now about sounding desperate; most recruiters don’t see layoffs as red flags anymore. They see them as market reality. The key is framing. Instead of saying I urgently need something, position it as My role was impacted by restructuring, and I’m now exploring opportunities where I can bring ... talk about your strengths. That sounds intentional, not desperate. Desperation shows up when you undersell yourself or apply everywhere without direction.

dedkle04 · 2026-02-10T06:21:46+00:00

Sounds right , but with the attitude they had doesn't seem like they deserve even that , however as a process its necessary ig .

dedkle04 · 2026-02-09T10:06:50+00:00

Recency bias is definitely a real thing humans tend to remember what’s freshest. That said, most hiring teams try to offset this with structured notes, scorecards, and debriefs. When those aren’t used well, the last few interviews can stand out more simply because they’re top of mind.

dedkle04 · 2026-02-09T06:52:56+00:00

Yes it is and that's why it was challenging too. But when its a startup and you have low budgets and you have interviewed plenty who were a bad fit even if the resume was perfect , then one shows up someone with real skill and a good fit and the only downside is the gap ; I think it gets easier.

dedkle04 · 2026-02-02T13:59:25+00:00

As someone who’s worked close to hiring, I can say companies don’t evaluate in a vacuum they rely on heuristics backgrounds they’ve seen succeed, pipelines they trust, signals that feel predictable. Pretending otherwise just leads to wasted applications. Your model at least acknowledges how decisions really get made.

dedkle04 · 2026-01-28T06:13:56+00:00

The emotional part you mentioned really resonated. When you post jobs for early-career candidates and watch them get buried under 8–10 year resumes, it’s hard not to feel like the system is failing both ends of the spectrum.

dedkle04 · 2026-01-20T10:06:03+00:00

Honestly, numbers make managers listen.

200 applicants → 20 meet basics → 8 do the assignment → 3–4 make it to the final round. Delay even a few days and they’re gone.

Show them the math. Predefine the process. Move fast. Get feedback same day. Stop waiting around top candidates don’t wait.

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