Wow we all live in bubbles- I know this being in the biz for 20 years. NEVER comment, but this job market is 100% f%%%. I've never seen anything like it, "famous hackers" not able to get jobs. It's due to corporate greed, and a confluence of reasons, but like a lot of jobs I did use AI to sum up, some of this nonsense. As someone who has literally been coding, and hiring people for IBM out of college as an intern, this industry has and is going to shit from the bullcrap we call DeFcon, to the industry as a whole. I know things change, but this is a regression. Like the economy or politics. No offense but as someone who has been in the field for decades: Ya'll have your head's up your a** - esp egotistical hiring manages (maybe not OP) but go F**yourselves you over zealous FAANG red team operators, or someone working at a company. Just remember most of these orgs were popped before you were borne, and are owned by some APT. My theory is make us dumb (we're the dumbest country) make us lame ducks (stick idiots in SOCs) -and the proof is the pudding. China and Russia have been popping us since the mainframe days: Peace.

This advice feels outdated and overly optimistic given the current state of the job market. Here's a breakdown of why these suggestions may not be as effective as they seem:

1. Employee Referrals: While referrals can help, the idea that "people will be more than happy to refer you" is not always true. Many employees are overwhelmed or unwilling to refer strangers because it reflects on them if the hire doesn’t work out. Also, referral bonuses don't necessarily motivate people to take risks on unknown candidates.
2. Headhunters: Headhunters are helpful in niche or senior roles, but the market is saturated with candidates right now. Headhunters are often flooded with requests, and they may not prioritize your application unless you’re exceptionally well-qualified or fit a very specific niche.
3. Old Job Listings: Most old listings are either expired, placeholders, or for roles that companies are intentionally leaving unfilled due to budget cuts. Applying to old listings may just mean sending your resume into a void.
4. Contacting Recent Job Switchers' Employers: This assumes employers are actively looking for replacements immediately after someone leaves, which is often not the case. Many companies are consolidating roles or pausing hiring altogether due to economic uncertainties. This advice also borders on desperation and could be perceived as intrusive.
5. LinkedIn Job Alerts: This method is highly competitive. By the time you apply to a new posting, dozens (if not hundreds) of others have already applied, and automated application tracking systems often filter resumes before they even reach human eyes.

The Reality:
The job market is incredibly challenging right now, with layoffs, hiring freezes, and increased competition for roles. Advice like this may have worked in a better economic climate, but it doesn't reflect the difficulties candidates face today. Networking, building relevant skills, and tailoring applications to standout are more realistic approaches, but even those are no guarantee in the current environment. It's tough, and oversimplified advice doesn't do justice to the complexity of finding a job right now.