How to Get Hired When 120,000 Engineers Got Laid Off

Summary of the video’s main points

• Tech job market is weakening (especially for tech roles). The recruitment expert says that in 2026 hiring “isn’t what it used to be,” with significantly fewer roles for tech than in other sectors. Layoffs have increased overall anxiety, while software engineering and related roles (product, design, architecture) are described as increasingly competitive.

• Layoffs vs. vacancies don’t “add up,” pointing to a hiring cycle. Despite claims of tens of thousands of software vacancies, the expert argues companies are still laying people off—often first as cost-saving moves. Then, once they realize they still need human execution (even with AI), they rehire, creating a repeated pattern of “layoffs and hiring” that accelerates volatility.

• AI is changing what companies want from engineers and designers. The “type” of engineer is evolving: less demand for some traditional specialties (e.g., earlier backend/mobile sourcing emphasis) and more demand for AI-specific engineers. Similarly, design/product subcategories may see fewer openings than before.

• Hiring managers complain they can’t find talent, but applications still feel ignored. The expert notes a shift in recruiter outreach and candidate experience: some applicants report hundreds of applications without replies, including automated/AI-like responses. LinkedIn is still considered the primary platform, but many people misuse it.

• LinkedIn should be treated as a platform for visibility and networking—not a digital CV. Key advice:

  • Post less like a list of work history, and more about learned lessons, failures, and tangible outcomes (what broke, how costs were saved, mistakes, what you built).
  • Be conversational and tailored when messaging recruiters.
  • Frame posting as personal branding: “treat yourself like a product” to attract opportunities and keep a pipeline alive before layoffs happen.

• Consistency doesn’t require daily posting—engagement can substitute for creation. The expert recommends spending 5–10 minutes per day and emphasizes thoughtful commenting as an underrated method. A case study is shared where someone moved from senior engineer to manager largely through insightful comments to engineering managers, gaining recognition without heavy posting or job applications.

• AI-generated content is “hurting authenticity,” and platforms are adjusting. AI comments can look robotic, and people sometimes call them out. LinkedIn engagement metrics have shifted away from simple likes toward signals like saves, sends, and read time, which the speaker believes reduces bot/spam visibility.

• Prepare for layoffs proactively (not panic). The expert advises:

  • “Never feel safe,” but don’t live in fear—be ready.
  • Keep a strong, updated CV and document your work (non-confidential portfolio evidence).
  • Understand rights and contract details (noting differences between regions like the US vs Europe).
  • Consider consulting a labor lawyer early to negotiate better outcomes.
  • Maximize benefits before potential loss of access after layoffs.

• Layoffs harm morale and create stress, but they can also trigger career pivots. The discussion includes uncertainty and stress (“will the next job match the salary?” “will the market be flooded?”). But one example describes someone whose AI scaling work created fear of being “automated out of a job,” who reframed it as an opportunity and moved into consultancy, increasing income.

• Resumes increasingly look identical due to tailoring and AI assistance. The expert argues resumes may all appear to match job descriptions, making differentiation harder. They emphasize relationships and visibility as key differentiators: referrals and network presence become more important as applicants converge.

• Software engineering still has a place, but skills must evolve with AI and tools. Engineers won’t disappear, but skills must update. AI is expected to boost productivity, pushing companies toward smaller teams and often more senior profiles, raising competitiveness. Some may shift to more stable domains (e.g., trades), but software still matters if people adapt.

• AI requirements are spreading beyond engineering into other roles. The expert claims there’s a large increase in job descriptions mentioning AI skills—even for non-engineering roles—and cites hiring-manager sentiment like not hiring candidates with zero AI skills.

• Career ladders may flatten: middle management is pressured. Layoffs reportedly hit middle management, and the market increasingly favors deep technical individual contributors. Engineering manager roles may still require technical capability, blurring traditional progression.

• Practical “step approach” to getting into frontier AI companies (e.g., OpenAI/Anthropic). Proposed steps:

  1. Clarify why you want those companies (brand vs real product/tools).
  2. Deep research their work and architecture (public info/open source).
  3. Connect with employees/authentic network paths for real conversations (referrals matter).
  4. Study their tech stack and highlight relevant projects in applications. The expert also suggests being “organic” in outreach using personalized hooks (e.g., watched a talk, attended a conference), while acknowledging typical LinkedIn response rates and tracking which message types work.

• Build a portfolio that shows thinking, even without perfect “visual” outputs. Advice includes structured write-ups (problem → approach → outcome) and using items like post-incident reports as learning-based improvement projects—not only open-source contributions. The goal is to demonstrate reasoning and execution.

Presenters / contributors

• Keki Mwaba (career and recruitment expert)
• Patrick (software engineer; podcast contributor/interviewer)