Even after 300k big-tech layoffs, hiring stays hard because most cuts aren't pure engineering roles, laid-off talent lands jobs fast, and the remaining pool is limited-so leaders must rethink sourcing and branding.
Big-tech layoffs have not turned the hiring market into an all-you-can-eat buffet of engineers. Even though more than 300,000 tech workers were let go in the past year, most cuts were in non-engineer roles and the few engineers who were laid off found new positions within weeks, leaving the talent pool largely untouched.
Data from Layoffs.fyi and the BLS show that tech employment remains above pre-pandemic levels, and three-quarters of laid-off engineers secured jobs within 90 days, many with higher pay. The narrative that a flood of high-pedigree candidates is ready for hire is therefore misleading; the reality is a mismatch between the types of roles cut and the roles companies need to fill.
Leaders should adjust their sourcing strategy: target engineers who were displaced but are now looking locally, broaden criteria to include industry-adjacent talent, and invest in a strong employer brand that tells a compelling story. Being proactive and building relationships now pays off when the market tightens again.
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