Category: Employee Strategy

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If you’ve been on LinkedIn recently, you’ve likely seen posts about someone being laid off or having a dream job offer rescinded, often by a high-profile, once hot startup. According to the tracker Layoffs.fyi, so far this year, 349 startups have laid off more than 53,000 employees.

Startups looking at the prospect of falling venture capital valuations are scrambling to conserve the cash they have. Just yesterday, OpenSea, the early leader in the once bubbly non-fungible token (NFT) market, cut 20% of its workforce. Earlier this month, virtual office startup Gather let a third of its 90 employees go. Last month, high-flying ID verification unicorn Socure laid off 13% of its employees.

And it’s not just startups. Coinbase, the nation’s largest cryptocurrency exchange, laid off 1,100 employees and rescinded some job offers. Elon Musk’s Tesla is cutting 3.5% of its workforce. Meta has plans to slash hiring of engineers this year by at least 30%.While most of the layoff news has come from tech companies, the mortgage industry, too, has been slashing away as higher interest rates crush mortgage volume.

This week loanDepot disclosed plans to eliminate thousands of jobs. Real estate companies RedFin and Compass have cut about 450 jobs each, and PIMCO-backed First Guaranty Mortgage Corporation let go of more than 75% of its workforce in June, before filing for a chapter 11 bankruptcy a week later.

Despite such high-profile layoffs, unemployment remained at a low 3.6% in June as the economy added 372,000 jobs. Moreover, interviews with recent job–or job offer–losers, as well as hiring managers, suggest that so far at least, most of those cut are landing on their feet with new offers.

Yet the sense of dread is unmistakable, with more consumers now pessimistic than optimistic about the short-term labor market, according to the Conference Board. And the layoffs could just be getting started: Oracle recently considered letting go of thousands of employees as early as August.

“In the tech industry, this is dejà vu all over again,” observes economist Anthony Carnevale, who has been involved with employment and education policy for four decades and is now director of the Georgetown University Center on Education and the Workforce.

“This is pretty much precisely what happened in the late 1970s, early 80s, when technology was not penetrating American industry rapidly enough and [former Fed Chair] Paul Volcker put on the brakes. We get high interest rates, high unemployment rates, and basically that shuts down technology investment and secondly, it chokes the industry.”

Given the current low unemployment rates, Carnevale adds, it’s still a question whether the slowdown will ultimately “create dislocation of substantial sorts in tech or any other industry.” His answer? “Yes and no,” he says. “The yes is yes, specific technology-based industries might be affected, interest rates being the culprit here. But what we’re seeing in the churn is that people who are seeking jobs are getting jobs.

And we haven’t come to the point yet where it’s a classic recession…in which people don’t get jobs.” He noted that in general, wages are increasing — though those increases are generally offset by inflation.“So what does that mean going forward? It may mean a slowdown in startups and in the expansion of particular technology companies, in even the overall industry if it’s strong enough, but so far, it has not meant that people can’t find jobs,” Carnevale said.

“And it does not reflect on the possibilities for college graduates, at least so far, we don’t really see that.” Indeed, a recent survey of almost 200 employers by the National Association of Colleges and Employers found that almost 90% of respondents will be hiring new graduates for both full-time and intern/co-op positions — up from last spring’s figure of 83%.

But while early-career recruiting is still strong, it can’t erase the memory of what happened in the wake of the Great Recession, with its large jobs loss and unusually slow recovery. Some new grads caught in the undertow experienced what economists call “permanent scarring”—meaning poor economic conditions when they graduated from college contributed to a long-term reduction in their employment prospects.

Again, that’s the scary prospect, but not, as of now, the reality. Aidan Deery, associate director at the global talent partner X4 Technology, reports that among tech companies, “largely, everyone is still hiring” and “the demand for experienced professionals is at an all-time high.” He adds that those laid off from crypto companies like Coinbase are generally “very employable” and “highly sought after in the finance and technology world.”

Danny, 23, whose last name and former employer are not being included due to a nondisclosure agreement he signed, was let go in June from his engineering job at a sales productivity company. “I know I’ll be able to find a job,” he said, estimating that of the roughly 30 jobs he applied to since being laid off, 8-10 got back to him. “Three of them actually were like, ‘Yeah, just kidding, we’re not hiring for this role.’”

Some of the other companies he started interviewing with stopped the process because of hiring freezes. However, Danny has already turned down one offer for reasons including the pay, and says he is still being picky in his job search.

Curio Health, a startup working to improve remote patient care, is among the companies still hiring. CEO Yuchen Wang worries that layoffs among startups may encourage job seekers to look to more established companies for future opportunities, but insists startups will retain their appeal because, “you take a broader responsibility, and you can grow faster and learn more.”

Wang has seen both sides of this job-cutting drama. He himself lost his job in 2001, shortly after earning a Masters in computer science at Georgia State, and in a later role, had to lay off employees himself because a contract did not pan out as well as expected. “These things kind of happen, even if you do everything 100% perfectly,’’ he says. “Treat it as a new start — there are more opportunities ahead than the one you just lost.”

Still, for some job-losers, the new start carries a unique challenge–one imposed by the U.S.’ dysfunctional system for retaining foreign tech talent. Twenty-seven-year-old software developer Amitesh Singh Baghel was laid off in late June while on STEM OPT, a visa program allowing graduate international students to gain work experience in the U.S. in their field. The catch: he lost his job as a software engineer at a data security startup before he completed his visa extension — about two weeks before his employment authorization document was set to expire.

He had been offered other jobs while working there but turned them down out of “goodwill” and because his manager, who also was let go, provided good mentorship. “I had other offers coming, but I chose to stay ignoring the red flags,” such as a manager being fired and not replaced, he said.

“I tried to negotiate. I was like, ‘Instead of giving me the severance pay, keep me on the payroll so that I can finish with the extension process and I’ll still work,’” he said. “I offered them a solution…but they didn’t want to do the extra work, which is understandable. I mean, it’s not their problem.”

And then there’s the experience of Jenna Radwan, 22, who recently earned her BS in Entrepreneurship & Innovation at the University of San Francisco. She originally accepted a job at San Francisco-based startup Hirect, which helps other tech startups recruit and hire.

When she heard Hirect would pay her a base salary of $80,000 plus uncapped commission that could push her total compensation to a multiple of that, she cut short other interviews to accept the offer, “My ears perked up, my eyes got big, and I didn’t even see any of the other companies as even close competition,” she said. But two weeks before her start date, Radwan got thrown a curveball. Her offer had been rescinded “due solely to the current unforeseen circumstances & drastic turn in the market.”

“Due to the very volatile market conditions, the business & leadership team has decided to halt/freeze all forms of external hiring at this time, and we have entered an immediate hiring freeze and a round of layoffs,” reads an email from a recruiter that Radwan shared on LinkedIn. (A spokesman for Hirect confirmed to the Wall Street Journal that it had rescinded two job offers due to the slump in tech hiring.)

Radwan was “in shock,” but quickly tapped into her network and reached out to recruiters she’d previously been in the process of interviewing with, and ultimately landed a job as a recruiter at Insight Global. “It was a wild ride but I know that I’m exactly where I am meant to be,” Radwan said, adding that she hadn’t really considered her values in terms of a career before then. “I just thought of money, but I realized that you can have money plus other things, like good company culture, like good job security, like good benefits, like good PTO,” she said.

Her advice for recent grads entering the job market amid the growing fear of offers being rescinded? Do your research, ask questions like how the company reacted to COVID in 2020 (i.e. was it quick to lay off workers?), talk to current employees and take time to weigh all your offers.

If you’re looking for an indication of the current gestalt, it may come from Radwan’s new employer. Insight Global is still hiring. But in June, it surveyed 1,000 workers and found 23% were “extremely worried” about losing their job in the next recession. Or, as Insight put it, the “Great Resignation” is giving way to the “Great Apprehension.”