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The worst-case scenario has happened, as you become part of the layoffs sweeping technology, media, and countless other industries.
If your first impulse is to make a public announcement on LinkedIn, wait just a minute. Experts say posting your layoff is a delicate matter that you’ll need to be strategic about, and you may not even want to post at all.
What’s more, there are other ways to leverage your network to turn a layoff into your next career opportunity. Here’s what you should and shouldn’t do on LinkedIn after a layoff.
Improve your profile
First things first, update your profile with new skills, experience, and certifications—anything that “reflects your professional identity and aspirations,” says career coach Marlo Lyons.
“Your LinkedIn profile should show why you’re great,” says Nolan Church, FairComp’s CEO who has more than a decade of recruiting experience at companies like Google and DoorDash. Highlight your promotion history and provide strong recommendations from a manager or executive leader — the two best signals Church says a recruiter can get.
He recommends running job descriptions you like through ChatGPT and requesting trending keywords, which you should incorporate into your profile. “These are the words recruiters will use when sourcing,” he says.
It indicates that you are open for business
Turn on a LinkedIn Open for Work logo that’s only visible to recruiters — not the green Open for Work logo that everyone sees. “It’s like a scarlet letter for employees affected by layoffs,” Church says. “Recruiters love it because they know you’re unemployed, but the first question is, ‘What happened here?’ You’re starting with the negative instead of the positive.
Take a hit
Wait up to a few weeks before posting on LinkedIn so you can reflect on your accomplishments, ask for support, and move into a more positive space, Lyons says. This also gives you time to weigh the pros and cons of publishing, which she says depends on your circumstances, preferences and goals.
She points out some advantages: publishing enables you to shape the story of your departure and can enhance opportunities for networking and advice.
On the other hand, Church says you may not stand out because LinkedIn is flooded with layoff posts. While the stigma associated with layoffs is weakening, he says some hiring managers still view layoffs negatively. He adds that these posts tend to be very emotional.
He believes that posting your layoff on LinkedIn is best for highly sought-after individuals with specific expertise, such as an AI engineer. “The rules don’t apply to them,” he says.
Frame it strategically
If you post, “see it as a starting point for a broader conversation,” Lyons says. In addition to sharing the news, strategically define your career goals, highlight your skills and accomplishments, and communicate what you want in your next role. This will “transform your post from a simple farewell into a powerful communication tool.”
Don’t state you’re desperate for “any job,” which Lyons says could mean you’re unsure of your career goals and will leave the company when you find something better. Suggest that include a question, e.g What is the best advice you can give me from your experience? It can engage your connections and increase reach. Most important, she says, is to keep the text short, “clear, clear and forward-looking.”
Church takes a more nuanced approach: He suggests reframing your layoff as a career break or being open to exploring new opportunities to signal self-reflection and personal growth.
Interact with your audience
“Failing to engage with your audience after the initial ad can limit your exposure and reach,” says Lyons, who encourages inviting connections to share your post, link you to others, offer advice, share job opportunities, and make recommendations. “Effectively participating in the following dialogue not only expands your network, but also demonstrates your proactive approach to networking and career advancement.”
Find referrals
The church is a fan of a more direct approach to publishing that involves reaching out to communications individually. Referrals are a major source of recruitment, he says: “When I was at Google in 2012, 50% of our employees came from a referral channel.”
It is recommended to send messages to strong network connections to let them know that you are looking for a job. If your connections are weak, go to their company’s job board to see if there’s a role that interests you and then ask if they can refer you. Referrals “have a quick process, and almost every time they will come back to you,” he says.
Get your story in order
Whether online or off, be prepared to talk about your layoff in an objective, non-emotional way. The best layoff stories explain what happened, that you were affected, and that your former manager is a reference. “In today’s market, even if it’s not true,” Church says. [prospective employers] They think you were laid off for poor performance.”
Be positive, optimistic and enthusiastic, even if you feel emotionally drained. “People can feel that energy and read it when you talk to them,” he adds. “If you’re complaining about how hard your job search is, that gives a negative signal.”
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