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8 Powerful Steps to Bounce Back After a Layoff (+ Warning Signs You Shouldn’t Ignore)

Updated: 6 days ago





Why you need a new job search strategy for 2025 after the layoff



If you’ve been laid off—or even sense it’s coming—your 2025 job search strategy needs a serious upgrade.


I spoke on Global National News about job search strategy. Job seekers today need a proactive and personalized approach—not a one-size-fits-all method. Employers are quietly cutting costs, and that means reevaluating headcount, salary structures, and senior-level roles.



Signs Your Role Might Be at Risk in 2025:



  • 💼 Companies are reassessing budgets, headcounts, and compensation as we approach the fiscal year-end.

  • 🧾 Bonuses and raises are costly. If you’re let go before the payout date, the company saves money.

  • 📉 High-salary employees, low-performers and contract workers are often the first impacted.

  • 🔄 You may see your role reposted at a lower pay rate after being laid off.

  • ⏳ Temporary layoffs could become more common, with no guaranteed return.



Let’s be clear: companies are not charities—they’re focused on profitability. That’s why you need to be proactive, not reactive.



Why Your Old Job Search Strategy Won’t Work in 2025


Job boards, one-click applications, and generic resumes won’t cut it anymore—especially post-layoff.


What’s changed in 2025:


  • AI-driven hiring filters out resumes and humans with AI interviews in seconds

  • Companies now want storytelling and branding, not just duties

  • Job descriptions are more misleading than ever. 👉 Read the full blog here (Hello, ghost jobs)

  • Competition is fierce and global

  • Effective networking is no longer optional — and no, it’s not about starting with “Can I pick your brain?” or “Want to grab a coffee?”



💡 Your job search needs to be strategic, targeted, and branded around YOU.



STEP 1: Know the Layoff Warning Signs Before They Happen


Before you start planning your bounce-back, let’s talk about the red flags. Year-end reviews often mean budget cuts, pay structure reviews, and headcount reevaluations. If you’re a high earner, on a contract, or recently hired, you could be at risk.


Key layoff triggers in 2025 to watch for:


  • Budget and headcount reviews post-Q4

  • Layoffs scheduled before bonuses are paid

  • Senior or high-salaried employees being replaced with lower-cost hires

  • Roles re-advertised with lower salaries

  • Temporary layoffs for contract workers

  • Restructuring after mergers or acquisitions



👉 Your action plan: Start preparing early. Update your resume, refresh your LinkedIn, and start building your job search strategy before the pink slip arrives. You are not overhead—you are your own best investment.




Layoff Checkpoint: Red Flags You Shouldn’t Ignore



If you’re seeing several of these signs, don’t wait for the layoff notice. Start strategizing your exit:


  • New consultants hired to review operations

  • Executive leadership shakeups

  • Productivity tracking & micromanagement, Performance Improvement Plan

  • Budget and hiring freezes

  • Exclusion from meetings and decision-making

  • Boss taking credit for your work

  • “Fit” concerns or personality clashes with new leadership

  • Job being restructured or someone else being trained



👉 Feeling performance-managed? You may be on a silent track to exit. Is your manager quiet firing you? 👉 Read the full blog here on how to spot the signs.




STEP 2 - Things to do right after a layoff:


Many companies offer only the minimum required by employment standards. You might be leaving money on the table if you waive your rights without legal advice.


Understand what goes into calculating severance

The severance package depends on the type of role, industry, age, province, years of employment, how long it would take you to bounce back, and so many things.


Revisit your job offer and employment contract.

Your lawyer will need to review the terms and conditions to assess whether the severance aligns with what was originally agreed upon.


Review your performance evaluations and coaching records.

Was there a pattern of unfair treatment or shifting expectations? There could be grounds for constructive dismissal. (Watch video –  Review your performance review)


Give yourself time to heal before jumping back into job search mode.

Take care of your mental and emotional well-being. Processing the layoff first will help you move forward with clarity and strength.


Address your financial situation.

Contact your bank to discuss options like mortgage deferrals, skip-a-payment plans, or extending your amortization period. If you have equity in your home and a clean file, your chances of approval increase.


Look for areas to reduce expenses temporarily.

For example, if you have two cars, you can freeze insurance on one (instead of cancelling, which could increase rates later).


Apply for Employment Insurance (EI) in Canada as soon as possible.

Don’t wait for your severance to end. File your EI claim immediately—adjustments can be made later based on the severance period.




Step 3: Prioritize Healing After a Layoff to Regain Clarity



Take a break before jumping back into the job search—if you can. The way a layoff is handled can leave a lasting emotional impact. The question “Why me?” tends to show up, often weeks later, when the reality truly sinks in.


For me, it hit hard a couple of weeks after my own layoff. So, I packed a backpack and went to volunteer in a tribal village in Nepal. I had previously sponsored a few children through a charitable foundation called Laxmi Pratisthan. They ran a hostel for marginalized kids in the remote mountains. To reach them, I hiked uphill for over 7 hours—through jungles and along cliffs, with no road in sight. My body nearly gave up, but I was determined to meet them.


What helped me heal wasn’t just the distance from my old life—it was the perspective. Spending time with communities who lacked even the most basic needs shifted something in me. I volunteered at the local government school near the hostel, helping evaluate the education system. Later, I was invited to speak at a private school as a guest speaker. That experience helped me find purpose again, even after losing a fancy job title.


If you can, give your time to a cause or community.

Volunteer at a food bank, mentor someone, or help in local shelters. Giving back grounds you. Sometimes, we need to look down to gain perspective—if your basic needs are met, you’re already richer than millions.


It’s also common to feel lost without a daily routine. Reach out to people who’ve been through this. Their stories may help you process yours.


If your mental health is affected, please don’t hesitate to seek professional help.

Your severance package may still be active, and some of the cost might be covered. If not, consider using your spouse’s insurance benefits. Therapy isn’t just for crisis—it’s for clarity, support, and processing emotions safely.


Remember: unhealed wounds often show up in conversations—especially during interviews. Bitterness, anger, or defensiveness can sneak into your tone. Healing first gives you the emotional space to show up with confidence, not pain.




Step 4 - Announce layoff on social media & Emails with a strategy


Sample of announcement


Subject: Gratitude and New Beginnings: Exploring XXX Opportunities


Dear Network,


With deep gratitude for the journey so far, I wanted to update you that I recently experienced a layoff due to restructuring. While this news brings a mix of emotions, I am optimistic about the opportunities that lie ahead. Change, though challenging, often paves the way for new beginnings and unforeseen adventures. I carry with me the lessons learned and cherished memories from our shared endeavors.




STEP 4 – Get Legal Advice Before Signing Anything



You’ll typically have a few days to review and sign the severance agreement, but don’t rush it.


Many people unknowingly leave thousands of dollars on the table because they don’t take the time to understand their rights or negotiate. Before signing any waivers, get legal advice from a professional who specializes in employment law.


🎧 Listen to my CBC interview to learn what parts of a severance package can be negotiated. CBC interview,

Have a lawyer review the terms and conditions of your severance. Some employment lawyers work on a contingency or hourly basis, so this doesn’t always mean a big upfront cost. Watch the video


You’re not expected to be an expert in employment law—that’s what legal professionals are for.


Here are some key things to have a lawyer look at:


  • Bonus Clauses: Many companies state that year-end bonuses are only payable if you’re actively employed. Even if you’ve earned it, being laid off before the payout date may disqualify you—unless you negotiate for it.

  • Employment Status: If severance is paid out over time (like a paycheck), you may still technically be on the payroll, which can come with extended benefits. Your lawyer can clarify what that status means for your entitlements.

  • Clawback Clauses: Some severance packages include clauses that reduce or cancel payments if you return to work within a certain time frame. These should not be overlooked.

  • Outplacement Services: Employers often offer outplacement support from agencies they’ve partnered with—but you don’t have to accept it. You may be able to negotiate a cash alternative to hire your own career coach.


I’ve had clients successfully negotiate to work with me instead of using employer-assigned agencies. Those agencies often offer generic, templated support in large groups—great for some, but not for everyone. Your career path deserves customization.


I’ve seen cash reimbursements starting around $2,500+ to cover personalized coaching—it depends on your role, industry, and negotiation.


You own your career. Not your employer.

Choose a coach who offers 1:1 support, understands your industry, and is flexible with your timeline.



Step 5 – What Tenured Employees Need to Know After a Layoff



Most of the professionals I’ve worked with who were laid off had something in common: seniority.


In unionized environments, it’s often the newest hires who go first due to protections in collective bargaining agreements. But in the corporate world, it’s a different story. Employers trying to cut costs often lay off senior employees with higher salaries, including long-tenured staff and executives, to make room for new hires at lower wages.


The challenge?

Many tenured professionals haven’t had to do a job search in years—some have never looked externally at all.


These are people who:


  • Were internally promoted through referrals or recognition of good work

  • Built a network entirely within one organization

  • Never needed to update their resume, network externally, or interview competitively

  • May be unfamiliar with the current job market, digital tools, or employer expectations

  • They lack digital footprints and are not tech-savvy


This makes bouncing back tough. Add in ageism, outdated job search strategies, and the dreaded “I’ve always done it this way” mindset, and it becomes even harder.


🚫 Gone are the days when “20 years of experience” alone was enough to land the job.

Being seen as overqualified or out of touch is a real risk. But it doesn’t have to be that way.

Before you launch into a job search, ask yourself the questions that helped me and my clients land multiple offers after a layoff: 👉 Read the full blog here 16 ways to overcome ageism in the workforce.

 

Job Search Readiness Checklist



  • Do you have a marketing plan for your job search?

  • Are you a jack of all trades but a master of none?

  • Have you identified your niche or area of specialization?

  • Do you know your target industry and role?

  • Do you have a step-by-step strategy for networking?

  • Have you researched the culture of potential employers?

  • Do you understand the hard and soft skills needed—and whether yours are transferable?

  • Do you know the modern resume trends that hiring managers expect?

  • Do you have strong achievement-based stories for your resume and interviews?

  • Have you learned the industry lingo used by your target employers?

  • Do you have digital footprints (LinkedIn, portfolio, etc.) that reflect your personal brand?

  • Are you aware of relevant industry events or job fairs?

  • Do you need any upskilling, certification, or formal education upgrades?



If you answered “no” to several of these, you’re not alone—but now’s the time to build a career strategy that’s current, targeted, and effective.



Step 6: Network with the Right People



Start with your existing network. If you feel comfortable, make a thoughtful announcement on platforms like LinkedIn, Twitter, or Facebook—but be strategic. Avoid venting about your former employer. Instead, focus on what you learned and the skills you gained, and express gratitude. Yes, I know it’s tough—I’ve been through that post-layoff emotional roller coaster. But remember, people are watching how you carry yourself.


When sharing content, clearly define your industry, role, and what you bring to the table. Social media is a powerful tool—networking today isn’t done with business cards; it’s done through DMs, posts, and comments.


Research where decision-makers hang out. Which platforms? Which groups? That’s where you need to show up and engage.


💡 Be ready when someone asks, “So what do you do?”

Practice your elevator pitch. Focus on quality connections, not just quantity. Reconnect with previous colleagues and mentors. You never know who knows someone.




Rekindle Existing Connections



Start by identifying your close network. Are you connected with them on Facebook, Twitter, Instagram, or LinkedIn?


Pay attention to what they post. Are they sharing photos, life updates, or industry news?


Start engaging: like, comment, and react—get on their radar. Then ease into the conversation. Examples:


  • “Hey! Long time no chat. How have you been?”

  • “Happy holidays! Can’t believe how big your kids are now!”

  • “Congrats on the new job/move/marriage—what’s the story behind that?”



Use their content as conversation starters. Holiday seasons are perfect for reconnecting and rebuilding old bonds. Just remember—“Happy Holidays” is safe and inclusive.


Many of your past colleagues may have moved into new industries or built new networks. That means opportunity. Reach out, listen, and share your job search journey when the time feels right. Be clear about your goals: “I’m targeting X role in Y industry. Do you know anyone in that space?”


Form an accountability group. Surround yourself with people who get it—especially if they’re also job searching. It’ll help you cope and stay motivated.




Job Search Networking Tips: Connecting with New People (Future Employers)



Follow the company’s social media pages. Here is how to show them you re interested: watch video

Marked company as your top choice on LinkedIn, watch the video

Set Google Alerts for companies you’re targeting

Participate in their social media conversations

Study their DEI and media release pages

Watch their employee videos on LinkedIn and reach out

Subscribe to company newsletters to learn what’s happening internally

Leave valuable comments that stand out on their social media posts

Treat social media outreach like virtual informational interviews

Ask: “What’s the hiring process like? When do roles usually get posted?”

Join online groups where subject matter experts hang out

Don’t overlook that startups, agencies, and small firms often hire quietly without posting




Networking Outreach Template (Close Connections)



Here’s a template to start conversations:


  • “Hey [Name], it’s been a while! How have you been?”

  • “Saw your recent post about [topic], and it really resonated.”

  • “Congrats on the new role/move/milestone! What’s that journey been like?”

  • “Would love to catch up—maybe we can hop on a quick call?”



Use their posts to build context and create a genuine connection.




Step 7: Build a Personal Brand



The best way to attract job leads is to get recruiters to come to you. Be active where employers are hanging out to look for people like you

  • Display your expertise on social media by sharing the pain your industry has been dealing with and how you have solved it in the past. Optimize your LinkedIn profile with a strategy.

  • Have relevant skills on your LinkedIn profile to end up on the recruiter's search. Engage in the comments of others and post relevant content based on your targeted roles. 👉 Read the full blog here : 40 Tips on your LinkedIn profile 

  • Connect with your future possible manager and take it offline by asking for an informational interview.

  • Volunteer in organizations to fill the gap. Help those who need your expertise.

  • Find mentors and mentees. Reach out for a speaking engagement. Upgrade and take a few courses based on your skill set.

  • Polish your brand online. Here are the 4 Ps of personal branding and how to stand out online



Step 8: Update Your Resume, Cover Letter & Marketing Docs




If you’ve been with one company for years, chances are your job search tools are outdated.


❌ Ditch the objective statement. Here are samples. 👉 Read the full blog here : Gone are the objective statements on your resume.

❌ Drop phrases like “results-oriented” or “detail-oriented” unless there’s evidence

❌ “References available on request” = outdated

✅ Focus on achievements and measurable impact

✅ Align your resume with what employers want—not what you’re looking for


If there’s a career gap, showcase what you’ve done to stay current—volunteering, consulting, courses, mentorships, etc. Address the career break gap by adding volunteering work/ courses/ membership/side hustle.


Pick the right type of role, scan the job description and see if the job is targeted to specific types of career professionals. If you are a tenure career professional, it is easy to avoid the roles which are targeted at the youth before you start to feel age discrimination. Examples: "flexible" "fresh ideas" "work under pressure" "energetic" " multitasking" "on-call" "after-hour work" "travel required" "recent graduates" "maximum experience up to 5 years".



Cover Letter Tips



No more “To whom it may concern.” Write with purpose.


Use the cover letter to address gaps or age-related biases by highlighting:


  • Relevant, recent experience

  • Certifications or tools you’ve mastered

  • Mentoring, board work, or project-based contributions



Make it about how you’ll solve their pain points, not about what you want.  👉 Read the full blog here : Here is the formula to write the cover letter



Understanding ATS (Applicant Tracking Systems)


Yes, many companies use ATS tools like Taleo. These systems scan your resume for keywords before a human ever sees it.


Use relevant job titles

Mirror the language from the job posting

Avoid graphics or tables that could confuse ATS

Apply only if you meet the mandatory qualifications


Be strategic. Don’t waste energy applying blindly. Talk to the hiring manager or job poster first if possible.  👉 Read the full blog here: how to write a resume to get job interviews


Watch out for the knock-out questions when applying online. If you don't meet the pre-screening requirement, you will be auto-rejected without recruiters even looking at the resume. Examples of possible knock-out questions when applying for a job. There are jobs that have mandatory requirements and are nice to have. Do you meet the mandatory requirement?

Don't shoot the shot without talking to the job poster/ hiring manager. Focus on the right role instead.





How to add career Break/ employment gaps on LinkedIn & Resume with samples

Let’s start with a quick fix: if you’ve had a career break, make sure your LinkedIn reflects it properly—remove old employers from “present” to “past” and use LinkedIn’s dedicated Career Break section to address your time away from work. It’s better to own the gap than to pretend it doesn’t exist.


Now let’s talk about the elephant in the interview room—career gaps still come with bias. You need a strategy. Sometimes the classic “don’t ask, don’t tell” works, but you also need to be ready when that question comes up.


According to LinkedIn data:


  • 64% of women have taken a career break, often due to parental leave (22%), medical leave (17%), or mental health (14%).

  • 64% of professionals wish there were better ways to represent career breaks positively.

  • 52% of hiring managers believe candidates should proactively address their break during interviews and highlight what they learned.

  • 48% of employers say the biggest mistake candidates make is undervaluing themselves—either in salary or seniority—after a break.



But here’s the good news:


  • 74% of people who’ve taken a break say employers did value the skills they gained.

  • And 50% of hiring managers agree: those returning from a break often bring strong soft skills.

  • Yet 46% of employers say candidates still undersell their experience and value.



So, what should you do?


🎯 Be strategic. Your gap shouldn’t be a mystery. Use that space to show growth. Did you take care of a family member? Volunteer? Learn something new? Tie it back to the company’s vision or the competencies the role needs.


🎯 Practice your story. Interviews aren’t therapy sessions. Stay on track and avoid over-explaining. Less is more—but be prepared.


🎯 Tailor your cover letter. This is your chance to frame the gap before they make assumptions. Briefly mention the break, what you did, and what you’re bringing back to the table.


Bottom line: your career break is part of your story—not the end of it.




Interview Preparation: Standing Out as a Seasoned Professional


Your resume’s job is to get you in the door—it doesn’t guarantee an offer. Especially for those with 10–30+ years of experience, ageism is real, and unfortunately, there are biases in hiring processes that seasoned professionals still face. Here are sample answers on how to use the CARL model for behavior questions.



Addressing Ageism and Tenure Bias



If you were laid off, you may be seen as “too experienced” or expensive. Here’s how to stay ahead:


  • Be upfront about salary expectations during phone screens—know your worth and back it up with research. Watch this video Master Salary Negotiations: How to Answer Salary Expectations in Job Interviews Like an Expert!

  • Evaluate company culture: Browse the company’s career page. Do the photos and values reflect a place where you’d feel a sense of belonging?

  • Be coachable: The younger generation has valuable insights and skills. Your future manager could be Gen X, a Millennial, or even Gen Z. Consider finding a mentor who’s younger than you—someone who excels in the skills you want to grow in.

  • Adjust your mindset: Your silver hair shows wisdom, not a limitation. Grooming can boost confidence, but attitude matters more. If you’re hiding your age but carrying a “we’ve always done it this way” mindset, it’ll show.

  • Tenure career professionals are known to be expensive. During phone screening, be clear on the salary expectation 



Pro tip: Don’t lead with the number of years you’ve worked. Lead with results. Focus on accomplishments—not age.


I personally started feeling ageism in my late 30s. Most of the interviewers I met were younger than me. The workforce is changing, and I had to shift my mindset, work on my gaps, and rebuild after a layoff.


“Tell Me About Yourself” Interview Question


This classic opener can be a trap if not handled strategically. Instead of starting with “I have 20 years of experience…,” take a page from marketing—address the employer’s pain point from the start.


Example:


“I noticed your customer satisfaction score dropped to 60% last year. In my previous role, I helped increase our score from 55% to 85% using a specific formula I developed. I’d love to apply a similar approach here.”

🎯 Pro Tip: Show quantifiable data. Know their KPIs. Right after your intro, ask:


“Could you share what KPIs define success in this role?”

This turns the interview into a two-way dialogue early on and shows alignment with their goals.



Talking About Layoffs and Gaps



If your role was eliminated, mention it briefly before they ask:


“Due to restructuring and new leadership, my role—along with nine others—was eliminated. But here’s what I achieved before that…”

This shifts the narrative away from personal blame and into context.


🔕 Avoid oversharing. No rants about toxic bosses. Stay under 30 seconds. Shift quickly to why you’re excited about this opportunity.




Where do you see yourself in 3-5 years from now?


Long-term goal questions and sample answers if you are not sure about how to prep for tough questions in the interview. Why do hiring managers ask about where you see yourself in 3-5 years from now in an interview? Here is a video


Preparing for AI and Video Interviews



Is AI rejecting you? Read how One-way video interviews are becoming the norm. Here’s how to prepare:


  • Practice on camera—record yourself and review your body language.

  • Use LinkedIn’s free interview prep tool for practice.

  • Set a timer—some platforms won’t allow retakes.

  • Test the tech in advance. Don’t give hiring managers another reason to think “tenured” means “technologically behind.”

Check sites like Glassdoor for interview formats before your meeting.


20+ Questions to Ask in an interview to spot red flags


1. “Can you describe the team dynamic and how conflicts are typically handled?”


Why ask: A vague or defensive answer may hint at unresolved tension or lack of conflict resolution processes.



2. “What does success look like in this role in the first 3 to 6 months?”


Why ask: If they can’t define success clearly, the expectations may be unrealistic—or the role may be poorly structured.


These are just a couple of the 20+ strategic questions you must ask during interviews to avoid toxic workplaces, spot red flags early, and make sure the job is the right fit for you.


👉 Read the full blog here 20+good Questions to ask in the Job Interview


Don’t go into your next interview unprepared—know what to ask, and what their answers really say.




Final Stage Prep: References and Background Checks


Before you get the offer, you’ll likely be asked for references and possibly go through a background check. Here’s how to stay ready:


  • Have your references lined up early. Don’t wait until the last minute.

  • Avoid listing toxic former managers—especially if you were laid off or experienced a difficult exit. Choose people who genuinely support you and can speak to your strengths.

  • Prep your references ahead of time. Let them know about the role and what you’d like them to highlight.

  • Know what employers actually ask during reference checks. It’s not just about confirming job titles—they’re asking about performance, teamwork, attitude, reliability, and even whether you’d be re-hired.



🎥 Want to know exactly what questions they ask during reference checks?

Know what employers are likely to ask during reference checks and prep your references in advance.

Watch this video, What do employers ask during reference checks?, to learn how to prepare your references like a pro—and avoid sabotaging your offer.











Ready to Future-Proof Your Career in 2025?






Sweta Regmi , is a former hiring manager at award-winning global companies, the Founder and CEO of Teachndo, an award-winning Certified Career & Résumé Strategist, and the powerhouse Podcast Host of Diaspora’s Career Challenges. As an immigrant herself, Sweta is on a mission to help professionals from underrepresented and diverse backgrounds break systemic barriers and secure six-figure roles—without compromising their identity.


In 2024, Sweta was honored with the Outstanding Career Leader Award—the highest recognition from Career Professionals of Canada—for her transformative impact on the coaching industry. She is also a finalist for the Top 25 Canadian Immigrants Award, celebrating her powerful influence on the immigrant community. Consistently ranked among Canada’s Top 10 Coaches, she has been recognized as a Top Job Search Expert and Top Career Advisor to Follow on LinkedIn.


A trusted voice in the global career space, Sweta has been featured on over 100 major media platforms, including CBC National, Global National, CNBC, The Wall Street Journal, HuffPost, CTV, City News, Forbes, The Globe and Mail, LinkedIn News, and Indeed. Her insights have also taken center stage at top career conferences across North America. Sweta is the Amazon Bestselling Author of “21 Resilient Women: Stories of Courage, Growth, and Transformation”—a powerful anthology praised by Canadian libraries, government ministers, and Members of Parliament.


Her three-time nomination for the RBC Canadian Women Entrepreneur Awards by Women of Influence (2022–2024) further cements her status as a visionary leader in career development and advocacy.


To date, Sweta has helped over 500 global professionals land six-figure roles at top-tier organizations such as Amazon, Accenture, Deloitte, IBM, major Canadian banks, and the Government of Canada. With her bold, barrier-breaking coaching rooted in personal branding, career clarity, and strategic storytelling, Sweta continues to transform careers—and lives—across the globe.






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