Category Archives: Life

AI, Employment, Life

Find a new role or job after redundancy

The job market is still pretty tight in April 2026, and IT is tougher than the headline unemployment numbers suggest because employers are hiring more selectively, keeping vacancy growth subdued, and raising the bar for experience. UK labour-market reporting says hiring is close to stabilising, but conditions remain challenging, and technology roles are resilient relative to the wider market rather than broadly easy to land [1][2].

What is happening

  • Employers are still cautious after a long slowdown in vacancies and hiring confidence, with UK reports describing the market as close to bottoming out rather than clearly recovering [1][2].
  • Competition is high because more candidates are chasing fewer openings, especially in entry-level and mid-level roles [3][2].
  • In IT, companies are still investing, but they are being very selective about which roles they open and often prefer people with niche, immediately useful skills [4][1].

Why IT feels harder

  • AI is reshaping hiring, and some employers are explicitly reducing junior or commodity-type roles because automation can handle part of that work [4][2].
  • Layoffs in tech have added experienced candidates back into the market, which makes competition worse for everyone else [5][6].
  • Many postings now expect broader skill sets than before, so “good enough” candidates often get filtered out quickly [4][3].

Where demand still exists

  • Cyber security, data, AI, cloud, and other specialist infrastructure roles are still among the strongest areas in the UK IT market [4][1].
  • Engineering and technology hiring is described as relatively more resilient than the wider labour market, even though demand is still weak compared with boom periods [1].
  • Employers are still looking for people who can deliver immediately, particularly in roles tied to automation, digital transformation, and AI enablement [4][1].

Practical read

If you are already in IT, the market is difficult but not dead: experienced people with scarce skills are still getting opportunities, while generic support, junior dev, and broad “all-rounder” roles are the hardest to place [4][2]. For job seekers, the main challenge in 2026 is not absolute lack of jobs, but a mismatch between what many employers want and what most applicants can show on paper [3][2].

A simple way to think about it: 2026 is not a “no jobs” market, it is a “harder to get shortlisted” market, especially in IT [1][3].

How long to find IT job after layoff 2026?

In 2026, a realistic IT job-search timeline after a layoff is often 4 to 6 months, with some people landing in 6 to 8 weeks and others taking much longer depending on seniority, specialization, location, and how targeted their search is [1][2]. Broader job-market data also suggests the average job search after a layoff is around five to six months, which lines up with the tech-specific estimates [2].

Typical timeline

  • Fast outcomes: about 6 to 8 weeks if your skills are in demand, you have strong referrals, and you apply very selectively [1][3].
  • Common outcome: about 4 to 6 months for many IT professionals in 2026 [1][2].
  • Slower cases: 8 months or more if you are aiming for remote roles, a narrow niche, or senior positions with very few openings [4][5].

Why it takes longer

  • ATS filtering and high application volumes mean many strong candidates never reach a recruiter [1].
  • Tech layoffs have increased the supply of experienced applicants, so competition is tighter than in a normal year [6][7].
  • Employers are hiring more cautiously and often want people who can contribute immediately with minimal ramp-up [8][9].

What affects your speed

  • Seniority matters: mid-level specialists often move faster than generalists because they can show clear value [3][1].
  • Location and flexibility matter: being open to onsite or hybrid roles can shorten the search compared with insisting on fully remote work [4].
  • Targeting matters: referred candidates and focused applications usually outperform broad mass-applying [1].

Practical expectation

For someone with solid IT experience, a good planning assumption in 2026 is three to six months, with a faster result possible if you have in-demand cloud, security, observability, or platform skills and a strong network [8][9][1]. If your profile is broader or your target is very specific, plan for the search to last longer and budget accordingly [2][5]

What strategies cut IT job search to under 3 months after layoff

To get under 3 months, the winning pattern is: target fewer roles, use warm introductions, tailor aggressively, and move fast in the first 2 weeks [1][2]. The fastest recoveries are not from spraying applications everywhere; they come from building a shortlist of target companies, speaking to people inside them, and getting referred before the role is crowded [1][6].

What works best

  • Build a target list of about 10 to 15 companies and focus on them hard rather than applying broadly [1].
  • Reach out to 3 people at each target company, ideally future teammates or adjacent peers rather than only recruiters [1].
  • Ask for short, specific conversations, then follow up every 2 to 3 weeks with something useful or relevant [1].
  • Keep your CV tightly matched to each role so it is easy to read and directly aligned with the posting [3][7].

Speed levers

  • Apply in the first 24 to 72 hours after a role is posted, when fewer candidates have piled in [1].
  • Use on-site or hybrid options if you can tolerate them, because sticking to fully remote roles can slow the search [1].
  • Stay in your current lane unless a pivot is truly justified; searches are faster when you sell proven experience rather than a brand-new direction [1].
  • Add contract, interim, or freelance work as a bridge if the market is slow; that keeps income coming and preserves momentum [2][9].

First 30 days

  • Days 1 to 3: fix CV, LinkedIn, references, and a target list [2].
  • Days 4 to 10: start outreach and referrals before spending heavy time on applications [1][6].
  • Days 10 to 30: run parallel tracks of networking, direct applications, and interview prep so you are not waiting on any one channel [2][3].
  • Keep a tracker so you can see which companies and contacts actually produce interviews [2].

For IT roles

The best odds of getting under 3 months are in higher-demand areas like cloud, security, data, platform engineering, and AI-adjacent infrastructure work [11][12]. Generalist support or commoditised roles usually take longer, so narrowing your pitch to scarce, business-critical skills matters more than ever [11][13]. In IT, referrals and a very specific value proposition often beat raw application volume [1][6].

Simple rule

If you want a sub-3-month outcome, think in terms of 10 target firms, 30 meaningful contacts, 2 tailored applications per day, and interview prep from day one [1][2][3]. That combination is much more likely to produce momentum than waiting for job boards to do the work [1][7].

How to use AI to help job searching

AI can help most if you use it to reduce admin, improve targeting, and sharpen your pitch rather than to mass-apply for roles. The biggest wins are tailoring CVs to each role, drafting outreach messages, organizing applications, and preparing for interviews faster [1][2][5].

Best uses

  • Tailor your CV to a job description by extracting keywords and matching your experience to the role [1][4][6].
  • Draft cover letters and recruiter messages quickly, then edit them so they sound like you [1][5].
  • Build a shortlist of target companies and roles from your skills, location, and preferences [1][7].
  • Track applications, follow-ups, interview dates, and contacts in one place [3][5].
  • Prepare for interviews with role-specific questions, mock answers, and STAR-story prompts [2][10].

A good workflow

  1. Paste the job description into AI and ask for the top skills, likely screening keywords, and gaps in your CV [1][4].
  2. Ask it to rewrite your summary and bullets around measurable outcomes, not responsibilities [2][10].
  3. Generate a tailored outreach note for a hiring manager, recruiter, or employee referral contact [1][2].
  4. Use AI to turn your notes into a cleaner application tracker and follow-up plan [3][5].
  5. Before interviews, ask for likely technical and behavioral questions based on the role and company [2][10].

What works especially well in IT

For IT roles, AI is most useful when you use it to map your experience to specific stacks and outcomes, such as cloud migration, observability, DevOps, security, data engineering, or platform reliability [1][4]. It can help you turn broad experience into stronger role-specific language, which matters a lot when recruiters are filtering for exact keywords [1][4]. It is also helpful for finding adjacent roles you may not have considered, especially if you want to pivot within infrastructure or operations [7][10].

What not to do

  • Do not send AI-written applications without editing them for accuracy and voice [1][6].
  • Do not rely on AI scores alone; they can miss context or overrate generic keyword stuffing [8][5].
  • Do not use it to invent experience, certifications, or achievements [10].
  • Do not mass-apply just because AI makes it easy; the best results still come from targeted roles and real networking [11][2].

Simple prompt pattern

A strong prompt is: “Here is my CV and this job description. Identify missing keywords, rewrite my summary for this role, suggest 5 stronger bullets, and draft a short recruiter message.” That gives you a focused output instead of a generic blob [1][4][10].

Life

Why Gen X is the real loser generation

In 2025, economic analysts and sociologists, most notably in a widely discussed analysis by The Economist, have identified Generation X (born 1965–1980) as the “real loser generation” due to a unique convergence of financial and social setbacks.

The primary reasons Gen X is characterized this way include:

  • Wealth Lag: Despite being at their peak earning years, Gen X has significantly less wealth than previous generations at the same age. For example, 2025 data shows that Millennials at age 31 have roughly double the wealth that the average Gen Xer had at that same point in their life.
  • The “Sandwich” Squeeze: Gen X is currently under intense pressure as the “Sandwich Generation,” simultaneously caring for aging parents and supporting their own children. Over 54% of Americans in their 40s are now balancing these dual caregiving roles.
  • Poor Market Timing: This cohort faced a “lost decade” in the stock market during the 2000s, precisely when they should have been building wealth. They entered the workforce during recessions and were hit by the 2008 financial crisis just as they were entering their prime career stages.
  • Invisible at Work: Many Gen Xers report feeling invisible in a corporate landscape that increasingly values younger “tech-native” talent (Millennials/Gen Z) or retains aging Baby Boomer leaders. Some corporations are reportedly “skipping over” Gen X for C-suite promotions in favor of younger leaders.
  • Retirement Anxiety: Unlike Boomers who often had stable pensions, Gen X must rely on volatile 401(k) plans and a shaky Social Security outlook. Nearly 60% of Gen Xers now expect to work past age 65.
  • Cultural Neglect: Often called the “latchkey kids” or the “forgotten generation,” Gen X is largely ignored in the cultural “generational wars” between Boomers and Millennials. They lack the media attention and political influence of the larger cohorts that flank them.

We have some wins

Gen X has been pivotal in education, technology, leadership, and cultural change, often acting as the **bridge** between older and younger cohorts.

Tech and innovation advantages

– Gen X was the first cohort to grow up alongside personal computers, the internet, and mobile phones, giving them a rare comfort with both analog and digital worlds.

– Many Gen X entrepreneurs lead in adopting new technologies and using them to create innovative business models, especially in tech, finance, and e‑commerce.

Educational and career gains

– Gen X was the first generation to face a labor market that effectively required postsecondary education for good jobs and responded with higher college attainment than Baby Boomers at similar ages.

– College‑educated Gen Xers typically enjoy higher incomes and greater wealth than less‑educated peers, showing that many in this cohort successfully leveraged education into upward mobility.

Leadership and workplace strengths

– Gen X workers are now heavily represented in senior and executive roles, bringing deep institutional knowledge, strong work ethic, and problem‑solving skills to leadership.

– Employers see Gen X as especially adaptable and resilient, having navigated repeated economic and technological shifts while still driving transformation in their organizations.

Bridge between generations

– Positioned between Boomers and Millennials, Gen X is widely described as a mediator generation that understands traditional hierarchies and newer, more fluid work cultures, smoothing communication across age groups.

– In workplaces, Gen X frequently acts as the connector between colleagues who struggle with digital tools and those who are “always online,” helping teams stay cohesive and productive.

Cultural and lifestyle benefits

– Gen X helped define late‑20th‑century and early‑internet culture: from alternative music and independent film to early online communities and gaming, leaving a lasting cultural footprint.

– Compared with older cohorts, many Gen Xers place a high value on work‑life balance and flexibility and have been key drivers in normalizing remote work, flexible hours, and more autonomous, less hierarchical work styles.

Conclusion

Yep, balancing things up, I can conclude we are the losers…

Employment, Life, Work

The Nature of IT RIFs (reduction in force aka layoffs aka mass redundancies)

If you work for any IT company and see Slack users all of a sudden disappearing – then your company is performing a RIF. Out of the blue or with very short notice – a colleague or two’s Slack account is closed and you are left wondering why.

This trend has been around for a while now and sprung sites such as https://layoffs.fyi/ documenting the unprecedented amount of layoffs in the IT industry. Other sites document layoffs in other industries (e.g. UK education and civil service) too, and paints a gloomy picture of the state of unemployment and an extreme tough jobs market.

My current employer is make a round of RIF this moment in time! Hence this article about RIFs. I was affected by a RIF a year ago with a different corporation, so I am putting in motion things to do from the lessons I learnt from last time. I hope this will help anyone affected this time…

Trust No One

When you are being told that there is a round of RIF and “we are not affected” or “we are safe” by your manager or director – do not trust them. When this announcement is made interpret this as “you need to make plans and execute them ASAP in preparation that you will be affected”. Until the RIF round is “official” over, then consider this “unknown” period is your “at-risk” period.

By UK employment rules (the minimum that corporations will follow) your employer will have to give you an “at-risk” period (different from above!) When they give you this notice, you are able to stop work and look for other roles – internally OR externally).

My previous employer when they gave me this “at-risk” period, had already frozen hiring and no new “req”s were granted, making it impossible to get an internal role if you wanted to stay with your employer. In this situation you are effectively certain of being made redundant and will have to leave their employment…

You need to put things into place if you are going to survive the redundancy.

The Nature of IT RIFs

Two is not a pattern to draw definite conclusions on but it seems to me that when a corporation announces a record profit-making quarter, they follow this up by a record spend which forces them to make a RIF. This is the way…

The nature of IT recruitment and redundancies seem to have established a boom and bust pattern. Corporations overspend and over-recruit to achieve a commercial objective or goal (usually adding as much value to the corps as possible) and when this funding-period is over, they then perform a RIF to be able to start the next project. This is an evil cycle for the all employees, not just those who are let go.

When a RIF occurs, there’s little rhyme or reason why specific individual is affected. The main directive or goal of a RIF is to reduce costs so the corps can make up the huge spend or fund the new project – nowadays it is certain to be AI. The lowest hanging fruits will be picked first and then maybe the projects that are costing most but have delivered little and then just randomly in areas that (to the bosses) are not important. Of course, to the individual, we are all important so we ask the question why me? Why my team? Why my organisation?

There is no reason – even if your manager or director gives you a reason – this will not be it!

Accept and Move On

Successful people turn disadvantages to advantages – they accept the situation, deal with it fast – learn from the situation – and move on! They do not “sulk” or “get down” or “get stuck” – they learn, try again, try something different until they succeed. This is what anyone affected by RIF must do. When I say “accept and move on” yes, I mean accept the severance package and start on your CV/Resume and start job hunting… or if you are due a good package, buy that Porsche you’ve always wanted and drive it… into a traffic jam…

One of the help that might be available to someone who is “at-risk” is free consultation with a career coach. I must admit, I was very skeptical about this free facility at first, but once I ventured out to look at the job market, I find myself turning around and was open to help, tips, advice and motivation of any kind to get a head start.

The job market has changed a lot and has also gotten tougher and tougher with each round of redundancies. You need al the advice and coaching you can get. The successful things you did to attain the job/role that you’ve juts been made redundant from will NOT work this time! You need new job hunting skills, tools and be adaptable to the current state of the market.

Those who have not hunted for new roles or moved jobs in the past 5 or 10 years will have to learn and act fast! I see that even talent advisors and experience recruiters struggle to find new roles for themselves let alone for others…

What To Do?

This is my list – it needs to be adapted for your personal needs/situation – it is just to give you something to start with:

  1. Update/rewrite your CV/Resume
    • Your CV/resume will be current so update
    • Your CV/resume will not be in a modern format/layout
    • Your CV/resume will need to be tailored to the role
    • Your CV/resume will need to be in a format for auto-form-filling easier
    • Your CV/resume will need to be in a format for AI to process and not reject you without passing it on to a human!
  2. Create a generic cover letter
    • Your roles will be very similar in requirements, so a generic letter will save time
    • Leave areas for specifics, but don’t forget to change those specifics
  3. Sign up to LinkedIn and other job boards
    • These sites will have job hunting tips and advice so take advantage
    • These sites allow you to network so take advantage
    • These sites might have training courses or practise facilities
  4. Reach-out to contact and ex-colleagues
    • There maybe suitable vacancies with their employer
    • Ask them to spread the message that you are looking for a new role
  5. Create a spreadsheet of job applications
    • You will soon lose track of what company, the recruiter, the role, etc that you’ve applied for an why – keep a spreadsheet of all relevant info
  6. Create a routine of job searching/application and rest
    • You will need to be disciplined so a route that works with rest breaks to relieve the stress will keep you going until you are successful
  7. Practise interviews. conversations, and coding tests, etc.
    • You will need to be sharp and effective in your interview, practise and deploy all the tricks and methods for effective interview e.g. using S.T.A.R. method and the like.
    • Practise in a Zoom session and record yourself, playback to evaluate how you perform and what you should do and not do, say and not say

Good Luck!

Do not give up! And do not stop once you’ve achieved a new role! Work as though you are under threat of being made redundant – there is no such thing as a safe job any more – always actively develop and progress to the next role…

I am writing this in a situation when I am actually in my “at-risk” period… But as I’ve started this process well before the RIF news, I think I am ahead in the job queue (although not necessary near the very start!)