We all know someone (most of us many more than one) who's experienced job loss this year. It's become a drumbeat in the social media and technology space, beginning with Meta's announcement last November. And while the overall numbers aren't staggering (still only a fraction of all of the new roles that were added during the pandemic) many of these roles have been with senior people who've not been in the job market for a while. I can't tell you how many conversations we've had this year with highly regarded, talented people who now find themselves in a state of transition.

As leadership recruiters in the technology and creator economy space, we've spent years working with candidates in various stages of their careers. One thing we've concluded is that senior people often feel the most helpless . While you may assume that the most senior leaders have the best career transition plan, this isn't necessarily true. Think about it. People become senior leaders because they have been in their roles for years and have then been promoted into leadership roles. Not only have they not had to look for a job for a while, but their identity has become embedded in their former company. This makes a job search and transition difficult. If you find yourself in this position, you may be trying to answer three (possibly existential) questions:

1. How can I get through the psychological separation as quickly as possible?

2. How do I zero in on what I want to do next?

3. How do I go about finding a new job in this new world where the job search and the hiring process has changed dramatically?

If you haven't been in the job market for a while, you are aware that the tactics and process for finding a new role have changed dramatically. This is in part because the pandemic triggered a new set of rules for job seekers and employers. It also ushered in new tools and technology for recruiting that are much more effective. Unless your former employer has a robust outplacement offering, you will likely need help in crafting a new strategy for your job search. Here are some warning signs:

You are having trouble taking control of your job search. If you are not feeling directed or are having trouble mounting your search, maybe its because you have not identified that you have skipped some steps in the process. You can't find what you are looking for unless you are ready and can recognize where you are in the search process. This takes time and also a plan.

You find yourself asking other people for advice on what you should do next hoping they may know you better than you know yourself. While it is perfectly healthy to bounce ideas of your spouse or close friends, if you are struggling to land on a direction then it's time to hit the pause button. If you can afford to do so, take some more time and do some real soul searching. Many people think they have done this but they've put an arbitrary time limit on it. "I'm taking two weeks at the beach to figure out what I want to do next, and then I'll start my search in September." If you come back from the beach and still don't have clarity, then perhaps you need more time then you thought to figure out a direction. You may also benefit from starting a relationship with a career coach who can guide you and give you candid advice and feedback. A good coach will recognize when you are not ready, and help you address the questions that might be preventing your progress.

If you were recently laid off, here are 3 things we would advise you not to do:

1. Send out a hastily updated resume to announce your job search

2. Connect with recruiters to ask where the jobs are OR what they recommend you focus on given your background

3. Burn through your network of contacts hoping for a lucky referral

If you or someone you know is doing the above, please stop and ask yourself - is sending around a resume still a good idea? Pro tip? No it is not. Instead, focus on your LinkedIn profile. This is the front door for your job search and is the way people will find you. Your resume matters but it probably won't come into play until later in the search process, once you are clear about what you want to do, have a good story assembled and are ready to apply for/consider specific roles. And if you are setting calls with recruiters or meetings with old acquaintances, think about what your objective is. Remember that you are unlikely to be in a productive job search mode until you've put yourself on the psychological journey to your next role. This takes time and a plan .... which will drive the story that you need to tell. If you haven't done the work, your story is unlikely to resonate and everyone (but you) will sense that as soon as you start the conversation. And while your family and friends will be gentle, your broader network of contacts may not be and may not give you a second chance.

Earlier this summer we launched a transition coaching practice designed for senior leaders who are contemplating or are in the midst of a transition to a new role. Tailored for the technology, digital media and commerce space (for whom we recruit), our coaching program can put you on the right path to where you want to go. Visit our site for more information.