Why Your Job Search Isn't Working Anymore (And What To Do About It)
Two updates before we begin:
If you haven’t already, check out levelupcareers.ai. This is my initial stages app to help out job seekers. It will give feedback on your resume; help tailor your resume to a job description, and help you prepare for interviews all using AI. Let me know what you think! Free to use (but if it blows up, I’m planning on charging a small amount like $5/mo since the AI queries cost $$$).
I’m going to start doing some paid posts here. The 1x/week Saturday editions for job seekers will continue on. But for paid subs, it’ll go over
Real recruiting scenarios I’m facing, have faced in the past, and lessons I’ve learned along the way.
This will definitely be beneficial for recruiters
Outlined conversations for my career coaching calls
This will be beneficial for:
Folks who don’t have the resources to spend $$$ on the call
Folks who are passively on the market looking to see what works for them
Folks looking for a preview of what to expect when looking for a coaching call with me
Most Candidates Have Never Seen a Market Like This
The job market is tough right now. Brutal, actually.Especially in tech.
And the reality is this:
Most candidates have never operated in a true employer’s market.
Not even the experienced ones with 10+ years in the game.
Let’s break this down.
The ZIRP Era: A Candidate’s Playground
2020 to early 2022, it was almost too easy.
Zero interest rates.
VC money pouring into startups.
Remote work opened doors to more companies than ever.
Companies were hiring fast and paying top dollar.
If you had a half-decent resume, you could:
Cold apply to five jobs on Monday
Interview on Wednesday
Get two offers by Friday
I’m exaggerating... but not by much.
If you knew how to spell “software engineer,” you could land a 50% comp increase.
Remote? Sure.
Equity? Of course.
Sign-on bonus? Why not.
This wasn’t just a hot job market. It was frothy.
And most folks thought it would last forever.
Even the 2010s was a candidate’s market.
Was it as hot as 2020-2022? Of course not.
But as long as your expectations were in check, you were still able to land an offer relatively quickly.
Managers still had to move fast, especially on in-demand roles like SWEs and other engineers.
Managers still had to give out competitive offers and there was minimal lowballing.
If you had competing offers, you were still able to pin both companies against each other.
But Everything Changed in 2022
When the Fed started raising interest rates in mid-2022, everything flipped.
Suddenly, money wasn’t cheap anymore.
Startups saw their funding dry up
Public tech companies cut costs to appease investors
Hiring slowed to a crawl
Layoffs started rolling in
And just like that, we moved from a candidate’s market… to an employer’s market.
So What’s an Employer’s Market?
Simple:
The company has the power, not you.
They’ve got:
Dozens (sometimes hundreds) of qualified applicants
Tighter hiring budgets
Longer hiring cycles
Less urgency to move quickly
More scrutiny on every hire
Even if you’re a great candidate, you’re competing with other great candidates.
It’s not enough to just be good.
You have to stand out.
Why This Feels So Confusing (Even to Veterans)
The last true employer’s markets were:
2008–2009 (Great Financial Crisis)
2000–2002 (Dot-com Bust)
That’s over a decade ago.
In some cases, closer to two decades.
So even if you’ve been working that long, chances are you weren’t job searching during those downturns.
You were probably staying put and riding it out.
That means—even for seasoned pros—this still feels like uncharted territory.
The Core Mistake Candidates Are Making Right Now
They’re treating this job market like the last one.
They think:
“This is how I got my last job… why isn’t it working now?”
Because the last time you looked, companies were chasing you.
Now?
You’re chasing them.
And the old playbook doesn’t apply.
Let’s Use a Real-World Analogy: The Housing Market
Picture this.
In 2019, I list my house at $500K.
You offer $480-$510K, 20% down, traditional financing?
Done deal.
But in 2024?
I list my house at $500K and here’s what I see:
Offer 1: $500K with 20% down
Offer 2: $550K with 50% down
Offer 3: $500K cash
Offer 4: $600k with 20% down
Even if your offer matches the asking price, someone else is just better positioned.
That’s the job market right now.
You may be qualified.
You may be a great fit.
But someone else is showing up faster, with better positioning, a referral, and a compelling story.
What to Do Instead: Get Aggressive
If you’re applying the old way and getting no traction, here’s the hard truth:
You need to get uncomfortable.
You need to get proactive.
Here’s how:
1. Stop Relying on Cold Applications
Cold apps = lowest ROI.
Sure, you might get lucky.
But if you’re applying to 50+ roles a week and hearing nothing? That’s your signal.
“The definition of insanity is doing the same thing over and over again expecting a different result.”
So if you’re cold applying:
Reach out to the job poster if you’re a clear 80-90%+ match
Make sure company is actively hiring and not reposting the same role.
You’re ideally supplementing it with something extra (referral, direct outreach, etc.)
2. Reach Out to the Job Poster
If a job has a poster listed, don’t waste it.
Send a thoughtful message:
Show that you’ve read the job description
Mention 1–2 specific ways your experience aligns
Express interest in learning more—not just landing the job
Even a simple note can move you to the top of the pile.
3. Find the Hiring Manager
No poster listed?
Search the company on LinkedIn.
Filter by title (e.g., “Head of Product,” “Engineering Manager,” “VP of Design”).
Look for someone who likely owns the role.
Then send a short message:
“Hey [Name], I came across the [Job Title] role at [Company]. I’ve worked on [relevant project or skill] and would love to learn more about your team’s work. Would you be open to a quick chat?”
Most people won’t respond.
But the ones who do can change your trajectory.
4. Tap into Your Network (Seriously)
This is the part most people skip.
Why? Because it’s awkward. It feels “salesy.”
But in this market, warm intros are gold.
Here’s where to start:
Former colleagues: They already know your work
College alumni: Reach out and offer a coffee chat
Past managers: They’re often in new roles with open headcount
Old clients: Especially if you’re in consulting, freelance, or agency work
Start with, “Hey, I’m on the market and exploring new roles. If you hear of anything in [your domain], I’d love to reconnect.”
You’re not asking for a job—you’re asking for visibility.
5. Use Content to Build Credibility
This one’s a longer play—but powerful.
Post on LinkedIn 2–3x a week.
Talk about problems you’ve solved
Share insights from your past work
Comment on industry trends
People hire people they trust.
Content builds that trust—even with strangers.
TL;DR
The job market has shifted.
Most candidates haven’t.
If you’re still using the 2021 playbook, you’re going to get stuck.
Cold apps aren’t enough
You need to be proactive
Leverage your network
Find decision makers
Create visibility for yourself
This isn’t the market where you wait for opportunities.
It’s the one where you create them.
If you’re looking for bespoke advice, you can book a call with me here.
I also wrote an e-book that details all my advice in one spot which you can by here for just $5.
Typo on my section for cold apply. Should say instead when you cold apply, take it a step further if you’re 80-90% fit and reach out to job poster and manager