When Layoffs Create Opportunities

Big Tech is in a weird place.

Although Big Tech experienced tremendous growth over the last few years, it was only a matter of time before that growth bubble burst. Now, lately, it seems that every other week there is a mass layoff. It’s hard not to think of the thousands of professionals who invested their time and efforts into a company that released them in order to save their bottom line. One can only imagine the fear and hurt these former employees must feel when they’re left with a few month’s severance and well wishes.

The interesting part of this unfortunate and unexpected situation though, is that it seems that those who have been laid off from Big Tech are finding new employment rather quickly. This is due in part to opportunities in sectors apart from tech; many of which include Small and Medium Businesses (SMBs). These industries include, but are not limited to, healthcare, finance, nonprofit, government, education, and hospitality. While Big Tech is downsizing, it appears every other industry is hiring aggressively; akin to how Big Tech was hiring through 2021 and 2022. Big Tech taking a step back opens the door for companies in other industries to have their chance at top talent.

There are some things to consider, however, before going after this new talent.

Be ready to innovate

The professionals that have lost their roles in Big Tech still have the sharp and innovative minds that create change and lay the foundation for businesses to grow. At one point, these Big Tech companies were SMBs, employing the same minds that may have been laid off in these last several weeks. These folks likely aren’t looking to remain stagnant, so if your company is not ready to work with forward-thinking, driven, and passionate individuals ready to make a difference, don’t go looking for them

Improve your offerings

Ensure that you have paths for growth and a way for your team members to make a real impact on something meaningful. The talent coming from Big Tech is used to top tier benefits, compensation, and offerings in general. Although there may be slightly less competition, you will likely have to improve your offerings in order to land these professionals. Evaluate what you can bring to the table, and request assistance if you think there is an opportunity to really innovate with the technology at your organization.

Don’t overdo it

Yes, hiring may become slightly easier with an influx of available quality talent, but do ensure that every position you hire for is absolutely needed. It is likely that you’re in an industry that’s experienced more stability than the tech sector, and that may be what’s attracting these newly available candidates to you. But overhiring will undoubtedly backfire, put those same candidates right back where they started, and set you in a weird place just like Big Tech.

The job market has been a roller coaster over the past three years since the pandemic. The Big Tech layoffs are just another wild twist. Perhaps it is the nature of the job market to be unpredictable. With that in mind, it pays to find ways to thrive amidst the chaos. Companies outside the tech sector, and SMBs used to living in the shadow of Big Tech, are having their moment in the sun while they reap the benefit of available talent. It may not always be your turn to thrive, as Big Tech has now shown, but, just like the path of a roller coaster, it will all come back around.

< Older Post Newer Post >

Share This Post!

Talent Tap Trends & Insights | Lancaster, PA

The Future of Work

By Bernadette Hill • January 16, 2026

The Future of Work is Owned – Literally. The way people think about work is changing fast. Today’s workforce—especially Gen Z—want more than a paycheck. They’re looking for purpose, stability, and a real stake in what they help build. That shift is pushing more small and midsize businesses (SMBs) to rethink how ownership works. Employee ownership is emerging as a practical way to improve retention, engagement, and long-term performance—without adding unnecessary complexity. Tim Garbinsky , Communications Director at the National Center for Employee Ownership, has seen how powerful this can be. When employees understand how their work directly impacts the value of the business, ownership stops being a “culture initiative” and becomes part of everyday decision-making. So, what does employee ownership look like for SMBs? Employee Stock Ownership Plans (ESOPs) offer tax advantages and are often used by owners planning an eventual exit. Employee Ownership Trusts (EOTs) provide long-term stability with simpler administration. Direct employee ownership is flexible, cost-effective, and easier to roll out than many owners expect. Worker cooperatives emphasize shared ownership and democratic governance. Profit-sharing and equity compensation align incentives without shifting control. Tandem Business Center for Shared Success helps companies explore direct ownership models. According to Executive Director Drew Mousetis , about 40% of the businesses Tandem initially meet with, ultimately move forward—often starting with gradual employee education around stock ownership, financials, and valuation. Employee ownership tends to work best for businesses that are thinking about succession, want to compete for talent without raising payroll, and care deeply about culture and continuity. As Garbinsky notes, employees value transparency and stability far more than many leaders realize—especially during uncertain times. The takeaway: Employee ownership is not just a perk. It’s a strategic way to strengthen your business, reward your people, and plan for the future.

Grow Faster. Hire Better. Stress Less.

By Bernadette Hill • May 29, 2025

Let’s face it—hiring top talent these days is like finding a parking spot at a concert. It’s stressful, time-consuming, and just when you think you’ve found "The One", someone else swoops in and takes them. That’s why more companies—scrappy startups to corporate giants—are handing off recruiting to the pros. Here's why outsourcing your recruiting might be your next power move: 1. They Know What They’re Doing (Like, Really Know) Recruiters are the matchmakers of the working world. They eat, sleep, and breathe screening calls, resume red flags, and the fine art of the follow-up. So let them do what they do best, while you focus on growing your business. 2. Save Time. Save Money. Save Your Sanity. Between chasing references and ghosted interviews, hiring feels like a second full-time job. Outsourcing clears your plate—speeding up time-to-hire, slashing hiring costs, and preserving your team’s focus (and patience). 3. Flex Like a Hiring Ninja Need to fill one role this week and 20 next month? No problem. Outsourcing lets you scale your recruiting efforts up or down faster than you can say “urgent headcount request.” 4. Access to a Bigger (and Better) Candidate Pool Recruitment agencies have a secret weapon: massive networks. They know people. Good people. People who aren’t even looking... until the right opportunity comes along. You probably won’t find those folks by just tossing a job on LinkedIn and hoping for the best. 5. A+ Candidate Experience First impressions matter. A great recruiter knows how to keep candidates informed, engaged, and not completely ghosted halfway through the process. Even if someone doesn’t land the role, they’ll walk away thinking your company is classy—and that goodwill can go a long way. Final Thoughts: Outsourcing your recruiting isn’t admitting defeat—it’s playing smart. It's about hiring better, faster, and with fewer headaches. In today’s ever-changing job market, that kind of edge can be a game-changer. Plus, it means fewer awkward interviews with people who still list “Microsoft Word” under special skills.