Rahul Maheshwari’s Post

After all the layoffs in so many companies, finally a good news of job openings which can be a chance after long time for so many people. Feb and March are going to have a lot of new job openings. And if you are starting now, here's a list of to-do before hirings start, how to prepare and list of companies to monitor job openings, classification of these companies, job roles and requirements and what products they are working on. Source: Internal town-hall meetings, VPs and leads, HR discussions, and best of all- info. on upcoming ambitious projects and their funding in these companies. In short, anyone who’s been in Bengaluru for a few years and has some connections knows how this info travels. STEP-1: Let's list first, how to PLAN your preparation: 1️⃣ Make a simple Excel sheet, list companies, roles, and their requirements. You’ll thank me later when you start tracking everything properly. 2️⃣ Target at least 5 companies to apply everyday. Do it regularly through Feb–March. Don’t wait for “perfect timing.” 3️⃣ Make 2 resumes, small hack but works like magic. One resume for direct applying when you see the opening. Another one for referrals. (change your phone and email). And if referrals get delayed, you already have one application there. 4️⃣ Update your LinkedIn and Naukri profile. Very seriously, don’t waste time on fancy job alert sites — most of them share fake or old listings. 5️⃣ Track your interviews, make a folder and note down every interview — questions, discussions, feedback, everything. Even the rejections will help you improve. 6️⃣ Work on small AI and LLM projects, try building and deploying them on cloud. These skills will be useful because many upcoming roles are in such teams. Will list them down. 7️⃣ Talk to people from the companies you’re targeting. Referrals still work, there are people who say "koi fark nahi pdta(doesn’t matter)" but don't listen to stupidity. 8️⃣ If you don’t know something in interviews, just say, you have not worked on it but you are willing to learn. Honesty is always better than fake confidence. 9️⃣ Write your own resume. Use Google Docs to make it yourself. You know your story better than any AI tool. 🔟 Try to apply within the first week after a job is posted. No HR will go through too many applications till the end of their excel sheet. STEP-2: LISTING companies here: Tier-1: Vm Ware, Google, PayPal, Nvidia, Goldman Sachs, Arcesium, Intuit, Adobe, Linkedin, Philips Tier-2/3: Myntra, Epam, Sapient, Expedia, Bluejeans, FIS, Twilio, Virtusa I know it looks like few names, but there will be a lot of openings in these companies for different experience levels. And given the domains of these companies, I'm pretty sure soon I'll get info. on some more in the similar sector. Sorry, but due to word limitations, I'm stopping here. Will continue in next post on job roles, projects and more. → Keep learning. It's almost the right time. And keep helping others too, good karmas do come back🫶

So far in 2025, over 5 million people have lost their jobs, and I don’t entirely blame companies for the layoffs. Layoffs have always happened. But 2024 and 2025 have been especially brutal for job seekers. The world shifted faster than any of us expected. AI didn’t just change how we work. It redefined entire functions. Some roles disappeared overnight. Others didn’t exist six months ago. Companies had to adapt or fall behind. So no, I don’t blame them entirely for adjusting. But what I do wish is that more companies handled layoffs with compassion. Not with a cold email that says, “You’ve been included in this layoff.” But with intention. With empathy. They could at least: → Help people understand why they were let go → Point them to roles they’re still hiring for → Share 2–3 pivots based on the person’s skills → Write recommendations. Make intros. Actually support the transition I’ve been a recruiter. I know it’s logistically hard. But when someone gives their time, energy, and loyalty to a company, they deserve more than a system-generated goodbye. Especially in this market, where the hardest part often isn’t the skill gap, it’s the transition. So if you’ve been laid off this year: You’re not behind. You’re not alone. And you’re not starting from scratch, you’re starting from experience. P.S. If you're a job seeker in the U.S. - whether you're a fresh grad, navigating a layoff, or ready to land your next-level role - follow me. I share real stories, frameworks, and resources that help people land interviews and offers that match their worth.

The tech job market today may feel tougher than ever - layoffs, ghosted applications, and silence after interviews. 🧑💻 But here’s the surprising part: beneath the headlines, something very different is happening. Which roles are growing? Why are so many job seekers stuck? And what do you need to stand out in 2025? In this article, we break down how the market is evolving and how you can adapt to thrive! 🚀 👉 https://lnkd.in/eDy3WwTQ #TechJobs #CloudCareer

Layoffs make headlines. People ask me all the time, “Is now really a good time to start a recruiting business?” I get it. You see layoffs in the news and think the market’s dried up. But here’s what most people miss: recruiting is an evergreen industry. It’s like real estate or insurance. As long as companies compete for great talent, there will always be demand for recruiters who can deliver results. AI has changed some of the tools, but it hasn’t changed human nature. Hiring is still about relationships, trust, and timing. You can automate outreach, but you can’t automate connection. When a company struggles to fill a key role, every day that job stays open costs them money. That’s when they call recruiters. That’s why demand never disappears, it just shifts. Even in slow markets, tens of thousands of new job postings go up every day. If you can fill the tough roles others can’t, you’ll never run out of opportunity. Recruiting isn’t going anywhere. It just keeps evolving with the people who do it well. Check out my explainer video on my profile if you’d like to learn more

Let’s be honest, if you’re a candidate in IT right now, you likely feel a gap between what’s said online about job hunting and what’s actually happening on the ground. The reality is that there are many layoffs, hiring freezes, and budget cuts...well, everywhere. We see it too. Every day. But what we're also seeing is that candidates who are open about what kind of opportunities they’re looking for, how flexible they are, and what really drives them, are struggling less to find work. Why? Because they're making themselves visible & easy to hire for companies that DO have openings. We’ve seen candidates with less experience get hired faster than seniors, simply because their profiles, messages, and interviews were clear and honest. No hidden expectations. No “maybe.” So if you’re in IT and currently exploring options - take 20 minutes today to update your LinkedIn, highlight what you’re open to, and what your next step looks like. Not a generic “open to work,” but something real. Because right now, when the market doesn't work the way it used to, clarity is your best visibility hack.

💡 The Harsh Reality/Reason of IT Jobs Layoffs..... This year has been tough for many IT professionals. While I was working as an HR Recruiter, I had countless conversations with experienced developers, and I started noticing a pattern: Many of them were looking for job changes not just for growth, but because they were put on "PIP" (Performance Improvement Plan) or left waiting endlessly on the "Bench". 👉 For those who don’t know: > PIP often occurs when companies find you underperforming. > Bench can feel like a silent career killer — it happens when there are less or no projects to hand over to you. But here’s what I’ve also realized — being on PIP or Bench is not the end of your career. It’s a phase, not your identity. ✅ Possible solutions for experienced developers in such situations that I have discussed that time with many of them: 1. Upskill Fast – Pick one in-demand skill (Cloud, DevOps, React, Data Engineering, AI) and strengthen it. Companies value specialists. 2. Build a Personal Brand – Share your learnings, write blogs, contribute on GitHub, and make your skills visible. 3. Network Actively – Engage on LinkedIn, attend meetups, connect with recruiters and peers. Many opportunities never reach job portals. 4. Freelance / Contract Work – Short-term projects can keep your skills sharp and your confidence high while you search for a stable role. 5. Stay Calm, Stay Professional – Remember: layoffs, PIP, or benching are often business decisions, not personal failures. 🚀 If you’re going through this phase, treat it as a reset button rather than a full stop. The industry is evolving fast, and those who adapt quickly always bounce back stronger. POV:- With full respect, I’m no one to advise senior developers — I’m only sharing what I’ve observed and learned from my past roles in recruitment. I’d love to hear from you — Have you ever been on Bench or PIP? How did you tackle it? Your story might inspire someone who’s struggling right now. #CareerGrowth #ITJobs #Layoffs #PIP #BenchTime #Upskilling #TechCareers #SoftwareEngineering #JobSearchTips #KeepLearning

🔥 Why IT Layoffs Will Intensify ? Let us Anlyze the IT situation in AI Era. 🤖 AI Displacement Surge Generative AI is automating mid-level roles in testing, documentation, and support—reducing human dependency across delivery chains. ⏩ Async Delivery Dominance Companies are shifting to asynchronous, modular formats that require fewer people and more automation-ready workflows. 📉 Bench Strength Collapse Idle resources are no longer tolerated—bench utilization is being replaced by lean, outcome-first staffing models. 📑 Client Contract Evolution Clients now demand automation-first, outcome-based contracts—forcing vendors to restructure teams around ROI, not headcount. 🧠 Skill Irrelevance Spike Legacy professionals without AI-native fluency or recruiter-grade proof assets are being filtered out—not retrained. 🧱 Who Will Sustain in IT After the Layoff Game 🧠 Professionals fluent in AI-native delivery formats 🖼️ Those who build recruiter-grade visual assets—not just resumes 🔁 Talent that adapts to async, modular, outcome-first workflows 📊 Individuals who show impact velocity—not tenure history 🧭 Strategists who treat their career like a consulting flow—not a job hunt

From Layoffs to Offers: How to Rebrand Yourself in 2025 2025 is shaping up to be one of the toughest years for tech talent. Layoffs have hit even the biggest names, and competition is fierce. But here’s the truth: a layoff doesn’t define your career, it’s an opportunity to rebrand and come back stronger. Here’s how to turn a career setback into your next breakthrough: 1. Shift Your Mindset Layoffs are market-driven, not skill-driven. Reframe your story: “I’m in transition, exploring my next impact,” not “I’m unemployed.” Confidence in your mindset translates to confidence in interviews. 2. Audit & Rewrite Your Story Resume: Focus on measurable impact, not tasks. LinkedIn Headline: Highlight value, skills, and direction. Example: Ex-Google Backend Engineer | Designing Next-Gen Scalable Systems | Passionate About AI & Cloud About Section: Position yourself with in-demand skills and a clear narrative. 3. Showcase Skills Beyond the Resume Portfolio, GitHub, or Kaggle projects → proof of initiative. Share bite-sized posts or threads on what you’re building or learning. Upskill strategically: certifications, micro-projects, open-source contributions. 4. Network Smartly Engage with industry posts before messaging recruiters. Join niche communities like Slack, Discord, LinkedIn groups. Referrals still work best; reconnect with alumni or ex-colleagues. 5. Be Strategic in Your Search Customize resumes for each role; avoid mass applications. Focus on growth sectors: AI, cybersecurity, green tech, fintech. Rebranding isn’t about hiding a layoff. It’s about showing the world: “I faced challenges, adapted, learned, and am now more valuable than ever.” Your next opportunity isn’t just about landing a job it’s about proving resilience is your superpower. #CareerRebranding #TechTalent2025 #ResilienceInCareer #JobSearchStrategies

𝐓𝐡𝐞 𝐫𝐞𝐜𝐞𝐧𝐭 𝐰𝐚𝐯𝐞 𝐨𝐟 𝐥𝐚𝐲𝐨𝐟𝐟𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐯𝐚𝐫𝐢𝐨𝐮𝐬 𝐬𝐞𝐜𝐭𝐨𝐫𝐬 𝐢𝐬 𝐚 𝐬𝐭𝐚𝐫𝐤 𝐫𝐞𝐦𝐢𝐧𝐝𝐞𝐫 𝐨𝐟 𝐭𝐡𝐞 𝐞𝐜𝐨𝐧𝐨𝐦𝐢𝐜 𝐩𝐫𝐞𝐬𝐬𝐮𝐫𝐞𝐬 𝐦𝐚𝐧𝐲 𝐜𝐨𝐦𝐩𝐚𝐧𝐢𝐞𝐬 𝐚𝐫𝐞 𝐟𝐚𝐜𝐢𝐧𝐠. 😔 It's a tough time for those affected, and it's important to remember that a layoff is not a reflection of your worth or abilities. Since the start of 2025, over 3,555 companies have announced mass layoffs, impacting countless individuals and families. In the tech sector alone, 2025 has seen 561 layoffs affecting over 158,000 people. During these challenging times, focusing on resilience and career transition strategies is crucial. Remember to leverage your network, update your skills, and explore new opportunities. Many resources are available to help you navigate this process, including career counseling, resume workshops, and online courses. 💼 It's also important to support each other during these times. Reach out to former colleagues, offer assistance where you can, and share job opportunities that may be a good fit. Together, we can help each other through this period of transition.🤝 What resources have you found most helpful during a career transition? #Layoffs #CareerTransition #JobSearch #Resilience #Networking

Something fascinating happens when tech layoffs hit the headlines. While the headlines focus on job losses, another story is unfolding: recruiters and companies immediately start reaching out to those same talented individuals. They recognize that accessing this level of talent is often a rare opportunity. This pattern reveals an important truth: exceptional talent doesn't disappear; it relocates. But here's what I've been thinking about lately: instead of worrying about job security, what if we focused on skill security? In today's rapidly evolving landscape, especially with AI transforming how we work, our competitive advantage isn't our current job title. It's our ability to learn and adapt continuously. The challenge? We can't rely on work hours alone for upskilling. Real growth happens in the margins: experimenting with new tools, learning emerging technologies, building side projects, and staying curious about where our industries are heading. When we shift from defensive thinking ("How do I avoid being laid off?") to strategic thinking ("How do I become so skilled that I have options?"), We take control of our career trajectory. The most resilient professionals aren't those who never face setbacks; they're the ones who've built skills so valuable that great opportunities find them, even in uncertain times.