Talent Takeover Unfiltered

Welcome to Talent takeover.

Unfiltered.

When it comes to working hard and

keeping it real, we know our shit.

Self care, happiness, inner peace and time.

I'm Brianna Rooney, and this is Taylor Bradley.

Hey, y'all.

And we have thrived in chaos and

turned it into an art form.

So, Taylor, what are we doing here today?

We're here to give you a raw, under

the hood view of all things recruiting.

And finally, give credit where credit is

due to a long underrated industry that's

full of quote unquote experts.

All right, well, then, let's take

this show to the road.

Hey, there, it's Brianna

Rooney, your millionaire recruiter.

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Hello, hello.

Welcome to Talent takeover.

Unfiltered, of course.

Yes, we're laughing again in the beginning. Shocker.

So glad you're here.

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If you don't like it, fuck off.

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No, I'm not at all.

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If you are truly a TTU listener, I'm doing good.

I mean, we say this every time, but every

time we have these podcasts and start our day

this way, it's always a good day for me. 100%.

Okay, start the day laughing. Cracking joke.

I know, I guess a little controversial,

but when are we not controversial, right?

We're going to talk about layoffs and then rehires.

There's a lot of companies out there and one triggered

this conversation, but there's a lot of companies out there

that are doing mass layoffs and all of a sudden,

next week or within a month, I would say, at

least all of a sudden, there's all these positions open

for exactly who they laid off.

But they have lower salaries.

So, Taylor, because I know you're the one

that saw this, I can't wait to hear

your broke to boss tip at the end.

Yeah, let's talk about it.

I think this one, I mean, it's not new, right?

Like, this has been happening for years.

Companies have done this for years.

Every time I feel like there's a big layoff,

like, I can remember around eight, nine time frame,

something very similar happened, and there's a lot of

different schools of thought on it.

But I think specifically for recruiting is

what makes this particular topic that we're

going to discuss so interesting.

Because, again, all companies do

this with positions across the

whole organization, across different verticals.

But I think why it's so interesting with recruiting

specifically is what we've seen the last two years.

I remember when we initially started recording this

podcast, we were like, fuck yeah, recruiting is

finally getting the respect it deserves.

And you know what I mean, it was like, for

the first time in both of our careers, and we've

both been doing this for 1516 years, that we were

like, finally, recruiters are getting the respect we deserve.

They're finally getting these salaries.

Organizations are finally understanding and appreciating what

we do and realizing it is a

job not just anybody could do.

It not just a monkey couldn't do it.

Like what you said, the story you've shared so many times on

the podcast, and so I think one in particular that I saw

recently, and I'm sure you saw it too, is meta.

So meta, as we all know, was doing a bunch

of hiring these last few years, did some layoffs, and

then now I'm seeing all of these posts on LinkedIn

where recruiters are really upset, understandably so.

But they're upset because they're seeing their roles that

they were just laid off from a month, two

months ago, within the last six months, and they're

seeing those roles posted for a lesser salary.

Yeah, I think that's crazy.

Now, here's what's interesting.

Do we think that they're real job postings?

And so here's what I mean by that.

So I saw quite a few of our old clients post

recently, and I was like, damn, no one called me.

You guys used me.

Why wouldn't you use me again, that's crazy.

I'm starting to get offended by this.

So I hit up a couple of them

and I was like, what the heck?

Why aren't you calling me?

And they're like, oh, no,

those are Opportunistic hires.

Like, we're not actually looking, but we have LinkedIn

job posts and we've paid for them already.

So why would we not just kind of build top of

funnel so when we are hiring in a few months?

And I was like, are you serious?

So all of these people wasting all

of their times to apply for these

jobs, they're not actually open right now. Interesting.

I mean, I get the logic behind building Pipe for sure.

Totally.

Well, and what's interesting about that is

that I've actually seen some job postings

that say just that we're Pipelining.

See, we're not they should say that.

I think they should say that.

I think it's so rude. I agree completely.

And I think people like you said, they

need to know what they're signing up for.

Like, am I signing up to be in somebody's pipeline

or am I signing up to actually submit an application?

Do all of this work in hopes

that I'm going to get an interview?

You know what I mean?

Because they could never actually need that pipeline.

I've worked in very large corporations

where we used to do that.

But we are very forthcoming.

Like, we're building our talent pool, but we

would have no time frame of when we

would actually need to leverage that talent pool.

So you could get a call from us in a year.

You could never get a call from us.

You could get a call in a month, a week.

You don't really know.

So I think people that's the disclaimer there.

I think organizations need to be transparent

about what they're doing in that regard.

But I think going back to companies, letting recruiters

go, then posting those jobs, I think one interesting

thing that I read, that I was like, Fuck,

it sucks, but it makes a lot of sense

is going back to the time frame like we

were talking about whenever we first started this podcast.

And we were seeing recruiters being able

to command these really high salaries.

I know we had a client particular that we

hired a recruiter for them at the highest salary

I'd ever seen for a recruiter at year highest

I've ever seen a recruiter get.

Now, recruiters can get that, obviously, with

commissions and all that, but this was

base salary, so mind blown.

Right, but I think we were seeing such

an influx of people wanting to hire recruiters

and commanding these really high salaries, and it

was really competitive as far as getting the

good recruiting talent, the good tech talent.

So companies were paying these really inflated

salaries because that's what they were.

We went from here to here.

They didn't bridge that gap.

Yeah, it didn't make sense. It was extreme. Right? Yeah.

And then now it could be that companies like

Meta are trying to balance out those salary bands

because they did pay such extreme salaries back then.

And so you probably have some recruiters that were on

this lower end or average end, and then you went

to this extreme to bring in this new tech talent,

and now you need to level it out. Right? Yeah.

What bothers me, and you know that I get

bothered by this, is like, where was the goddamn

conversation on the other side of the coin?

I remember having lots of conversations with recruiters in

the last couple of years as these salaries went

up, and I said, like, look, love the salary.

Good for you, but you know that's high. Right.

You know that you're the first one going or,

you know, you're the first one that's going to

be asked to take a pay cut. Right. Please know that.

Enjoy it while it's here. Right.

And I think we need to I think

the recruiting industry needs to do that.

So I think as an organization, I would have

said, hey, I think look, I love you guys.

The ROI is amazing from you all.

You guys have really given it.

But the salaries right now for

the market, it's very inflated.

So we have two choices.

One, we can lay you off, and

good luck, and here's your severance. Good luck to you.

We'll give you reference, all those good things, or you

can take a pay cut to stay here and do

the same job and rock it with us.

And could you get back to your salary? Maybe.

But we got to be honest, we think it was very

inflated, and we might not ever get back to that salary.

Having those very candid conversations and then letting them choose,

I think is the right way to do it.

And also say, we are going to

try to hire people with lower salaries.

Because I think what sucks is to see your job up

there and be like, I would have worked for that salary.

I don't know.

That's rough.

I would be super upset about that.

And I'm really surprised that they wouldn't just ping their

staff that they laid off, because I do know projects

come up all the time, so why wouldn't they just

be like, hey, because actually, I know a recruiter that

this happened to and you know them as well.

But he was really upset because he was struggling to find

a job, as most people were a few months ago.

It's getting a little easier now, which is

nice, but he was struggling, and then he

saw the posting for his role. So same thing.

So he actually saw it, and he was so shocked.

He reached out to me.

He was like, what do I do?

I am so angry.

I'm so just taken back by it.

I was doing a good job.

I always got good performance reviews.

Why wouldn't they call me?

And he was literally just kind of sad about it.

Like, why wouldn't they call me? That sucks.

And I'm like, well, let me ask you this.

Do you want to go back? And he was like, no.

And then of course, now he's

like, no, I'll never go back.

Now he's upset, right?

Which is, you know, it is what it is.

But maybe they didn't want to offend

him, but they still offended him.

So sometimes there's no right thing to do

because it's still going to upset somebody.

But yeah, well, I mean, I completely agree with that.

Again, it sucks.

It really sucks.

I've been in this situation before, and it

was years ago, but it absolutely sucks to

be the person in that position.

But from a business standpoint, you have to

look at like, they were paying these inflated

salaries because they were they were inflated.

We're recruiters.

We can say that they were inflated.

So they're paying these inflated salaries, and then they have to

go to a person and they have to say, we're going

to cut your pay, which it doesn't feel good.

It's going to make them feel like shit.

Nine times out of ten is going to

result in somebody being disgruntled regardless of the

fact that the salary was inflated from the

beginning, like in the first place.

So it's kind of clean slating it.

It's like, we're going to get somebody who's happy to

be here, who's happy to have a job, who's happy

to accept the salary that we're bringing them in at.

If they get somebody fresh off the street.

Again, I'm a recruiter.

If I was in this situation, I'd be like, fuck them.

Middle field. It would suck.

It would absolutely suck.

But from a business standpoint, if I truly take a

step back, I can understand why companies are doing that.

It sucks.

But I understand that it's like and

we say it all the time.

Nobody likes to have conversations because

they view them as confrontation.

So the likelihood of CEOs having these conversations with

people and knowing that they've got to deal with

somebody, that's going to be potentially disgruntled because you're

cutting their pay, no matter which way you slice

it, that doesn't feel good.

It's not a reflection of their work.

It's a reflection of the inflated salary,

but it still doesn't feel good.

And so it's like they can clean slate it and

start with somebody new and take advantage of the market.

Right now, where there's so

many recruiters available great.

Who are just available looking for a job and would

be willing to accept a salary at the normal level

or average range that a recruiter would be brought into

an organization at, obviously depending upon their experience.

All those things.

I'm not saying an entry level recruiter, but I

still think that if people take a step back

and look outside the situation you could really understand

why a company would do that.

Now again, if you're one of those people that

you're really professional and you knew your salary was

inflated and you were just happy to have it,

but you would have taken the project or taken

a lesser salary just to stay there, stay there.

Excuse me, that would suck because it's like, well

you didn't give me the courtesy of a conversation.

You're kind of lumping me in with

everybody else assuming I'd be disgruntled.

So again, I see it all ways and I see it

both ways and how it would feel like absolute shit.

And again, having been there years ago,

I understand it does feel like shit.

But I think if you look at the business

justification behind why companies might be trying to do

this, it makes a lot of sense.

But to your point where's the conversation?

But just real quick, I think that's

where you know who you're working for.

You've got to really like the

Metas, the Amazons of the world.

Those CEOs aren't calling you all they're not.

And so I think that's where you've got to recognize

who you work for and understand that these courtesies that

you would expect in a smaller organization and probably get

in a smaller organization, you're probably not going to get

in a large one like that 100%.

You are just this little itty fish in a giant pond.

So you do have to know what you signed up for.

And so when you do have inflated salaries

at the fangs of the world, old inflated

stock packages, benefits, bonuses, I mean you signed

up not to move the needle anywhere. Really?

Yeah, sure.

Some of the work you're going to

do is going to be great.

I'm not saying that no one's doing good

work at these places because they are.

They're very successful for a reason.

But no one's going to miss you when you're gone.

Unfortunately not in the grand scheme of things,

not when there's hundreds of thousands of people

there you're not when the team's 1000 people.

I don't know. It's crazy.

What I think is interesting and to

your point is it's a culture reset.

Yeah, we're going to get out all of the bad mojo

that probably came with us fucking up and now we're going

to culture reset this and we're going to build the right

way and hopefully they do build the right way.

But you know what, as we've seen many times,

they're not going to build the right way.

They're going to do the same shit over and over again.

And we see that happening in AI.

Yeah, so we have seen all of the big talent because

all the fang companies I love myself some tech, but man,

they don't do things right a lot of times.

And they decided that, you know what, we have

so much money, we're just going to gather up

all the badass engineers and we'll just use them

whenever the fuck we need them.

We might not need them now, but we're just going to

gather them, going to hoard them, which I think is insane.

And so now Netflix, Apple, same

shit, they're starting hoarding AI engineers.

Because obviously you can't even be in a conversation

without someone talking about AI at this point.

So it's like, we're just going to

hoard them and they're paying them $700,000.

That is not sustainable.

Does anyone understand that?

Yeah, and I think if you go into it

a mentality to your point exactly, it's not sustainable.

So if you're going to it with the mentality of, like, I'm

just going to get this salary that I can get for as

long as I can get it and be grateful for that.

Like going back to that recruiter

that was making 400K, right?

If you make that for a year, when you're used to

making, let's say like 100 and 2150, you're doing great if

you make that for a year, you know what I mean?

But I think it's like you have to be

realistic when you have an inflated salary that can't

set the standard for the salary that you expect

to get for the duration of your career.

You know what I mean?

And I think also with everybody's just got to

know, I think at this point, I don't know

how they couldn't know if you keep any kind

of pulse on the market whatsoever.

If you go work for a fang company or

a very large tech company, we've seen just in

the last two years kind of how volatile that

can be, those work environments, the market specifically.

And so I think you just got to know that it

could come and you're just another number now where if you

go for like a smaller startup that maybe is paying you

a little bit less, you could stay there.

That could be sustainable.

That could be something where they could weather

the storm in even a difficult time.

But these larger companies, like that, the

bottom is going to fall out.

Like exactly what you said with hoarding these engineers

and whatnot, those engineers are not going to be

still there and making 700,000 in five years, I

guarantee you it's not going to be the case.

So I think if you go towards a smaller company,

I know it feels really great or it sounds sexy

to say, you work for a fang company.

But when you really look at the culture aspect, how

they treat people, what's sustainable and just the trends that

we've seen in the last few years, I'd make a

decision off of that all day long.

Yeah, no, for sure.

So for my entire career I've been working with seed series

A, Series B to Series C, and then as I grew

up in my career, I started working with more series C,

series D and pre IPOs and then again public companies.

So I got more towards the big ones.

But I am very used to fighting

fang versus startup all day long.

Big fish, little fish.

And now I think even more so it's

got to be super, not simple because it's

still challenging when it comes to talent.

It always will be.

But it's got to be a lot easier to convince

someone to join your small startup than it would be

to join these ones that just lay off in masses.

Yeah, well and if you think about it

too, if you join a startup, you're not

just another number, you know what I mean?

If you're kind of one of the founding

employees, one of the first ones like boots

on the ground, then they're probably more inclined

to figure out ways to keep you even

in situations where they're facing some financial constraints.

You know what I mean?

I've seen it happen before.

I saw it specifically around COVID time, where a

lot of companies leadership was taking one pay cut.

Leadership was taking two pay cuts.

They were doing whatever they could to try to keep

who they had and weather that storm, which I have

a lot of respect for, because it's like those companies

will treat you like you're a member of their family.

They will treat you like they

actually give a shit about you.

These larger companies, maybe a lot

look better on your resume.

So you feel to say that you worked for one of them

but at the end of the day, if you worked for one

of them for a year, what's that going to know?

Before you got laid off?

What impression does that get versus you were with this

startup and helped scale this startup for five years and

eventually could end up at the salary that maybe a

Meta or an Apple or wherever was going to pay

you year one you could get there.

I do feel you can work towards these

great salaries that you want to be at.

But I don't think if you are lucky enough to get

one one time based on capitalizing on the market or trends

that are happening right then I don't think that that can

establish the tone or set the tone for you for what

salaries you command from here on out.

Like that recruiter that was at the

company that paying 400K got laid off.

I want to say within like

six months if I remember correctly.

Oh, wow, now I want to go look crazy. Yeah.

Within, like, six months.

And it's like, well, shit.

You left this other job that you

had because they were a passive person.

So you left this other job that you had to

go work for this sexy sounding company that was sexy.

And then you were laid off, and you were

entering the job market with hundreds of thousands of

other people versus if you had just stayed where

you were at for five years.

Oh, that's rough.

It is rough.

Okay, so what advice do you have?

So let's just pretend you're at Meta.

You've gotten laid off, you see your job now posted.

What do you I mean, yeah, I was going to

ask you the same thing because I'm really curious, but

I think we'll have a similar perspective on it.

One of the first things that I wouldn't

do is go rant about it on LinkedIn.

Oh, God, that is the worst.

These rants that we are seeing, it takes all

of my being not to rant back at them.

And just like you are a fool

right now, do you know that?

There's nothing good is going to come out of this.

And not only is it it's a bad look for

all companies, when you see that you're complaining about it.

Even if that company did you wrong, whether it's this

situation with salaries or not, even if they did you

wrong, you don't go publicly, like, bash them because other

companies are going to look at that when they're going

to hire you and looking at your social footprint, and

it's not a good look.

It doesn't make you more hirable because

you're more vocal about your complaints.

I'm going to put one caveat on it.

If you were sexually assaulted, if it was something like, really

extreme on that and you wanted to warn other women, warn

other people that I say you raise your flag on, I

would go up the mountain for that one. Yeah.

No, I think that's something completely different.

I think if it's just salaries and it's just a

market thing, I think that's a whole nother beast.

But I think this is something that's, like, it's only

going to do you a disservice in a job hunt

if they see that you were laid off.

And then you go and you make a rant about

it, about being laid off, like, whatever that looks like.

So not some circumstances like what you're talking about,

but just a mass layoff like that, it's not

going to be a good look for you.

So that's one of the first things that I wouldn't do.

I definitely think it's fair to reach out to have

that conversation that you wish you could have had, but

I think you still have to approach it with the

same grace and tact that we talked about whenever we

said how you should approach being laid off.

Remember several months back.

I think you still got to approach it that way, knowing

that if you reach out to the recruiter that you worked

out with or you worked with, if you reach out to

the hiring manager who could be your old manager.

You've got to understand that especially in

these larger organizations, they're also a fish,

a small fish in a large pond.

And they only have so much control and

so much say so and so much influence.

And so to reach out to them, and even if you

don't get the answer, an answer you don't want, right.

Which is like, hey, it's out of

my hands, because most likely it is.

You cannot go then and attack them.

I think handling it with grace is like, the move.

It's the way to go.

And, I mean, obviously, if you have some

outburst, they're not more inclined to hire you

back because you cut them all out. Yeah.

So you would ask to go back?

I would ask, what the circumstances?

I would just have the conversation like,

hey, I saw my Role posted.

Can we just talk about this having been laid off?

I would just like to understand

what it is you're looking for.

I would ask conversations, because having been

internal most of my career, I know

that sometimes things look one way externally,

and they're not actually that way internally. Of course.

Yeah.

I think a conversation needs to happen either way,

but I think that's how you approach it.

You don't go on a rant about it.

Try to have a conversation. Yeah.

I think for my own sanity and

my security, like my confidence and stuff

like that, I would absolutely reach out.

Like, let's just assume my manager is still

there or the HR person still whoever is

still there that you had a relationship with,

that you could have a conversation with.

I'd absolutely reach out because I would want

to know, was there something I could do?

Was my salary too high?

Can I come back?

But here's the other thing.

Let's look back.

If you're ever laid off or even fired

well, no, let's say if you're ever laid

off, let's not talk about being fired.

It's totally different.

If you're laid off, I would ask, hey, am I rehirable?

Like, did you like me here?

Did I do good things?

Can I have a good reference?

Because that's one of those with an exit interview.

It will always ask the

company, is this person rehirable?

And I would just straight up ask them.

So if you can't go back right, then go forward.

And I would ask them.

But it also depends on if there's really no ill will.

Like, if you did enjoy working there, then do it again.

And you kind of have to like

you said, taking a pay cut hurts.

But you do have to swallow your pride a

little bit, and you also have to self reflect.

Maybe you were overpaid, maybe you weren't,

but did you like the job?

Do you see yourself there, or do you want to go hunt?

That's your choice.

Yeah, well, and I think you brought up

a great point about getting a reference.

I think that's something that everybody should do

whenever at the point that you're laid off,

because that's one thing we need to make

sure that people understand is being fired and

being laid off are two completely different things.

You can be a badass employee and be laid off.

You know what I mean?

If you're fired, there's reasons that you're fired,

and you also need to know those reasons.

If you're laid off, you need to know those.

But when you're laid off, it's

totally fair and completely normal.

And when I've experienced these layoffs, whether I've been the

one laid off or I've had to lay off people,

unfortunately, I hope they ask me for a reference.

That's like a step that just like when you're

talking about interviews and you want to make sure

that's one thing you always do is you make

sure you have questions in the interview.

That's how you show up.

Make sure to ask for a reference at

the point that you are laid off.

And then also that'll give you something

to take back to have this conversation.

Because what if six or eight months goes by and

then you see your job posted, but you've got this

really great reference letter that you can remind them of

how great of an employee you were and the kind

things they had to say about you and your performance

and your work at the time. Yeah.

And it's almost like, okay, let's just say no

one's left that you were in contact with.

I think when I'm applying for that role, I'm

sending my reference through, you know what I mean?

And by the way, you guys referenced me, and here's

what that looks like as opposed to my resume.

Be kind of interesting.

Oh, I would submit it along with my

resume, but I think that's like, absolutely, you

should do that if you're going back.

So that's a good tip for our listeners is that if

you do get a reference from a company that you are

interested in going back to and having those conversations yeah.

Spark their memory with that reference letter via the direct

conversation that you're going to have with the contact you

reach out to or when you go to apply.

And I also know that probably sucks to people to

think, wait, I've got to go through a whole application

and interview process for a company I already worked at.

Yeah, but if there's no one left and there's

no contacts, I mean, they still have to and

then also, it's like you've changed, they've changed.

There's all sorts of stuff.

But let me ask you this, because

I think this would really help people.

I love how you just like, Shimmied, by the way.

You guys can watch this on

our YouTube channel, the Millionaire Recruiter.

So I definitely suggest you do that because,

I don't know, it's pretty fun, but when

you're going back, do you feel embarrassed? Yeah.

You think so?

If you're asking, I think I think you

shouldn't, but I don't think you should.

So I'm going to put that

disclaimer out there for everybody.

I don't think you should, but I do think if

you talking about these circumstances, right, if you were one

of these people at this really high salary, you're on

top of the world and you got this job and

you're working for this sexy company, then you get laid

off, well, that feels embarrassing.

Even though it's not your fault and

it shouldn't feel embarrassing, that feels embarrassing.

So to go back again and think about what comes

with being laid off, you're telling your family there's a

lot of emotions attached to it and tied up in

it, and then you go back there and imagine so.

Whenever my reaction to that was playing it

out in my head of, like, hypothetically.

If I were to go and work for Meta and have

made this extreme salary, and I'm real proud of it, and

I tell my family, And I tell my person, who I'm

always trying to make proud, which is my dad, I tell

him, and he's like, that's fucking awesome.

And then I'm laid off in a year, and then

I go back to working for that company at a

25% fraction of what I was making, 50%, 25%.

It could be less than half.

If I'm being realistic, to go

then have that conversation yeah.

To the person that I would feel embarrassed, even though

I have no reason to feel embarrassed, it would feel

like you accomplished this milestone of getting to this salary

band, and then you had to take a step back.

And so, yeah, I could see people feeling

embarrassed, and I personally would, even though I

don't think there's any reason anybody should.

It's feelings, not facts. Sure. Yeah.

Well, I don't have this personal experience,

but I have it on the other

side where I've taken people back before.

Maybe they left to do their own thing.

Maybe they left because we had an argument.

Maybe there's been a couple

of different situations, right.

Or maybe they got laid off.

But I have taken people back, and there are

probably about maybe six to eight people that I

think about that if our company was in a

different situation, that I would hire them back, and

I would have no problem calling them back.

Now, here, from an owner's perspective, there's definitely

a little feelings for me and being like,

hey, am I being an asshole for calling

them back after I let them go?

You know what I mean?

Or we parted ways.

Is that a difficult conversation?

But I don't know. I think at the end of the

day, because I have done it right.

And even a past employee here, he still works in

the office with us and works for a different company.

I freaking love that guy.

I think for that, as long as you were like

a true person, a true mentor, a true leader, a

true team player, stuff like that, I think those conversations

and feelings can actually go over really well.

But I love that you shared your vulnerability, that you

actually would be embarrassed because I think most people would

say that, but you somehow need to not be.

Because you know what?

Again, if you liked the business, you were

just caught in a shitty situation, that's okay.

That's totally okay.

Well, and I think the caveat to that is going

back to the same company, you know what I mean?

So if going back to the situation that I

outlined, like if I was working for Meta making

four hundred k and I got laid off.

And I was really proud at the

time to tell everybody got laid off.

It's very specific to going back to that same

employer that I think would feel the part for

me, that would feel the most embarrassing.

So like if I went from a 400K salary to a 200K

salary but I went to work for a mom and pop shop,

at would just be proud to say, hey, I got another job.

This is my salary.

It would feel somehow and again, these

are my feelings, it's not facts.

It would feel less embarrassing than like taking the

ex back that cheated on you type thing.

Well, for sure, but okay, let me put

it to you in a different manner then.

What if there wasn't a real salary difference?

What if maybe it was very slight

or not a salary difference at all?

Would you go back to a company, to the same company?

Yeah, I mean, assuming it was just a layoff, because

anybody that I've ever had to lay off or the

time that I was laid off, there wasn't bad blood.

It was truly business circumstances and it sucks.

It absolutely sucks.

And anytime I've had to do layoffs, which has

been more than once, unfortunately, I'm very real about

what that probably feels like to that person.

It affects your livelihood.

I've been in that situation.

It sucks.

I'll sit there for hours with them if I need to.

I'm very empathetic because I know how bad that

situation sucks despite it being out of whoever's control.

It sucks to have a job and have

stability and then not have it anymore.

I don't care who you are. That sucks.

So I think being able to really relate to

them and it's all about how it ends, right?

If somebody goes, well, fuck you, and loses their shit.

Which fortunately for me, I've never had in a layoff.

I've had it in other situations but not in a layoff.

And I think, yeah, absolutely go back.

It's just business conditions that

are dictating that layoff.

Otherwise you'd be fired.

If it was your performance, it'd be a firing.

Yeah, 100%.

And I think that mentally,

people don't understand that.

That's very different, and I think that that's

sad, which is a totally different conversation.

But yeah, I know you'll do.

Your amazing broke to Boss Tip, but really to kind

of, like, wrap up in my theories when we're seeing

layoffs and then quick job postings of the same thing.

I even know someone whose job was posted weeks, like,

just a couple of weeks after they were laid off,

and that person did go on a like, please, if

you're going to rant, call your friend.

Rant on Google Docs, don't rant on LinkedIn.

But, yeah, no, it doesn't feel good.

But I think that your decision is up to you.

Do you want to go back, have that conversation? Yeah.

And also, you have to understand, too, that you may want

to go back, but the opportunity may not exist there.

And that's a whole nother thing

that could feel really gross.

That's where I think those really negative

emotions for me would probably come in.

Is it's like, well, no, we just want to clean slated.

Even though I left gracefully, I left with

Tact, I didn't go on any rants.

I just saw my job post and

want to have a conversation about it.

And then they're like, no, we

kind of want to clean slated.

Even if you were a great performer, even

if you were willing to take the lesser

salary, I think that could feel really gross.

But I think my broke to Boss Tip for everybody, as

hard as this is like, do not go on your rants.

Like you said, call your friends, call

somebody and talk to them about it.

Do not publicly go on a rant and publicly bash a company,

because I guarantee you it's not a good look for you with

regards to that company if you wanted to go back.

But for any future company, when they go look at

your social footprint and see that you put this post

up and just bashed a previous employer, it's like we

always say in job interviews, don't bash your previous employer.

This is you publicly doing that. Yeah.

And it's you doing it on a giant platform.

What I think is I just want to add to

this because I love that broke to Boss Tip is

I want to add, you are your brand.

If you owned a company, would you be

okay with that rant on your brand?

Probably not, right? Yeah.

So I think people, especially in this, the

age where how many times we ask to

be brand ambassadors, I love that shit.

I want to promote the things that

I love and have people use them.

That's really cool, and that's great.

But yeah, that's a brand.

Everyone has a brand.

You are a brand.

And even if you don't get what you

want out of the conversation, move on.

I know that people are probably

like, this bitch over here.

It's so much easier to just say, move on.

But I've been in those shoes before, and it sucks.

And as much as you want to

bitch and complain, talk to your friends.

But if you don't get what you want out of the

conversation, because it's fair to ask for one, if you don't

get what you want out of the conversation, move on.

Just know what's meant for you is meant for you.

And that wasn't it.

And move forward. Yeah.

You can only control what you can control yourself.

I love it.

Oh, this was actually meteor

than I had even anticipated.

I love that.

Thank you all for hanging in there with us.

Would love to hear really personal stories

like you hear us every week.

Be very vulnerable. We dig it. We like it.

We know it helps. It helps us.

I mean, we get out of here supercharged.

So we would love to hear how we've affected that.

And I know we want to do a

shout out to one of our listeners.

Taylor, I'll let you do it on what did

someone buy the other day for a little oh.

I was like, so they bought little onesies talent

takeover, unfiltered onesies for their brand new baby boy.

So shout out to anil we are so happy for you.

Congratulations. He's beautiful.

He sent us pictures, and, yeah, we went on there

and custom made him some onesies for his baby.

That was so cool.

So Kate does that behind the

scenes, just so you all know.

And she sent it via slack.

She's like, do you guys love us?

I'm like, oh, my God.

That was, like, the best slack

I've gotten, like, all week.

You're like, Where's my onesie?

I know I have onesies.

Ah, shocker.

Thank you guys so much for listening. Bye.