To My Fellow TA Folks Watching Layoffs Happen: You Still Matter

Heather Barbour Fenty
Latest posts by Heather Barbour Fenty (see all)

If you’re in talent acquisition right now, it feels like the floor keeps shifting under you. Another round of layoffs. Another post on LinkedIn from someone you admire saying goodbye. And maybe, you’re next—or you’re still here, wondering what “here” even means now.

I see you. And I want to tell you something simple: you still matter.

When layoffs happen, the first thing that gets questioned (either out loud or in our own heads) is the value of the work we do. If companies are letting go of recruiters and HR teams, does it mean hiring isn’t important? Does it mean we weren’t doing our jobs well enough?

No. It means the business is scared. And when people are scared, they often cut what they think they can “pause.” But anyone who’s been in TA for more than a minute knows:

  • Hiring always comes back.
  • Backfilling roles always takes longer than planned.
  • And when it does come back, you’re expected to be ready on day one.

So, what now? What do you do in the meantime—whether you’re still employed or suddenly job searching?

Get Clear on What You Want to Build

Layoffs force reflection. They also give you a chance to decide what kind of hiring you want to be part of. Is it more inclusive? More intentional? Less “post and pray” and more “thoughtful storytelling” through your job descriptions?

This is where Ongig can help. Not in a salesy way, but in the same way a good toolbox supports a builder who knows what they want to fix. If you’re tired of copying/pasting the same bad job descriptions, or you want to advocate for better compliance and pay transparency in hiring, you don’t have to start from scratch.

Even if you’re not hiring right now, maybe you’re rebuilding the foundation. Cleaning up the job description library. Auditing your content for inconsistent language. Or finally getting that JD approval workflow out of spreadsheets.

You’re still doing the work, even if no one’s hiring today.

How to Stay Sharp (or Just Stay Sane)

Here are a few things that helped me during the layoffs I’ve lived through:

  • Rewrite a job description you’re proud of. Just one. Make it human. Make it clear. Use it as a portfolio piece.
  • Check in on people. Not for networking. Just to remind folks they’re not alone.
  • Update your own LinkedIn profile like it’s a job ad. Seriously. What’s your headline? What makes you different?
  • Vent privately. Be kind publicly. The TA world is small.

Here’s a great post on LinekdIn from my friend Kat Kibben that might help with updating your profile part:

You’re Not Just a “Cost Center”

I hate that term. You’re not a line item. You’re the bridge between someone’s livelihood and the business’s next chapter. When companies remember that, they grow in the right ways. When they forget, they spin their wheels.

If you’re reading this while your team is shrinking, just know: we built Ongig because we believe recruiting can be done better. And because we know how much it hurts when it isn’t.

Why I Wrote This

I wrote this because I’ve seen too many talented, generous TA folks feel like they’re disposable. You’re not. And if you’re trying to make hiring more fair, more inclusive, and more human, Ongig is with you. Request a demo here to see how we can help you rebuild better job descriptions—whether you’re hiring now or just planning for what’s next.

FAQs

  • Does Ongig help with inclusive job descriptions?
    Yes. We scan for bias, flag outdated phrases, and help you write job ads that attract a broader talent pool.
  • Can I use Ongig if my company isn’t hiring right now?
    Absolutely. It’s a great time to clean up your JD library, build templates, and get ready for future growth.
  • What if I’m a team of one?
    Many of our customers are solo recruiters or small teams. We built Ongig to save you time and make your job easier.
  • Do you offer free resources?
    Yes. Check out our blog on job descriptions and downloadables you can use right away.


by in HR Content