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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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In the second edition of our series on Reduction in Force, we'll delve into this challenging topic from the employer's standpoint and highlight the most effective ways employees can prepare and seek support.
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As AI reshapes jobs, nonprofits are becoming key workforce development partners, tackling both skills gaps and real barriers workers face. This piece shows how talent pros can team up with community organizations to build reskilling programs that actually work– childcare support, tech access, local college partnerships. Worth the read for practical transition strategies.
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Despite 600,000+ job cuts announced in 2025, research shows mass layoffs actually hurt companies long-term – damaging productivity, morale, and performance while costing money through severance and work disruption. The better approach? Disciplined cost management, strategic changes, and employee-centered methods that rethink workforce reduction entirely. An essential perspective for smarter downsizing strategies.
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What We’re Writing Right Now
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Letting someone go is painful, but proper preparation makes a difference. This guide focuses on getting the essentials ready beforehand–clear details in writing, avoiding information overload, and having HR resources ready. The goal: communicate efficiently while showing employees their needs matter during a difficult transition.
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Career Corner: Ask a Recruiter
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How to launch a successful job search following a RIF
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My clients who have recently been impacted by org-wide Reductions-in-Force (RIFs) come to me with varying experiences with job-searching. Some have navigated job searches in the last five years, while others have been with the same employer for over a decade. Even if you were job searching just 2+ years ago, the realities are that job searching has continued to evolve and so what has worked for you in the past may no longer be strategic. If you’ve just been laid off, here are some best practices to consider employing right away in your job search:
- If your goal is to secure new employment within 6 months, especially if you’re planning with your severance and unemployment benefits in mind, consider job-searching right away, versus taking the entire summer off to recharge. There are fewer job openings posted, and more job-seekers, and the length of your job search can reflect that reality. That being said, create opportunities to recharge throughout your search - 1-2 weekdays off, for example, versus relentlessly searching without a break.
- Know the problems you’re capable of solving for employers, and ensure that you have documented proof points of that problem solving ability. For example, if you say you’re skilled at creating highly engaging learning experiences for adults, capture metrics which share the scope of those learning experiences (how many people, what were their job functions, what problem were the learning experiences you designed meant to address in their performance, etc.) and the impact those experiences had on those you trained. One of the biggest problems I see people make when they’re job searching is that in their eagerness to show that they’ll take on any job/task, they fail to make connections for hiring managers about the specific ways they can add value to their teams or they fail to show demonstrated proof points of their past work.
- Update your job-searching materials (resume, cover letter templates, LinkedIn profile, etc) and keep them in an easy to access place (for example a folder on your desktop, google drive, hard drive, etc.).
- Upskill on using AI to accelerate your job search. Don’t know where to start? Try typing in this prompt to ChatGPT: “What are ways you can help me with my job search?”
- Reach out to your network. Let them know you’re searching for new roles, share specifics of the kind of orgs/industries you’re targeting, along with specific job functions. Provide concrete ways they can support you, from introducing you to leaders in your industry/job function, sending you job openings on their radar, reviewing your application materials, and more. People want to help, but if you don’t let them know how they’ll struggle to show up in the way you want or need them to.
- The job market you are encountering may be very different from what you have experienced in the past. You’ll find it more challenging to pivot industries, job functions, or land promotions. With that, don’t shy away from applying for roles for which you are “overqualified”, or in settings that feel less desirable (that might look like an in-person role vs remote, or exploring school district roles after a few years away working in Edtech).
- Practice answering the question “Why did you leave your last employer?” You don’t have to pretend a RIF didn’t happen! It’s an unfortunately common experience for many professionals and employers. Here’s a simple answer: “Like many organizations in our sector, [insert employer name] has experienced funding challenges. My role was impacted in their recent round of org-wide reductions in force. While unexpected, it’s given me a chance to explore opportunities with organizations I’ve admired for a long time, including [this new employer name]. I was so excited to see you post the [role name] position as this is exactly the kind of work which fuels me.”
You’re not alone in this process.
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The New TrulyHired Job Board is Here!
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As San Antonio’s founding school district, SAISD neighborhood schools have served the heart of the Alamo City for more than 100 years. Today, SAISD serves about 44,000 students across more than 75 schools. SAISD is looking for a finance expert to be their new Coordinator, Financial Compliance. The coordinator is responsible for ensuring compliance and providing assistance within the department that contribute to the overall success of the department and with the attainment of district objectives by providing budget and compliance support to district staff. The ideal candidate has 3+ years of experience in governmental accounting, finance, or school related business.
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SustainED Leaders is an education nonprofit dedicated to developing education leaders and teachers and strengthening instructional capacity to improve student outcomes. SustainED Leaders is looking for an outstanding expert to be their new Instructional Manager. The Instructional Manager will design and deliver training and conduct side-by-side coaching that builds educators’ capacity to implement Bluebonnet Learning, Amplify Reading, Eureka Math, and/or Carnegie Math curriculum. The ideal candidate has two years of teaching experience and two years of additional leader experience. This person is also a curriculum expert in at least one of the following HQIMs: K-5 Amplify, K-5 Eureka, and/or 6-9 Carnegie.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing job seekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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You don’t have to be a job seeker to take the next step in your professional growth.
Our tailored career services—like resume reviews, interview prep, and personalized coaching—help leaders like you gain clarity, align with your goals, and stand out.
Ready to level up?
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