4 tips for reaching out to recently laid off candidates

The top 1% in tech talent - including software engineers, product managers, and sales professionals - are actively seeking their next opportunity on Wellfound. Our team is sharing 4 tips to be tactful and make a positive first impression when pitching candidates who have been recently laid off.

Tip 1: Empathize with the candidate, but don’t be shy about reaching out

Being laid off can have a heavy emotional impact on any employee. It can take away the career stability they once felt and increase feelings of doubt & hopelessness. As a startup recruiter, it's best to empathize with these candidates and offer a non-judgmental perspective as they navigate the journey from layoff to job seeking.

Example - Initial Message:

Hi (First Name),

I recently saw your post on your layoff from (Company Name). I appreciate you being vulnerable and sharing with your network about this.

I did take a look at your profile and thought you may be a great fit for the (Position Title) we have open at (Your Company Name). I'm the recruiter here so please feel free to let me know if you’re interested and happy to chat through next steps.

Tip 2: Ask questions about the candidate's goals to determine culture fit

Many candidates use the time period after being laid off to reassess their career goals and professional desires. Ask questions about your candidates career aspirations and allow them to be upfront about their desires and deal breakers for their next opportunity.

Tip: Leverage AngelList Talent for unique candidate details you can't find anywhere else. Our candidate profiles provide key insight into their career path, desired job preferences, preferred culture & values, and more.

Example Questions: Initial Screening

1. What are you looking for in your next opportunity?
2. What's most important to you in your next role?
3. What's your ideal working environment?
4. What information can I help provide for you regarding (Company Name)?

Tip 3: Proactively share information about your startup

With the entire industry in flux, some candidates may be seeking stability more than ever. Providing open and honest communication about the status of your company (past, present and future) can provide that stability. As much as possible, share your key metrics and company details to provide the candidate with a holistic view of your organization’s outlook and enable them to make an informed decision.

Examples

• Key metrics of health of the business (e.g., working capital, growth rate, churn rate, customer loyalty/retention)
• Recent press releases
• Employee benefits (401k benefits, health insurance, PTO, remote work policy, etc.)

Tip 4: Be transparent in the interview process to gain trust

Develop a communication strategy that keeps candidates informed of where they are in the hiring process and quickly lets them know if you decide to go another route. Sharing key information upfront about the process, timeline, compensation, and role expectations will not only help you both evaluate whether the opportunity is a good fit, but will also build trust with the candidate early on.

Topics to discuss upfront:

• Outline the steps in interview process (how many interviews, technical vs. non-technical portions)
• Provide list of interviewers
• Clarify questions on the job description (if any)
• Clarify compensation questions
• Defined excepted start date
• Discuss remote work policy

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