Tech Layoffs Are Easy, But How Easy Is Hiring?

The Dichotomy of Tech Layoffs and Hiring

Tech layoffs might seem straightforward, but how easy is hiring in the tech-creator economy? 

What are the complexities of the hiring process and what strategies help in navigating the challenges?

In the tech ecosystem, decisions are often swift and strategic. Yet, when it comes to the dual challenges of tech layoffs and subsequent hiring, it becomes a complex tapestry of decisions and consequences that can shape the future of an organization.

The Quick Fix: Tech Layoffs

Tech layoffs, often seen as a pragmatic response to shifting market dynamics, can provide a quick fix to immediate financial challenges. Some layoffs are dramatic and industry-defining defining and others, well…quite subtle and silent in execution. However, beneath this surface lies a nuanced narrative of the human cost of these decisions. Experienced developers, creative minds, and collaborative team members depart, leaving gaps in teams and expertise. 

Tech layoffs dominated job losses in late '22 and early '23. This trend has continued into August, with companies like Big Cabal Media and Discord being among the most recent examples. 

On Friday, August 11th, media startup Big Cabal Media—the parent company of TechCabal and Zikoko—implemented a workforce reduction, affecting 19% of its employees. The company attributed these layoffs to the challenging market conditions it has encountered throughout this year. Interestingly, this development follows closely after the company's successful raise of $2.3 million for the expansion of its digital products. Despite an impressive 180% year-on-year revenue growth achieved by the end of H1 2023, this substantial advancement failed to align with the company's budgetary projections. 

Discord has also officially announced a reduction in its workforce, resulting in the departure of 40 employees (comprising 4% of its staff) from its marketing, design, and entertainment departments. This strategic decision has been made to concentrate on sustaining long-term growth. Former Discord team members have taken to platforms like Twitter and LinkedIn to communicate their experiences following the layoffs.

According to layoffs. fyi in 2023, there have been 226,117 tech layoffs, that's 61,373 more tech layoffs than the entire year of 2022 (164,744).

Image credit:

Layoffs, while potentially providing immediate relief, can trigger a chain reaction that reverberates through the broader tech ecosystem. The impact extends to the morale of the remaining team members, budding tech talents, and even the reputation of the organization within the tech community. 

Hiring is Beyond the Numbers

Beyond the metrics and figures lie the intangible qualities that make a tech team thrive: creativity, collaboration, and resilience. While tech layoffs may appear straightforward, the journey to rebuilding a team is a multi-dimensional challenge. Hiring is not just about filling seats; it's about fostering a collective intelligence that can shape the trajectory of a company. Sourcing candidates who align with the organization's values, and assessing their potential to innovate requires careful management and discretion.

As the demand for top-notch tech talent continues to outlive the supply, organizations need to improve and explore innovative strategies to attract, engage, and retain the best in the space. Attracting top-notch talent is just the beginning; the real challenge lies in retaining them. Traditional hiring and team management might not fully grasp the intricacies of a developer's mindset, their appetite for innovation, and their longing for a dynamic work environment.

Retaining tech talents goes beyond financial perks and huge salaries. Tech talents seek places where their ideas are valued, their voices are heard, and their innovations are celebrated. Organizations that excel at retention create an ecosystem that fosters curiosity, supports experimentation, and propels innovation.

While some organisations begin with such structures, continually maintaining them to manage tech talents and constantly drive change to keep the business afloat might be a daunting task. 

Balancing the Scales

The dichotomy between tech layoffs and hiring requires an intricate balance. The immediate relief of reducing costs must be weighed against the long-term consequences of a diminished workforce and cultural shifts. Organizations must navigate this fine line with transparency, empathy, and a vision for growth.

This balance extends to the broader tech ecosystem. As companies reevaluate their workforce, opportunities emerge for those affected to find new avenues for their expertise. Networking, upskilling, and entrepreneurial structures can transform a setback into a stepping stone.

While layoffs can be a painful decision, they can also propel organizations to innovate, optimize, and emerge stronger. Equally, hiring can provide the fresh perspectives and energy needed to steer companies towards new horizons. As organizations navigate these complexities, they shape their future and the narrative of the tech industry.

Elevating Tech Talent with Gigson: Redefining Hiring and Retention

Gigson provides a solution for hiring and retaining skilled software developers. 

Gigson is a service that identifies top-notch tech talent and also expertly manages their performance, reducing the complexities associated with hiring and managing software developers. With a primary focus on talent retention, Gigson has built a behavioural management structure that allows developers to thrive, ensuring that your team remains a powerhouse of innovation and expertise.

Start hiring from Gigson: Hire from Gigson

Learn More


1. What specific strategies or tactics can organizations implement to effectively navigate the challenges associated with tech layoffs and subsequent hiring, beyond the general considerations mentioned in the article?

Ans: In navigating the complexities of tech layoffs and subsequent hiring, organizations can implement a range of strategies tailored to their specific circumstances. These strategies may include proactive communication with employees, providing support and resources for those affected by layoffs, fostering a culture of transparency and empathy throughout the process, leveraging internal talent pools for reassignment or upskilling opportunities, and actively engaging with external networks for talent sourcing and recruitment. Additionally, organizations can invest in programs and initiatives focused on employee development, diversity, equity, and inclusion to attract and retain top talent in a competitive market.

2. How do tech layoffs impact the broader tech ecosystem beyond the immediate organization, and what measures can be taken to mitigate any negative effects on morale, talent retention, and reputation within the industry?

Ans: Tech layoffs have ripple effects beyond the immediate organization, impacting morale, talent retention, and the broader tech ecosystem. To mitigate negative effects, organizations can prioritize transparent communication to maintain trust and morale among remaining team members, provide support and resources for laid-off employees to facilitate their transition, actively engage with industry networks and communities to uphold their reputation and demonstrate a commitment to employee well-being and professional growth. By taking proactive measures and fostering a supportive environment, organizations can minimize the impact of layoffs on their workforce and industry standing.

3. In what ways does Gigson's solution address the intangible qualities mentioned in the article that contribute to a thriving tech team, such as fostering creativity, collaboration, and resilience among software developers? How does Gigson differentiate itself in terms of managing performance and talent retention compared to traditional hiring methods?

Ans: Gigson's solution addresses the intangible qualities crucial for a thriving tech team by implementing a comprehensive approach to talent management and retention. Beyond traditional hiring methods, Gigson focuses on identifying top-notch tech talent and expertly managing their performance through a behavioural management structure. This approach ensures developers thrive within their roles, fostering creativity, collaboration, and resilience. By providing ongoing support, feedback, and development opportunities, Gigson facilitates a dynamic work environment where innovation flourishes. Additionally, Gigson's emphasis on talent retention goes beyond financial incentives, creating an ecosystem that values and celebrates developers' ideas, voices, and innovations. This differentiated approach sets Gigson apart in the tech hiring landscape, offering organizations a solution tailored to their long-term success and growth.

Download the full ebook here:
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.


Victoria Olajide

How to Choose the Right Tech Hiring Platform

Read more
Victoria Olajide

Selecting the Right Developer for Your Startup in 2024: Making Data-Driven Decisions

Read more
Victoria Olajide

Strategies for Recruiting Developers For Start-ups

Read more
Victoria Olajide

How To Hire A Fullstack Developer For Your Development Team

Read more
Victoria Olajide

Hiring Executive-Level Tech Professionals

Read more
Victoria Olajide

Tech Job Description Template to Hire Software Developers

Read more

Request a call back

Lets connect you to qualified tech talents that deliver on your business objectives.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.