Layoffs happen. It’s a reality of business. But the stigma around laid-off candidates? That’s outdated thinking.

Too many hiring managers write off job seekers just because they were let go, assuming they weren’t “good enough” to stay. But layoffs don’t just hit underperformers—they hit entire departments, industries, and high achievers who simply got caught in the corporate shuffle.

What separates a great post-layoff hire from a risky one isn’t the layoff itself. It’s how they respond to it.

There are two very different types of candidates after a layoff. One you should avoid at all costs. The other? You should snap up before your competitor does

The Two Types of Post-Layoff Candidates

Type 1: The Victim Mindset

This type lets the layoff define them. Instead of taking ownership of their next step, they fall into a cycle of negativity and blame.

Common red flags:
❌ Constant complaining—about their old employer, the job market, recruiters, or “the system.”
❌ No strategic job search—blasting out hundreds of random applications with no clear direction.
❌ Excuses over action—blaming the economy, recruiters, or bad luck for their lack of results.
❌ Stuck in the past—focusing more on what they lost than what they’re building next.

Hiring someone in this mindset is risky. A tough job transition can shake anyone’s confidence, but if they’re unwilling to adapt, learn, or hustle, they’re likely to bring that same energy into your workplace.

If you meet a Type 1 candidate? Run for the hills.

But not all laid-off candidates fall into this category.

Type 2: The Hustler Mindset

This type treats a layoff as a setback, not a sentence. They take control of their situation and do whatever it takes to come out stronger.

Signs of a Type 2 candidate:
They network like crazy. Instead of spamming applications, they build relationships, reach out on LinkedIn, and connect with industry leaders.

They adapt fast. If their industry is struggling, they pivot. They upskill, explore adjacent roles, or even consider temporary gigs to stay afloat.

They stay proactive. They don’t just wait for a job to land in their lap—they create opportunities. Fractional consulting? Freelance work? Part-time roles? Whatever it takes.

They invest in themselves. Whether it’s reading books, taking online courses, hiring a career coach, or attending workshops, they make learning a priority.

They do what they have to do. If that means bagging groceries, driving Uber, or freelancing to pay the bills while job hunting, they do it—with zero ego.

These are the candidates who turn setbacks into success. And these are the people you want on your team.

How to Identify a High-Value Post-Layoff Candidate

Now that you know the difference, how do you spot a Type 2 candidate in an interview?

Ask the right questions.

“What have you been doing since your layoff?”

• Look for action. Are they networking? Upskilling? Consulting? If their answer is “just applying to jobs,” that’s a red flag.

“What did you learn from your last job and how have you grown since?”

• A hustler will talk about skills, lessons, and personal growth. A victim will talk about how unfair the layoff was.

“How have you been keeping your skills sharp?”

• Strong candidates will mention reading, online courses, side projects, or freelance work.

“What’s your strategy for finding your next role?”

• Are they approaching it with intention, or just throwing their resume at anything? A strategic job search shows they take ownership of their career.

If you automatically reject candidates just because they were laid off, you’re missing out on some of the hungriest, most adaptable talent in the market.

Yes—if you meet a Type 1 candidate, walk away.

But when you meet a Type 2?

Hire them. Invest in them. Give them the opportunity to prove that setbacks don’t define them—grit does.

Because the best hires aren’t the ones who’ve never struggled.

They’re the ones who struggled, adapted, and came back stronger.