The job market just got tougher. CNBC states, U.S. layoffs in October 2025 hit the highest monthly total in 22 years. While thousands of experienced professionals flood LinkedIn and job boards with polished resumes, a wave of recent grads are entering the same pool with empty Experience sections and limited industry exposure.
If you’re graduating into this market, it can feel like you’re playing career dodgeball without a game plan. But here’s the good news: new grads bring unique advantages that hiring teams actually want right now. In this guide, we’ll show you exactly how to position yourself as a high-upside, low-risk hire even in a layoff-heavy market.
🧑💼 How New Grads Can Compete With Laid Off Professionals
When layoffs spike, competition spikes too. Roles that once welcomed entry level applicants now attract seasoned professionals. According to outplacement firm Challenger Gray and Christmas, U.S. employers announced 153,074 job cuts in October 2025, the highest total for any October since 2003. See the official report and coverage here: (Challenger Gray and Christmas) and (Reuters).
Do not panic. What you lack in tenure, you can replace with clarity, speed, and proof that you can do the job now. Hiring teams care about outcomes, not just years.
Here are six moves to close the experience gap quickly: choose one role, add real projects through externships, rewrite your resume for outcomes, use AI to work at professional speed, build a small automation that saves time, and run a simple networking system.
Step 1: Update your LinkedIn profile to attract recruiters
Generalists get buried. Recruiters search by job titles, skills, and keywords, then refine with Boolean operators inside LinkedIn Recruiter. If your profile is vague or scattered, you will not show up in those searches. You want your profile to speak one clear message: I am aiming for this specific role and I already look aligned with it. That clarity helps you appear in filtered searches and gives recruiters confidence when they skim your profile.
Most new grads think being “open to anything” makes them flexible. In reality, it makes you invisible. Recruiters are trying to fill one specific role, not find someone who might be interested in fifteen different types of jobs. Picking one lane does not trap you; it simply gives you structure. You can still explore, but you need a public identity that reads clearly in a ten second skim.
Choosing a lane also helps you focus your projects, portfolio pieces, and resume bullets. When all of your signals point in one direction, you start looking like an early career professional instead of a student still figuring things out. This increases your chances of getting callbacks, because your profile mirrors the patterns recruiters already expect.
Use the exact title you want; add two or three core skills; mirror language from real postings. LinkedIn Recruiter supports filters for job titles, skills, and keywords, plus Boolean in the Keywords field. That is how many searches actually run.
Quick setup examples you can copy:
- LinkedIn headline: Marketing analytics, SQL, Looker, Google Analytics
- About first line: Early career analyst who turns messy data into clear decisions
- Featured: One portfolio piece that proves your lane
- Top skills: SQL, A B testing, Data visualization
Pro move: read ten postings for your target role; collect recurring keywords; place them in your headline, About, and Skills so you match how recruiters actually search. Boolean and keyword matching are built into LinkedIn search and LinkedIn Recruiter.
Step 2: Stack Real Experience Fast With Projects and Externships
Empty experience sections struggle in a competitive market. Employers want proof that you can contribute quickly, especially when teams are lean after layoffs. Short, scoped projects give you that proof. They show real skills, real outcomes, and real initiative. These experiences help you stand out against applicants who list responsibilities while you show results. They also create clickable evidence that recruiters can review in seconds, which matters because most recruiters skim profiles rapidly before deciding whether to advance a candidate.
Think in terms of quick, high impact sprints. A sprint is a four to eight week project that produces one or two strong resume bullets. The length is long enough to create substance but short enough for you to repeat several times across a semester or break. Each sprint should demonstrate a skill the role requires: analysis, writing, outreach, design, research, or technical execution. When you stack these sprints, you turn an empty Experience section into a portfolio of proof that looks more like early career professional experience.
Run four to eight week sprints. Each sprint should produce one or two strong bullets using verbs like launched, improved, reduced, created, or analyzed. Keep a living portfolio and pin your best pieces to your Featured section. You want your strongest work visible immediately.
Skills based hiring continues to grow; candidates who show outcomes get noticed more often than those who only list coursework. Clear, outcomes based projects help you surface in these searches. Externships offer a structured way to build this experience with scoped work, guided mentorship, and real deliverables.
Explore available externships here
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Step 3: Turn Your Resume Into Proof, Not Just Potential
When layoffs rise, hiring teams become more cautious. They want people who can contribute quickly, handle ambiguity, and deliver outcomes without a long ramp. This is why your resume cannot read like a list of tasks. Tasks only show that you were present. Outcomes show that you created value. In a market crowded with laid-off professionals who already have years of accomplishments, your edge comes from clarity: a resume that proves what you can do right now.
Most new grads default to soft phrases: participated, supported, assisted. These words bury your impact and make your experience sound passive. Replace them with action verbs that match real job postings and mirror professional expectations. Review ten postings in your target lane and underline the verbs they repeat. Use those verbs in your bullets so your resume reflects the work hiring managers already expect.
Focus on before and after language. Show what changed because of you. Even simple projects can generate strong bullets when framed around transformation: what was happening, what you did, and what improved. Numbers help, even if they are small. Percentage lifts, reductions in time, user responses, engagement changes, or the number of assets you produced help quantify your contribution. You are not competing on years; you are competing on the clarity of your value.
1. Here is the difference in feel:
2. Approach every bullet with this mindset:
- What problem did you solve?
- What action did you take?
- What changed because of you?
Strong bullets help you look like a junior professional, not a student still learning the ropes. They also give recruiters something concrete to ask about in interviews, which increases your confidence and strengthens your storytelling. In a layoff heavy market, proof is your advantage. Replace soft, generic language with outcomes so your resume becomes a portfolio of evidence, not potential.
Step 4: Use Your AI Native Advantage to Work at “Professional Speed”
Gen Z is the first generation to enter the workforce already fluent in AI tools. Many laid off professionals are still adjusting to new workflows; they learned old systems first and now have to unlearn and relearn. You do not have that barrier. You are naturally curious, comfortable experimenting, and willing to iterate quickly. This makes you valuable in lean teams where speed and clarity matter.
AI helps you close the experience gap by accelerating the parts of work that slow most beginners down. It turns long research tasks into quick insights. It turns rough drafts into polished outputs. It helps you organize messy information into clean, structured notes. This does not replace your thinking. It strengthens it by helping you move from idea to draft and finally the deliverable with fewer mistakes and faster turnaround. That level of speed is exactly what managers want when their teams are stretched thin after layoffs.
Here are practical ways to use AI at professional speed:
- Research markets, companies, or user segments in minutes, then verify the insights manually
- Summarize dense documents, PDFs, or reports into short actionable notes that guide next steps
- Draft and refine emails, cover letters, outreach messages, or content pieces with clear tone and structure
- Structure and document processes, meeting notes, checklists, or workflows so work stays organized
The goal is simple: use AI to reduce time spent on friction tasks so you can focus on higher value decisions and problem solving. When you work this way, you look prepared, confident, and reliable even without years of experience.
AI focused externships make this even stronger. They give you real datasets, real company challenges, and real feedback from professionals. You learn how AI is used in actual workflows rather than hypothetical examples. You also practice presenting AI assisted work in a way that feels professional and grounded. This becomes a powerful story in interviews and a clear advantage on teams that need efficient, adaptable talent.
Step 5: Build a Small AI Automation Project That Solves a Real Problem
A strong way to stand out in a crowded market is to show that you can use AI to solve everyday problems. This does not mean training a complex model or building something technical. It means creating a tiny, scrappy automation that removes annoying manual steps from a workflow. Hiring managers love this because it shows initiative, clear thinking, and an understanding of how modern teams operate. When teams are understaffed, people who simplify processes are extremely valuable.
Start with real friction. Think about the small tasks that slow you down: tracking job applications, writing follow up emails, summarizing long articles, or repurposing content into new formats. These tasks are perfect candidates for automation because they are repetitive, predictable, and time consuming. The goal is not to automate everything. The goal is to automate one small loop that saves you or someone else time.
1. Choose a simple scope
One clear input. One clear output. One lightweight tool stack. For example: a spreadsheet of contacts as the input, an AI model that drafts emails as the output, and a no code automation tool to connect the steps. Or a long report as the input and a structured Notion page as the output. The simpler the workflow, the easier it is to build and explain.
2. Document it like a mini case study
- The problem you noticed
- What you built and why
- Tools used
- Time saved or steps removed
- How someone else could use it
This format helps recruiters understand your thinking, not just the final product. It also gives you a clear talking point in interviews.
3. AI Tools for Small Automation Projects
Below is a table of AI tools that students can use to build simple automation projects. These tools were selected based on strong interest shown in community polls, including the LinkedIn poll you referenced. Each row includes the tool name, what it does, and an example project you can build.
AI Tools and Example Projects Table:
Step 6: Make it visible
Host the project on GitHub, Notion, or a simple landing page. Add it to your LinkedIn Featured section and list it under Projects on your resume. Even a tiny automation can impress when it is presented clearly.
1. How to Create Your Own Portfolio Website
A portfolio website acts as a central home for your projects. It lets recruiters click once, see your work, and understand your thinking without asking for extra documents or scheduling a call. You do not need design skills or coding knowledge. You only need a simple layout, a few strong project pages, and links that load quickly on mobile. When hiring teams are scanning hundreds of profiles, a clear portfolio site instantly signals that you take your craft seriously.
2. Choose a simple website builder
Pick a tool that lets you build fast and organize your work without technical overhead. Good beginner friendly options include:
- Carrd: clean one page sites that are fast to publish
- Notion: simple pages with easy navigation
- Wix: drag and drop builder for flexible layouts
- Webflow: more customization if you want a polished look
- GitHub Pages: ideal for data, engineering, or automation focused students
Choose whichever tool matches your comfort level. The platform does not matter as much as clarity and accessibility.
3. Create a clean homepage
Your homepage should communicate who you are, what you can do, and which projects represent you best. Keep the design minimal. Use short paragraphs, clear links, and simple sections. Recruiters skim quickly, so aim for clarity.
Suggested structure:
- A headline such as early career analyst or junior product researcher
- A brief paragraph describing the problems you like to solve
- Three featured projects with short descriptions
- Links to your resume, LinkedIn, and contact information
This helps people understand your lane within ten seconds.
4. Build a project page for each item
Create a dedicated page for each project. The goal is consistency. Recruiters want to see how you think, how you solve problems, and how you communicate results. Use short sections, clear labels, and visuals where relevant.
Each project page should include:
- The problem you noticed
- What you built and why
- Tools used
- Screenshots or process notes
- Time saved or steps removed
- How someone else could use it
This turns even a small automation into a clear demonstration of value.
5. Add visuals that show your process
Your process matters as much as the final result. Include screenshots of your workflow, your prompts, your dashboards, or your research notes. These details help hiring teams understand your reasoning and your approach to solving problems.
6. Link your portfolio everywhere
Once your website is ready, place the link in:
- Your LinkedIn headline
- Your LinkedIn Featured section
- Your resume
- Your outreach messages
- Your email signature
The goal is to make your work discoverable in one click. When recruiters can see real examples of what you built, you position yourself as a low risk, high upside hire.
Step 7: Network Like the Job Boards Are Only Plan B
In a market shaped by record layoffs, job boards move slower, freeze more often, and fill faster. Many openings never get posted at all. Others attract hundreds of experienced applicants within hours. This is why networking cannot be optional for new grads. It has to be a system you run consistently. Networking is not asking for a job. It is gathering information, building visibility, and creating relationships that open doors months before a role ever appears online.
Think of networking as a series of small, low pressure conversations with people who are only a few steps ahead of you. These are the people who remember what it felt like to start out and can give you practical, grounded advice. Their guidance is more accurate than anything a job board can tell you because they are inside the field you want to enter. They know the tools teams actually use, the projects that matter, and where beginners usually struggle. This turns your outreach into career clarity instead of guesswork.
1. Who to reach out to
A. People one to five years ahead in your desired lane:
These are the people who recently navigated the same challenges you are facing. They remember what entry level confusion feels like and can offer concrete guidance on tools, workflows, and projects that truly matter. Early career professionals also tend to reply more often because your questions feel relevant to their recent experience.
Example: A first year marketing analyst at Spotify or a product support associate at HubSpot.
B. Alumni from your school:
Shared background increases response rates because it gives you a natural opener and instant credibility. Alumni often feel invested in helping students from their own institutions. They can also provide insider context on industry expectations, interview formats, and job search strategies specific to your major or program.
Example: Messaging a data analyst who graduated from your university in the past two to three years.
C. Current and former externs:
Externs know exactly what it is like to start with little experience and build proof quickly. They can share insights on structuring projects, presenting deliverables, and using externships as talking points during interviews. Former externs are especially helpful because they understand the difference between student work and resume ready output.
Example: Asking a previous Extern participant how they showcased their competitive research project in interviews.
D. Junior or mid level employees at companies you like:
These people can explain what day to day work looks like, how teams are structured, and what skills actually matter. They can also share the inside view of how early career hiring works from someone who has lived through it. These employees are close enough to the work to give relevant advice but not so senior that they are overwhelmed with incoming requests.
Example: Reaching out to a customer success associate at Notion or a research coordinator at a health tech company.
2. How to structure a message
A. Keep it short: three sentences:
Short messages reduce friction because they respect the other person’s time. They also signal that you understand professional communication norms. A long message feels like work to read, while a tight note shows clarity.
Mini template:
Hello, I came across your work and would love to learn more about your experience in this field. I recently completed a small project connected to user feedback patterns and it made me curious about how people early in their careers navigate this space. Would you be open to a fifteen minute conversation sometime this or next week?
B. Name your lane:
Being clear about your target role helps the other person understand how to tailor their advice. It also increases reply rates because your ask feels specific rather than vague. People are more willing to help when they understand your direction.
Example: I am focused on marketing analytics rather than general marketing.
C. Include one relevant project:
Mentioning a project gives credibility. It shows effort and gives the other person something concrete to discuss. This lowers the pressure for them and makes the conversation more productive for you.
Example: I recently built a small AI automation that turns long articles into structured research notes.
D. Ask for fifteen to twenty minutes to learn about their path:
A defined time window makes the ask feel lightweight and respectful. Most people can spare fifteen minutes if the request is clear. You are not asking for mentorship. You are asking for perspective.
Example: If you have fifteen minutes, I would love to hear how you started and what helped most early on.
3. What to ask in the conversation
A. How they broke into the field:
This gives you insight into their actual journey, not the polished version on LinkedIn. Many early career stories include pivots, small projects, hidden opportunities, and moments of uncertainty. Their path shows you realistic entry points and alternative routes that job boards do not reveal.
Sample question: How did you get your first foot in the door for this type of role?
B. What skills mattered most early on:
This helps you prioritize what to build next. Some skills carry more weight in the first year on the job, such as stakeholder communication, documentation, or basic analytics. Hearing directly from someone who has lived it prevents you from over investing in the wrong areas.
Sample question: Which skills turned out to be more important than you expected in your first six months?
C. What they would do if they were graduating into this market:
This question is powerful because it turns their experience into tailored advice. They will usually share strategies they wish they used earlier, mistakes to avoid, and actions that would have accelerated their progress.
Sample question: If you were graduating right now, what would you focus on first in your job search?
D. Which projects would help you stand out:
People who work in the field know which artifacts get attention. They can tell you whether an AI automation, a research brief, a dashboard, or a case study would be most impactful. This keeps your portfolio aligned with real hiring signals.
Sample question: Which kind of project would make someone stand out for your team’s entry level roles?
These questions turn the conversation into mentorship instead of a transaction.
4. Why this works
Networking compounds. One conversation leads to another. Someone tags you in a Slack channel. Someone refers you to a hiring manager. Someone tells you a role is opening next month. These moments do not happen on job boards. They happen through relationships.
When you combine:
- A clear lane
- Real projects
- Outcome based resume bullets
- An AI powered workflow
- A small automation you can show
- Consistent networking conversations
you stop looking like a new grad trying to break in and start looking like a prepared, confident, low risk early career professional. That is the mindset hiring teams want to see in a layoff heavy market.
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Ready to Build Experience That Helps You Compete?
You now have a full playbook: choose a clear lane, build project based proof, use AI to work quickly, ship a tiny automation, and run a networking system that opens real doors. The next step is finding a place to practice all of this in a low pressure, high support environment.
Externships give you exactly that. You get real company projects, guidance from professionals, and deliverables you can put directly into your resume and LinkedIn. It is a practical way to build experience quickly, especially when the market is crowded with experienced candidates.
If you want structured experience that strengthens every step in this guide, explore current Externships and find a project that matches your lane. You will leave with outcomes you can talk about in interviews, clarity about your career direction, and confidence that you have real professional experience to stand on
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