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CNET
13-06-2025
- Business
- CNET
How to Prepare for a Layoff: 10 Tips to Survive a Tough Job Market
With employers downsizing and slashing budgets, fear of layoffs is rapidly escalating among workers. Tharon Green/CNET Workers across all industries are bracing for a challenging economy and a brutal job market. According to a survey by Indeed, nearly half (46%) of US employees are concerned about layoffs in the next year. The Trump administration's cuts across federal agencies, health organizations and nonprofits have led to hundreds of thousands of layoffs. As employers reduce personnel and freeze plans to hire new workers, mass cuts are happening in the tech industry, entertainment and education. The number of people filing for jobless benefits is rising, and job seekers are spending months, even years, looking for new employment. ZipRecruiter's Career Expert Sam DeMase said that preparing for a job loss while you're actively employed helps you avoid having to scramble during a crisis. "Being proactive can really help give you some peace of mind if a layoff does happen," DeMase said. Read more: Why Can't I Get a Job Right Now? 9 Expert Tips to Stand Out to Recruiters Walking a precarious tightrope Economic anxiety and job insecurity are peaking, with households preparing to survive a potential recession. Experts warn that a global economic slowdown could uproot the US labor market as businesses adjust profit expectations and trim budgets. "We are living in a time of pretty radical uncertainty," said Lisa Countryman-Quiroz, CEO of JVS Bay Area, a career training nonprofit in California. Though the official unemployment rate is still considered low by historical standards, job seekers feel the labor market is contracting. When employers pull back on open postings, there's a high level of competition among eligible applicants. On average, a layoff could leave you unemployed for 10 months or longer. Worried you'll be laid off? Here's what to look for While there aren't always clear indicators of pending layoffs, there are some clues to look out for, according to DeMase. 👀 Does your position generate revenue? Non-revenue-generating roles within an organization might be crucial for overall functioning, yet these positions (HR, IT, legal and administration) tend to be more vulnerable since they don't directly produce business income. 👀 Has there been organizational restructuring? Leadership changes and reorganizations often signal an effort to improve performance or address financial difficulties. Merging, streamlining or employee buyouts could indicate a company is cutting costs or downsizing. 👀 Is your manager communicating regularly? If your supervisor has suddenly gone quiet or is canceling meetings, it might not be a scheduling conflict. They could be trying to minimize contact or deprioritize communication before a company-wide announcement. 👀 Have projects been scrapped or budgets frozen? If upcoming expenses or travels aren't being approved, or if hiring and promotions are suddenly frozen, that could be a warning sign that the company is focusing on financial cutbacks. Zooming out to the broader job market, DeMase says to look out for competitor layoffs within your industry or fewer job listings in your line of work, which could indicate economic pressures. If you're noticing a decline in entry-level jobs, that may mean those roles have been eliminated or replaced by automation. How to prepare mentally and financially for a layoff Though layoffs are financially motivated, they're likely to hit your confidence hard and make you emotionally vulnerable. "It feels horrible, like your value is gone. But that's not the case," DeMase said. "It's really important to remember that a layoff is a business decision." In a turbulent job market, preparation is everything. Here's how to make sure you're not caught off guard. "It's really important to remember that a layoff is a business decision." Sam DeMase, career expert at ZipRecruiter 1. Gather your paperwork in advance Though some employers still give advanced notice when there's a reduction in force, workers are increasingly being dismissed with little to no notice. You're likely to be locked out of company devices and communications, including email and payroll software, rather immediately. DeMase said to gather your personal information on your work computer and to make sure you have proof of employment and tax documentation. You'll need pay stubs and verification to apply for financial assistance or state unemployment benefits. Though you should never take confidential company information, you can save copies of your performance reviews and work samples for future reference. 2. Update your resume and start networking While you're still employed, take a moment to update your resume and LinkedIn profile. DeMase recommends compiling a list of your achievements, notable projects and positive feedback from colleagues or clients. It's also a good idea to "warm up your network," DeMase said. If you've been employed for a long time at a company, check in with former colleagues and clients now. "That way, when you do reach out after you've been laid off, it's not a 911," she said. 3. Review your severance agreement When their position is eliminated, laid-off workers might be offered a severance package as compensation. The amount varies by employer, but a common formula is one or two weeks' pay for each year of employment. Any payment is taxable as ordinary income. Companies aren't required to offer severance payments. If you accept a severance package, you'll likely be required to sign an agreement stating that you won't sue your ex-employer. If you're 40 or older, your employer must give you at least 21 days to decide whether to accept a severance agreement under the Older Workers Benefit Protection Act. If it's a group termination (meaning multiple employees lost their jobs), you'll have at least 45 days to accept the agreement under the same law. 4. Secure health insurance coverage Some employers will let you keep your employer-based medical, dental and vision coverage for a specified period at no additional cost. You might also consider seeking out coverage under a family member or spouse. If neither is an option, make sure you know about the federal law called the Consolidated Omnibus Budget Reconciliation Act. COBRA allows workers who leave their jobs to continue their health insurance if their company has 20 or more employees, usually for 18 to 36 months. You'll usually pay the entire premium, plus a 2% surcharge, which can get expensive when you've just lost your job. Another option is to shop on the Health Insurance Marketplace for a plan. If you've lost employer-based coverage, you might qualify for a special enrollment period if you sign up within 60 days of losing coverage. 5. Review other company benefits Payout for unused time off, including vacation and sick time. Some states require employers to pay workers for unused PTO if they leave their jobs for any reason. Company stock or retirement plan: Since accounts like 401(k) or 403(b) are employer-sponsored, find out if you can leave it where it is or roll it over to another investment account. Company equipment. If you have a company laptop or cellphone, you may be allowed to keep the equipment or buy it at a reduced price. Additional benefits. Some companies help laid-off workers find their next job by offering career counseling or resume assistance. 6. Understand unemployment eligibility If you get laid off and lose your job through no fault of your own, you'll typically qualify for unemployment benefits, although the rules vary by state. You'll usually file for benefits in the state where you worked. Contact your state's unemployment office immediately after you learn that your job has been cut. You can expect to wait about two to three weeks from the time you file until you receive your first unemployment check. Don't rely on minimal jobless benefits to get you through. Most states offer unemployment benefits for up to 26 weeks (approximately six months), with weekly benefits ranging from $235 to $823. Read more: How to File for Unemployment Benefits 7. Build up your emergency fund If you're able to find areas of savings in your budget, make building your emergency fund a top priority. A high-yield savings account is a smart place to stash your emergency fund because you can earn interest and also access your money without penalty. Experts generally recommend an emergency fund that can cover at least six months of living expenses, though that's unattainable for most households living paycheck to paycheck. "Anything that you can put together, even a month's worth of rent, is going to be helpful." Lisa Countryman-Quiroz, CEO of JVS Bay Area "Anything that you can put together, even a month's worth of rent, is going to be helpful," said Countryman-Quiroz. Having even some emergency reserves will not only protect you but also give you peace of mind. "Come from a position of power and choice, rather than from one of scarcity and desperation and necessity," she said. 8. Preserve your retirement accounts If you're suspicious that a layoff is coming, don't cash out your 401(k) or any other retirement account in a panic. You may owe a 10% early withdrawal penalty in addition to income taxes. However, if you're currently contributing extra to your retirement account, DeMase recommends rerouting some of that spending to your emergency savings so it can be liquid if you lose your job. 9. Scrutinize spending and debt Creating a no-frills budget that only covers the necessities will give you a clear action plan in case you lose your job. Or if your savings are lacking, you could implement a bare-bones budget now so that you'll have a safety cushion if your income takes a hit. If you have any debt, try to pay off what you can now so you won't be stuck in a growing interest cycle when you're without a paycheck. DeMase said it's a good idea to start scaling back on any nonessential spending now. Take a close look at your budget to see what's necessary (housing, groceries, debt, utilities, etc.) versus what's optional (subscriptions, dining out, vacations, etc.). Use a budgeting app to help find expenses you can cut. 10. Find extra work and training If you're concerned that a job loss is on the horizon, you might be able to seek out alternative sources of income. DeMase said to consider taking on a side hustle, like freelance work or a part-time gig, while you're still employed. Having extra income streams now can help you save money and pay off debt faster. It's also a good opportunity to look into leveling up your expertise and qualifications. Countryman-Quiroz says that "future-proofing" your employability means building up interpersonal communication and collaboration as well as tech skills, specifically in the realm of AI. Local nonprofits and workforce development organizations often provide free resources to build skills in new sectors. Free and low-cost resources for job seekers Cal JOBS: Cal JOBS offers a complete set of employment tools for job seekers in California. American Job Center Finder: Thousands of job centers nationwide help people search for work, find training and answer other employment-related questions. LinkedIn Learning: LinkedIn offers video courses taught by industry experts in Business, Creative, Technology and Certifications. Goodwill Industries: Goodwill Career Centers provide job training and placement services.
WIRED
12-06-2025
- Business
- WIRED
AI Agents Are Too Cheap for Our Own Good
Jun 12, 2025 7:00 AM AI tools cost a fraction of human labor—and may undermine the jobs needed to build careers. Illustration: Jacqui VanLiew In 2007, Luke Arrigoni, an AI entrepreneur, earned $63,000 at his first job as a junior software developer. Today, he says AI tools that write better code than he did back then cost just $120 annually. The numbers don't sit right with him. Arrigoni, who runs Loti AI, a company that helps Hollywood stars find unauthorized deepfakes, worries that underpriced AI tools encourage companies to eliminate entry-level roles. He wants to flip the incentive structure so people's careers don't end before they begin. 'If you make the AI systems more expensive, then you have an economic incentive to hire someone that is starting out,' he says. AI transforming—or altogether eliminating—jobs has become a perennial anxiety. But the concern is gaining new urgency as demand for AI agents grows. Those AI systems can now make sales calls and write software code, work that was once reserved for humans. So far, the situation isn't dire. Hiring platform ZipRecruiter estimates that this year, summer internships in the US rebounded to roughly the same level as they were before the pandemic. But that might change in the near future. At the Snowflake Summit in San Francisco last week, OpenAI CEO Sam Altman compared current AI tools to interns. The next-generation technology would be like a more 'experienced' worker, he said. In some companies, managers have already started overseeing 'a bunch of agents' the way they traditionally have 'relatively junior employees,' Altman claimed. OpenAI has talked about mitigation efforts like reskilling programs to stave off a potential jobs crisis—but it hasn't mentioned charging higher prices for its services to slow the transition to AI work. That's what has Arrigoni on edge. Even after accounting for the priciest add-on features, AI coding agents cost a fraction of a junior engineer. If inexperienced workers can't get a gig, Arrigoni believes, they might not gain the expertise needed to lead future teams—whether human or machine. OpenAI did not respond to a request for comment. 'Less Than Human' AI pricing has fluctuated since ChatGPT launched as a free chatbot in 2022 and triggered an AI boom. Generally, many AI companies still offer free tiers for limited use, and prices for basic tiers have declined. Top-tier plans for the newest features have grown pricier, though not to the point of generating profits for the companies offering them—or deterring adoption. Startup executives and pricing consultants attribute low prices to intense competition among AI purveyors. 'Their only way to win is mass adoption,' says Ajit Ghuman, CEO of pricing strategy company Monetizely. That means AI companies need to charge the same affordable prices as their rivals. Unless electricity or GPU shortages become major problems, or one company corners the AI market, it's difficult to see prices rising significantly, Ghuman says. Decagon, a San Francisco startup that sells a customer service chatbot used by retailers and tech companies, charges $1 or less per conversation—roughly half the cost of human support. In some cases, the chatbot may be more effective than a person, but Decagon believes its clients would never pay more for it. 'The reason to invest in AI is efficiency,' CEO Jesse Zhang says. 'You're going to be less than human labor. That's kind of like the point of technology.' Zhang says his company makes money on each individual conversation after excluding certain overhead costs, but he declined to comment on the startup's overall profitability. With $100 million raised from venture capitalists including Andreessen Horowitz and Accel, Decagon has the flexibility to prioritize growth over profitability. 'Whether we could be pricing more, it's always like a 'what if?'' he says. 'But in general we're pretty happy right now.' 'So Cheap' Erica Brescia, a managing director at the investment firm Redpoint Ventures, had an epiphany about AI agent pricing last month. The $250 price tag on Google's new AI Ultra plan astounded her. 'All this is so cheap,' she recalls thinking. 'It's disproportionate to the value people are getting.' She felt a price of at least double would make more sense. (That same week, Nvidia CEO Jensen Huang told Stratechery that he would hire an AI agent for $100,000 per year 'in a heartbeat.' ) Previously, Brescia worked as the chief operating officer of GitHub, which helped set the bar for AI pricing. GitHub's Copilot coding assistant started at $10 a month in 2022, months before ChatGPT's debut. Brescia says GitHub went with a price that would attract a critical mass of users. The goal was gathering data to improve the service, and GitHub's parent company, Microsoft, didn't mind taking a loss on the new tool to make that happen. In reality, a price 100 times higher would now better reflect the value Copilot provides to software developers, Brescia estimates. (GitHub chief operating officer Kyle Daigle tells WIRED that the company's goal is to support, not replace, developers and that 'pricing reflects a commitment to democratizing access to powerful tools.') Today, Copilot tops out at $21 a month. And similar tools have followed its lead, including Zed, which has received $12.5 million in funding from Redpoint and others. In May, the company started charging a minimum of $20 a month for an AI-assisted code editor it built from the ground up. Zed CEO Nathan Sobo expects AI companies to charge more over time because the current pricing models aren't sustainable. But relative to humans, he wants to keep AI agents affordable so anyone can use them to augment their work, develop better software, and create new jobs. 'I want as much intelligence at my disposal at as low a cost as possible,' he says. 'But to me, included in that is potentially a junior engineer using this technology, ideally at as low a cost as possible.' Decagon's Zhang feels the same way about AI coding tools. 'Would we pay more? Marginally? Yeah,' he says. But '$2,000? Probably not.' He adds 'the hunger for good engineers is infinite.' AI entrepreneurs suggest that agents could command higher prices if they were easier to set up and more reliable to use. For instance, Nandita Giri, a senior software engineer who has worked at Amazon, Meta, and Microsoft, says she would pay thousands of dollars annually for an AI personal assistant. 'But strict conditions apply—you can't get frustrated by using it,' she says. Unfortunately, that day feels far away. As a personal project, Giri tried developing an AI agent that could prevent psychological burnout. 'It just canceled all my meetings,' she says. Certainly a solution, but not the ideal one. Now, some companies are hiring 'AI architects' to help oversee agentic systems and cut down on gaffes. The question is who will occupy those roles in the future if early-career workers are cut off from opportunities today. Simon Johnson, an economist at the Massachusetts Institute of Technology, doesn't expect companies to take into account the social cost of career disruption in making their pricing decisions. He suggests governments lower payroll taxes for entry-level roles to encourage hiring. 'The right lever to pull is one that reduces costs to employers,' Johnson says. Arrigoni is choosing a third path. At Loti AI, he has prioritized steadily hiring junior engineers and hasn't employed AI coding tools. If the job apocalypse comes, 'I don't want to be at fault,' he says.
Bloomberg
10-06-2025
- Business
- Bloomberg
The Highest-Paying US Summer Internships of 2025, by Industry
As artificial intelligence shakes up the job market, few career paths have been forecast to be in greater peril than software engineering. But employers are still investing top dollar in nascent software-engineering talent, offering among the most lucrative US summer internships of 2025. Software engineering interns can expect to earn between $20 and almost $29 an hour, according to research from the job site ZipRecruiter. Other high-paying industries include architecture and financial advising.
Yahoo
10-06-2025
- Business
- Yahoo
Palm Beach County School Board member wants more training in the trades for students
Palm Beach County School Board member Matthew Jay Lane wants the school district to expand its career and technical education program so more graduating seniors who are not college-bound can step into a career in the trades. "My goal is to create an internal pipeline for our local skilled workers for the businesses in our community and to create a pipeline for our students who might not otherwise have jobs to change the trajectory of their lives," Lane said during the June 4 school board meeting. The district already has a wide set of offerings for students who want to find after-high school work in everything from agriculture and construction to sales and transportation. Students can leave high school with industry certifications for a long list of job types, including emergency medical technician, automobile technician, medical assistant and pharmacy technician. But Lane said he wants the district to do more. "From my research, one of the biggest complaints that I found was that when students across the country graduate, they've only taken one or two courses in the trades," he said. "So they don't possess the skills they need to immediately go to work." For generations, schools offered vocational or "shop" classes to students who did not plan to go to college after graduation. Over time, with jobs requiring a college degree typically paying more than those that don't, some schools emphasized college preparedness and de-emphasized vocational classes. Bachelor's degree holders still earn significantly more than non-college graduates. The median annual salary for those with a bachelor's degree was $80,236, according to 2024 figures from the Bureau of Labor Statistics. For those whose highest educational attainment was a high school diploma, the median annual salary was $48,360. Not all college degrees are worth the same in the job market, though. The average salary for a college graduate with a humanities degree is $54,258, according to ZipRecruiter. That's less than the $62,400 average annual salary of an electrician or plumber, and it's less than the $58,240 average annual salary of an HVAC technician. There might not be a hungry market for English or philosophy majors, but people who can drive a forklift, hang drywall or wire a building are in extremely high demand. Some of that is tied to the economic cycle, and some of it is because older tradesmen are "aging out" of the workforce and aren't being replaced quickly enough by younger workers. "For every five people who retire, only one is trained to replace them," Eligio Marquez Veray, district associate dean for Trade and Industry at Palm Beach State College, was quoted as saying in a news article on the school's website. Lane said he's been told of that problem, too. "I've spoken to many, many business leaders in our community about this issue," he said. "One business owner told me a story. He needed 150 employees to finish a project, but he only could recruit 85. He had a deadline to finish the project, and he didn't have enough skilled workers to do so. This is a standard problem in the industry." Palm Beach State College is already working to connect young people to jobs in the trades. It got a $1.75 million grant last year to boost those efforts, and Klein Tools and Lowe's have provided financial support to the school's Construction Trades Center for Workforce Innovation. Precisely how the the school district will change its career and technical program is unclear. The district plans to hold a series of workshops on it this fall. Lane's colleagues welcomed his push for an expanded career and technical program. "You're preaching to the choir here," board member Karen Brill said. "This topic is a big deal," added board member Marcia Andrews. Lane said preparing more students to enter the workforce after high school is an imperative, given the district's college matriculation rates. A district report from May 2024 found that 58% of students who graduated in 2023 were enrolled in a college or university that fall. That percentage has been stuck in the upper 50s since 2019, when it was 64%. The report also found significant racial and ethnic gaps in the going-to-college rates of district students. Only 49% of Hispanic graduates in 2023 were enrolled at a college or university that fall. For Black graduates, it was 54%, and for white graduates it was 70%. Lane said he wants to make sure students who don't go to college are prepared to feed a hungry labor market. Employers want that, too, he said. "We have excellent career and technical education programs in our district, and the business community would like us to focus on enhancing those career and technical education programs," he said. Want more education news? Sign up for ourExtra Credit weekly newsletter, delivered every Friday! Wayne Washington is a journalist covering education for The Palm Beach Post. You can reach him at wwashington@ Help support our work; subscribe today. This article originally appeared on Palm Beach Post: Palm Beach County School District looking to expand training in trades
Yahoo
10-06-2025
- Business
- Yahoo
INE Security Alert: Research Shows Purple Team Skills Drive Job Security as Cybersecurity Pros Seek Career Stability
Cary, NC, June 10, 2025 (GLOBE NEWSWIRE) -- New research reveals that cybersecurity professionals with purple team capabilities – skills that blend offensive and defensive expertise – are in high demand, and have the potential to command salaries significantly higher than traditional specialists. The industry research findings, highlighted as part of INE Security's comprehensive two-month study of career trends in cybersecurity, reinforce how industry professionals are adapting to both economic pressures and evolving threat landscapes by developing cross-functional skills that bridge traditional red team and blue team disciplines. "We're seeing a fundamental shift in what makes cybersecurity professionals valuable," said Tracy Wallace, Director of Content Development at INE Security. "While the broader tech sector has lost over 300,000 jobs in the past two years, cybersecurity professionals with specialized purple team skills are not only keeping their positions – they're actually advancing, thriving, and proving that they possess strong earning power." Research Findings Paint Clear Picture INE Security's analysis of current market conditions reveals several key trends driving the rise of purple team capabilities: Salary Premium: Purple team positions command salaries ranging from $57,000 to $186,000, representing an 18% premium over traditional single-discipline security roles, according to ZipRecruiter. Market Demand: Despite 3.5 million unfilled cybersecurity positions globally, 64% of organizations cite skills gaps rather than headcount as their primary security challenge (2024 ISC2 Cybersecurity Workforce Study). Career Advancement: Professionals with purple team experience show faster progression to senior and leadership roles, as organizations value comprehensive security understanding. "When organizations face budget pressure, they keep the people who can handle multiple responsibilities,' Wallace explained. 'Purple team professionals represent exactly that kind of versatility." Economic Uncertainty Drives Skill Convergence Cybersecurity professionals are navigating an increasingly complex career landscape. While the broader technology sector faces layoffs and budget constraints, cybersecurity remains a growth area, albeit one with changing requirements. Current economic pressures and evolving threats are creating demand for cybersecurity professionals who understand both sides of the security equation. The 2024 ISC² Cybersecurity Workforce Study supports these findings, showing that nearly two-thirds of cybersecurity leaders (64%) believe that skills gaps can have a more negative impact than staffing shortages, and 90% currently have one or more skills gaps on their cybersecurity teams. "Economic turbulence has a way of separating essential highly specialized skills from nice-to-have specializations," Wallace noted. "Organizations under financial pressure need security staff who can adapt, collaborate, and deliver results regardless of resource constraints." Scarcity Creates Value in a Competitive Market INE Security's analysis of current purple team job postings reveals consistent compensation patterns across major employers: Meta's Offensive Security Engineer, Purple Team: $117,000-$137,000 annually, plus a comprehensive benefits package (Washington, DC) KBR's Red Team Operator, Blue/Red Cooperative Operations: $80,700-$121,000 (Washington, DC) Kroll's Purple Team Specialist: $100,000-$140,000 (Remote positions available) JPMorgan Chase Purple Team Operator: $80,000-$120,000 (Dallas, TX) These positions represent a premium over traditional single-discipline security roles, with the limited supply of qualified candidates driving competitive compensation packages. Career Resiliency Through Adaptation INE Security's ongoing focus on cybersecurity career resilience has revealed that sustainable cybersecurity careers require continuous adaptation rather than static specialization. Purple team approaches provide a framework for ongoing learning that remains relevant regardless of how specific technologies or threats evolve. The research shows that professionals who develop purple team capabilities early in their careers demonstrate greater long-term earning potential and job satisfaction. These individuals often become the bridges between different organizational functions, making them indispensable during both growth and contraction phases. "The most bulletproof careers are built on adaptability rather than narrow expertise," Wallace noted. "Purple teams teach you to think systematically about security challenges, communicate across disciplines, and adapt to new situations. Those capabilities transfer regardless of what specific technologies you're working with." About INE Security:INE Security is the premier provider of online networking and cybersecurity training and cybersecurity certifications. Harnessing a powerful hands-on lab platform, cutting-edge technology, a global video distribution network, and world-class instructors, INE Security is the top training choice for Fortune 500 companies worldwide for cybersecurity training in business and for IT professionals looking to advance their careers. INE Security's suite of learning paths and preparation for professional certifications offers an incomparable depth of expertise across cybersecurity and is committed to delivering advanced technical training for cybersecurity jobs while also lowering the barriers worldwide for those looking to enter and excel in an IT career. CONTACT: Kathryn Brown INE kbrown@ Sie sich an, um Ihr Portfolio aufzurufen.
