Navigating a Layoff ☠️ as a Technical Program Manager What to Do Next

Getting laid off as a Technical Program Manager is a uniquely disorienting experience. One minute you’re orchestrating multi-team launches like a symphony conductor; the next, you’re updating your LinkedIn headline to “Open to Work” and wondering how to quantify impact without sounding desperate. Most of us have been there and its an immense emotional experience.

Layoffs are an unfortunate reality of the tech industry, especially in turbulent markets. In 2023 alone, over 260,000 tech workers were laid off globally, many of them from project management and program management roles (Layoffs.fyi). For TPMs—who often exist at the fuzzy intersection of engineering, product, and leadership—the aftermath can feel especially nebulous. You’re not coding day-to-day, but you’re not purely operational either. So what happens next?

This article is a guide for navigating the post-layoff terrain as a TPM, with strategies to stay afloat—mentally, professionally, and financially—while plotting your next move.

Step 1 —> Breathe, But Not for Too Long

Yes, you need time to decompress. Layoffs are personal, even when they’re not. But don’t get stuck in limbo. Give yourself a buffer—say, one to two weeks—to process, sleep in, binge whatever’s in your Netflix queue, and recalibrate. Then, it’s time to get tactical.

“A layoff is a moment, not a verdict. Don’t let it define your value.”

You may be surprised how quickly rust can set in. TPMs are used to context switching and juggling dozens of priorities. Without that structure, even simple tasks—like organizing your resume—can feel overwhelming. Establish a daily routine. Timebox job search activities. Treat the hunt like a project with milestones, retrospectives, and yes, maybe even a Trello board 🤔

Step 2 —> Update Your Toolkit

Start with your resume and LinkedIn. As a TPM, it’s tempting to hide behind jargon: “drove cross-functional synergies” or “led end-to-end program execution.” Cut that out. Recruiters (and their AI screeners) are looking for impact, not buzzwords.

• Focus on outcomes. Did your program reduce time-to-market? Improve reliability? Increase revenue? Quantify it.
• Speak engineer. Mention the tech stacks you worked with and the systems you helped scale. Show you can dive deep, not just herd cats.
• Highlight leadership. TPMs don’t have direct reports, but we often influence without authority. Make that visible.

There are great resources for TPM-specific resume writing that I came across, including this guide by Josh Doody and the community at Exponent.

Don’t stop at documentation. This is a perfect time to pick up skills you always meant to learn. Brush up on systems design, dive into a certification (think AWS, PMP, or even Certified Scrum Master), or finally learn how to pronounce Kubernetes. Sites like Coursera, edX, and Pluralsight offer TPM-relevant material that’s often free or discounted.

Step 3 —> Network Like a Human Being

No one wants to receive the dreaded “Hey, just circling back to see if you know of any openings” message from someone they haven’t heard from since 2016. That said, now is the time to reconnect.

Do it authentically. Start by reaching out to close colleagues and mentors. Let them know you’re exploring opportunities and would value their advice. Ask for informational interviews—not jobs. Most roles still come from referrals, and people want to help when they can.

Be active (but not spammy) on LinkedIn. Share what you’re learning, what roles you’re looking for, or even reflections from the job hunt. The algorithm rewards consistency and engagement. Your future boss might be lurking in the comments.

If you’re not already part of TPM communities, now’s the time. I help run TPM Events, so look up your local chapter.

Step 4 —> Financial Reality Check

Even the best severance package won’t last forever. This is the unsexy part, but critical.

• Audit your monthly expenses and ruthlessly cut the non-essentials. Yes, that includes the seventh streaming service.
• If you’re in the U.S., understand your unemployment benefits. Sites like CareerOneStop help you navigate state-specific rules.
• Consider contract or freelance TPM work. Many startups and mid-stage companies need temporary help to get through a launch cycle. Sites like Toptal or Upwork have roles, and some can lead to full-time opportunities.

It’s not just about survival. It’s about buying yourself enough time to find a role that fits—not just the first one that will take you.

Step 5 —> Reframe the Narrative

This is perhaps the hardest—and most powerful—shift. A layoff can be a career death sentence or a detour to something better. The difference is often how you frame the story.

Instead of: “I was laid off when my team was dissolved.”
Try: “I spent the last six months leading a complex platform migration. After a recent org shift, I’m exploring TPM roles where I can bring that experience to a scaling team.”

It’s not spin. It’s positioning. You’re a product. Market accordingly.

And don’t forget: TPMs are adaptable by design. You’ve probably driven change management, managed risk, and survived more than one reorg. A layoff doesn’t negate that, it reinforces it.

My Final Thoughts…

Being laid off is hard. Being laid off as a TPM adds another layer of ambiguity. But ambiguity is exactly what you’re good at navigating.

Use this time not just to find a job—but to define your next chapter. The TPM role is evolving fast, with increasing emphasis on systems thinking, technical depth, and cross-functional influence. Your next opportunity might not look like your last—and that could be a good thing.

My personal anecdote, I have been through it and you know what, the path that led me to where I am now at Walmart, I couldn’t have been happier. Some companies (won’t name names) have had me doing crazy hours persistently, in a culture that didn’t help me.

So remember, careers aren’t ladders anymore. They’re more like jungle gyms. And sometimes, the best views come after the scariest swings.