Let’s be honest about the moment we’re in. Block just announced that it is laying off more than 4,000 employees. Their stock soared immediately. The market rewarded the decision. But the people who lost their jobs did not.

This is the world that candidates are living in right now. If you’re a hiring manager or TA leader trying to attract top technical talent, it’s time to ask yourself: does my hiring process reflect reality or ignore it? What should I do to hire the right talent in 2026?

Acknowledge the Numbers

The engineers that you are interviewing right now may have been laid off themselves. They are watching others lose their jobs.

• 31% are concerned about being laid off themselves
• 41% said they would start looking for new jobs if their company started layoffs

Job seekers are paying close attention to how you treat them.  They watch how you operate before they ever sign an offer.

Your Process Sends a Message

Make your process tight, positive, and keep the momentum going. Engineers are acutely aware that they are competing with hundreds of applicants. Resumes are being screened by AI and ghosting has become the norm rathe than the exception – even after several rounds of interviews.  

What does transparency look like in practice?

• Be honest about where AI fits in the role and the org. Nearly 6 in 10 companies admit they frame layoffs or hiring slowdowns as AI-driven because it plays better with stakeholders than saying the real reason is financial constraints. Candidates know this. Don’t let them wonder if your company is next.
• Tell candidates what the team looks like post-restructuring. If your company has gone through cuts, acknowledge it. Explain the vision. Engineers aren’t afraid of lean teams, they’re afraid of surprises.
• Set and keep a clear timeline. Give candidates a specific window for decisions and honor it. Silence is a rejection without the dignity of one.
• Talk about how AI is being used on the team. 44% of hiring managers anticipate AI will be a top driver of layoffs in 2026. Your candidates are thinking about it. Proactively addressing it builds trust.

Urgency Is a Competitive Advantage

Despite hundreds of applications per job, competition for experienced technical talent has not waned. Companies that move with speed and humanity will win the candidates worth having. Your hiring process is your first product / services demonstration.

Thinking back to the Block situation – it is a case study in what not to model. It highlights the gap between wanting to be human, while realistically cutting 4,000 jobs all at once.

The Bottom Line

The engineers interviewing with you right now are not a surplus resource to be processed. They are talented professionals navigating one of the most uncertain job markets in a generation. How you treat them in the interview process tells them everything about how you’ll treat them as employees.

Be faster. Be clearer. Be honest about AI. And above all — be human.

The best technical talent is paying attention. Make sure you’re showing them something worth staying for.