It's bad, yeah, especially for folks on the job market (it me). Some statistics first, from my own job search logs:

* Since I hit the pavement in late January, I've tracked 100 job applications

* Of those 100, only 7 have turned into interviews

* Of those seven interviews, 3 turned into second-round

* ~50% of all applications never receive a response

* ~20% of rejections for any reason have the role re-posted within thirty days

* For rejections stating "higher quality applications", that role re-post rate is closer to 50%, suggesting ATS systems culling too many candidates to fill the role or ghost jobs

* Despite my state requiring salary requirements be posted in the JD, only around 70% of postings included what could be considered "reasonable" estimates

* 100% of interviews have been for local employers requiring 3+ days on-site

And now, some observations not captured in the data directly:

* Employers are trying to "under-title" folks; Senior roles want to hire former Leads, and Management roles want next-rung candidates for prior-rung titles (e.g., hiring what should be a Senior Manager for an entry-level management role)

* Employers are also trying to underpay workers by a large margin, especially folks coming from Big Tech ("We don't pay {SV_FIRM} money" while offering salaries below the local 50%ile for the role in question); they're blaming a "surplus of tech talent", which may or may not be true (I lack the data to prove either way)

* The two above points are in conflict, because rent/mortgages in these areas are so steep that even with major lifestyle changes to cut costs, these wages simply aren't survivable for local areas

* "Credential Creep" is back in force: Architect certs required for mid-level engineering roles, buzzwords prioritized over outcomes and achievements, and AI ATS' rejecting qualified candidates flat-out

* College Degrees are relevant again as a means of pruning candidates; fifteen years of experience is irrelevant for a lot of Senior roles if you don't have a BS or Masters, which wasn't the case even last year

* Industry-specialization is also back, even for roles where industry specialization is generally moot or easily picked up (e.g., Corporate IT stuff)

* A significant number (~75-85%) of roles explicitly reject H1B and other visa workers; not a problem for me (Citizen), but this is the worst possible time to be job hunting on a non-LPR status.

And now, my personal experiences:

* There's a very strong attitude of "you're being entitled" when it comes down to salary negotiations, even when you show your math for essentials - and share prior compensation history reflecting the cuts you've already taken since your Big Tech salary to "rejoin the market".

* Employers generally have no clue how expensive it is to live right now, especially in major metros; one such employer who balked at my comp floor genuinely had no clue the median rent was three and a half grand per month.

* Compensation seems particularly tilted towards working couples; as in, neither alone makes enough to survive, and employers assume you have a FTE spouse to shore up finances so they can pay you less

* Employers also don't seem to know what they actually want or need. Specialist Engineer roles (e.g., Cloud Engineer, Network Engineer) cite required experience and expertise with the full technology stack inclusive of ERP and HRIS nowadays, which is something that used to be handled by a specific team for the entirety of my career thus far, even in smaller (<1k) orgs. I've also seen Architect roles demanding Help Desk work, and Software Dev roles who want experience supporting Entra.

* AI does not feature in as many interviews as I would've thought. The few times it does, it's very much a "that's nice, but we're taking a wait and see approach" attitude

* There's a lot of eagerness to hire domestically again (I think even middle managers were tired of outsourcing or offshoring), but a lack of budget to afford domestic talent.

Ultimately, it's pretty bleak - but still better than last year, at least thus far (~300 apps, ~2 companies interviewed with, 1 offer in 2025). AI isn't the value-add I was sold on by career counselors and LinkedIn (huge surprise there /s), and there definitely seems to be the appetite to hire, but not the realism of what to expect or how much it'll cost. I very much view it as a sort of tug-of-war at the moment, between workers who did everything expected of them and have cut to the bone already, and employers who somehow think they can pay <50%ile wages while mandating 4-days on-site in a major metro for experienced talent.

If you're an employer looking to hire, I have some advice:

* Ditch the AI ATS or AI summaries and read resumes, especially if you're requiring local presence.

* Understand what you need (and what that will cost you) before posting the JD

* Understand the local cost of living, and budget accordingly (i.e., if your Senior Engineer can't afford median rent, they're not going to stick around when things improve)

* If you value loyalty and aren't paying TC to afford a median home in the area, then you don't actually value loyalty

* Don't pigeonhole yourself with hyper-specific candidates as a means of winnowing down applicants; that level of specialization will flee the second they get a better offer elsewhere

* Post salaries in the JD, required or not, so you don't waste your time with candidates whose expectations don't align with your budget

Tech employment now significantly worse than the 2008 or 2020 recessions