You Got Laid Off. Now What? The 72-Hour Action Plan That Changes Everything.

First, breathe

You didn't cause a global reorg. Your worth didn't change today. It's okay to feel shocked, angry, or numb. Take a walk, drink water, text someone who has your back. We'll make a simple plan and move one step at a time.

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The first 60 minutes: protect your basics

Ask for a written separation letter stating the layoff was role/company related (not performance).
Confirm severance, last paycheck, PTO payout, healthcare end date, and unemployment eligibility windows.
Clarify device/data policy; do not move files without explicit permission. Do export permitted work artifacts: public links, screenshots, metrics you authored.
Ask your manager if they’ll be a reference, and if they’re comfortable with a short LinkedIn recommendation this week.
Grab contact info for 5–7 teammates you trust.

Small, kind to‑dos now reduce stress later.

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Internal-first (0–24 hours): redeploy if you can

Many companies allow redeployment within 30 days. Try the inside lane before you go wide.

Check the internal job board for roles you can do now or with a small stretch.
Message two adjacent team leads and your skip-level manager.
Ask HR about the redeployment policy and hiring freeze exceptions.
Share a 4‑bullet TL;DR of your recent wins and where you’d add value next month.

Internal DM template (manager/lead)

"Hi [Name] — I was part of today’s reduction. I’d love to stay and contribute if there’s a fit. 4 quick wins from the last year: [Outcome → How]. I can add value on [Team/Project] immediately. Are there roles we could explore this week? Happy to do a short trial task."

Internal referral ask (peer)

"If you hear of a spot on [Team], could you point me to the right person? Here’s a 1‑page TL;DR and a 90‑sec walkthrough."

Give the internal path one focused day while you begin light prep for the external plan below.

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Money and runway (30 minutes)

List fixed essentials for the next 60 days. Freeze non-essentials for two weeks.
File for unemployment as soon as eligible; it takes time to process.
Call lenders/subscriptions to request temporary hardship pauses.
If healthcare lapses, compare COBRA vs. marketplace plans before the deadline.

A clear runway number lowers anxiety and guides your path (Sprint vs. Pivot vs. Portfolio).

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Choose your path (in 30 minutes)

Sprint: Same role/stack, fastest income. Lean on freshest wins.
Pivot: Adjacent role (e.g., backend → platform, PM → PMM). Use a bridge skill and a targeted case study.
Portfolio: Mix contract + interviews + a small product. Maximizes options and learning.

Pick one for the next two weeks so your actions compound. You can re-evaluate after.

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Your 72-hour plan (empathetic but decisive)

Hours 0–12: Care + coverage + internal

Self-care: eat, walk, call someone. Calendar a 15‑minute daily reset.
Basics: separation letter, benefits, unemployment, device policy.
Internal: apply to 3–5 internal roles, DM 3 managers/leads (use template), ask HR about redeployment.
Start a TL;DR résumé (1 page, 4–6 bullets: Outcome → How → Evidence).

Hours 12–24: One proof of value

Draft a 1‑page case study: Problem • Constraints • What you changed • Result (metric, screenshot, or 90‑sec Loom).
Update LinkedIn: headline with role outcomes stack; About in 5 lines; Feature the case study and résumé.
Ask 2–3 teammates for brief LinkedIn recommendations while the work is fresh.

Hours 24–48: Targets + outreach (internal first, then external)

Internal: gentle follow‑ups; offer a small trial task if helpful.
Build an external target list: 25–30 companies × two roles.
Identify 2 humans per role (hiring manager + peer). Note warm paths.
Send 15–20 tailored messages with a short demo link (scripts below).

Hours 48–72: Interview momentum + feedback loop

Prep 8–10 stories matched to your chosen path. STAR notes (1 line each).
Book 3 mock interviews with peers, record one, adjust pacing.
Review what earned replies/bookings; sharpen your case study and messages.
Queue the next 3 days of outreach.

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The three assets (gentle templates)

TL;DR résumé (1 page)
4–6 outcome bullets.
Example: "Reduced P99 latency 37% by batching writes and adding a circuit breaker; cut support tickets 18% MoM."
1‑page case study
Problem (3 lines)
Constraints (bullets)
What you changed (3–5 steps)
Result (metric, gif/loom, link)
LinkedIn (10‑minute refresh)
Headline: Role Outcomes Stack
About: 5 lines with real numbers
Featured: case study + résumé
Experience: outcome‑first bullets

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Scripts you can copy

Internal manager

"Hi [Name], I’d like to stay if there’s a fit. I can immediately help with [X initiative]. Here are 4 recent outcomes and a 90‑sec demo. Could we chat for 15 minutes this week?"

External hiring manager

"Hi [Name] — I saw the opening for [Role]. I recently [Outcome → metric]. Here’s a 90‑sec walkthrough. If useful, happy to share a small code sample or do a short paid trial."

Warm intro ask

"Would you be open to forwarding this short blurb to [Manager]? I added 3 bullets on why I’m a fit for [Role]. Thank you — appreciate you."

How to talk about the layoff

"Our group was sunset in a company‑wide reorg. I’m proud of what we shipped; I’ve packaged two quick demos and I’m looking for a team where I can help move the needle in the next 90 days."

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Common pitfalls (and kinder alternatives)

Mass applications → Instead, send 20 thoughtful notes with a demo link.
8‑page résumé → 1 page with outcomes and links.
Waiting for perfect portfolio → Ship a small case study today; iterate weekly.
Avoiding the internal path → Give it a real day before going wide.
Doing this alone → Ask 2 peers to be your mock‑interview and accountability partners.

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After 72 hours: steady, human pace

Weekly: ship 1 new proof, send 100 targeted touches (batched), do 3 mocks.
Protect your energy: schedule recovery blocks, move, sleep, hydrate.
Celebrate small wins: replies, intros, iterations. Momentum is a skill.

If today is heavy: you’re allowed to rest. The plan will be here tomorrow, too.