Jobgether

Three numbers that explain why the 2026 job market feels broken: 52% of professionals are actively job hunting. Two-thirds of recruiters say they can't find quality talent. 80% of job seekers say they feel unprepared. All three are from the same LinkedIn study of 19,000 professionals globally. Read those together and the contradiction is obvious. More people are looking than ever. Recruiters can't find them. And the people looking don't feel ready. The system connecting qualified people to the companies that need them is structurally broken. Not because talent doesn't exist. Not because companies aren't hiring. But because the infrastructure between them (automated screening, AI-powered filtering, zero feedback loops) was not designed for how senior professionals present their experience. When recruiters say they can't find quality, they mean their tools aren't surfacing the right people. When candidates say they feel unprepared, they mean the rules changed and nobody told them. Both sides are right. The failure is in the middle.

We're looking for a part-time Growth Coordinator to join our team! This is a great opportunity for someone junior who wants to learn, grow fast, and get hands-on experience across growth / marketing. Since most of our team is based in LatAm, we are looking for someone in the region who can work closely with us day to day. If you are curious, proactive, and excited to be part of a small team building in the future of work space, I would love to hear from you. Apply here: https://lnkd.in/eV7kfRGd

If you were laid off in the last 90 days and you've been a senior leader for over a decade, this is for you. Three weeks ago you had a seat at the leadership table. You knew how the business worked. You knew which levers to pull. Then a 20-minute meeting changed everything. Now you're staring at a job board and nothing makes sense. I want to tell you something that most advice won't: do not start applying yet. The market you remember from your last job search does not exist anymore. If you apply now with your current materials, you'll enter a system that was redesigned while you were busy leading teams. AI screens your application before a human sees it. Remote roles attract 340% more candidates than on-site. And your broad, impressive resume will get filtered because algorithms reward precision, not breadth. Your first 30 days should look like this: Week 1: Stabilize. Severance, healthcare, financial runway. Get clear on your timeline. Week 2-3: Diagnose. Study how the current market works before you enter it. Week 3-4: Reposition. Rebuild your materials for one specific target segment, not for everyone. The professionals who land stronger roles faster aren't the ones who apply first. They're the ones who understand the market first. If this is where you are right now, you're not behind. You're at the starting line. And the starting line is understanding what changed.

We listened to 47 calls with senior professionals who signed up for Jobgether. Every single one had the same pattern. Strong background. 15, 20, sometimes 25 years of real accomplishments. Led teams. Managed budgets. Shipped products. Built things that mattered. And then: "I've applied to 40 roles in the last six weeks and I'm hearing nothing." Here's what we found when we dug into the data: these people didn't have a resume problem. They had a positioning problem. Their CVs accurately described 20 years of diverse, impressive experience. And that breadth was exactly what was getting them filtered out. Screening systems don't reward breadth. They reward precision. A VP who can do everything looks, to an algorithm, like a generalist who matches nothing strongly. The fix wasn't applying more. It was getting specific. One person went from zero responses in two months to three interviews in three weeks. The only thing that changed was how they described the same experience. Targeted for a specific company stage, a specific function, a specific problem they solve. Same person. Same career. Different signal. That insight reshaped how we think about everything we build at Jobgether. We stopped asking "how do we help people apply faster" and started asking "how do we help people understand why the market isn't responding to their current positioning." If your search has stalled, the first question isn't "where should I apply next." It's "how is the market reading what I'm sending?"

The remote job market didn't shrink for senior professionals, it restructured. Robert Half analyzed 423,000+ new U.S. job postings last quarter. Here's what they found: 13% of senior-level roles are fully remote. For entry-level? Just 9%. Remote work is disproportionately available at your level. So why does it feel impossible to land one? Because the way companies find and filter candidates has completely changed in the last three years. And the people most affected are the ones who haven't searched since before that shift happened. If you have 15+ years of experience and you're applying the same way you did in 2019: Your CV is being parsed by machines that weren't built for senior-level complexity. You're competing in a candidate pool that's 340% larger than equivalent on-site roles. Your broad experience, which is your greatest asset, is reading as noise to the algorithms. The market didn't pass you by. It changed its mechanics while you were busy doing the work. The good news: once you understand the new mechanics, you can navigate them. That's not a resume fix. It's a positioning shift. If you're a senior professional searching for remote roles right now, what's been the most frustrating part of the process?

Your assumption is: "If I'm not getting interviews, I need to apply to more jobs." The data says the opposite.

AI didn't take your job. But it changed how companies decide who to hire. Here's what senior professionals need to understand about the new screening landscape.

Jobgether is evolving! For years we focused on job matching and helping companies find the right candidates. But the hiring market has changed dramatically, and so has the problem we need to solve. Today, the real challenge isn't access to jobs. It's visibility. Talented professionals are applying to hundreds of roles and hearing nothing back. AI has standardized applications. Remote positions attract thousands of candidates. Strong profiles are becoming invisible, not because of lack of skill, but because the system isn't built to see them. We're making a clear shift: Jobgether is becoming talent-first. That means building tools that help professionals understand where they're genuinely competitive, strengthen how their experience is communicated, and connect with the right companies before a job is even posted. To lead this transformation, Ryan Seeras is joining as a late Co-Founder! Ryan has spent years working closely with professionals navigating complex career transitions and highly competitive job markets. His perspective on how talent should position themselves in today’s hiring environment will be instrumental in shaping the next evolution of Jobgether. We want to build this with the people experiencing the problem every day. If you are currently navigating the job market and want to share feedback, ideas, or challenges, feel free to reach out to Ryan directly. Your experience will shape what we build next!