Let’s be honest — job searching in 2026 is not for the faint of heart. The landscape has
shifted, expectations have changed and the experiences many of us are having reveal deeper issues in how companies manage their people. And of course, this is just my opinion — shaped by my own experiences, observations and the realities I’ve seen firsthand while navigating the job market this year.
Every year brings its own challenges, but 2026 has highlighted some hard truths about the job market, the hiring process and how companies treat their talent. After navigating several opportunities myself, I’ve noticed a few themes worth sharing — not just for job seekers, but for leaders who want their organizations to thrive.
Finding a job in 2026 feels like navigating a maze with constantly shifting walls. Roles appear that look promising, but many aren’t real openings at all. And the ones that are legitimate attract enormous competition — especially remote positions, which can draw hundreds or even thousands of applicants.
A recent example: I applied for a job with the city. It wasn’t posted on any job boards, just quietly listed on the city’s own website. Even so, it received 77 applicants in under a week. I was fortunate enough to get an interview, but not fortunate enough to land the role.
If organizations truly want to grow and remain profitable, they need to reevaluate their goals. Are they chasing short-term gains? Or are they building long-term stability?
Too many companies are operating reactively — cutting costs and trimming teams while hoping the numbers magically improve. Real growth requires intention. It requires investing in people, not just spreadsheets. Sustainable success comes from strong teams, thoughtful leadership and a clear vision, not just quarterly targets.
This year has already seen another wave of layoffs, adding to the massive cuts of the past few years. What’s frustrating is how often the wrong people are impacted. Many of those let go weren’t just good employees — they were exceptional. They were the ones who consistently delivered, innovated and elevated their teams.
Companies often default to eliminating the highestpaid roles first, but that approach can be incredibly shortsighted. The people who bring the most value should be evaluated first and protected — not pushed out simply because their salary line is bigger.
I don’t pretend to have the solution to all of this. The job market is complex, companies are under pressure, and the landscape keeps shifting. But I do know this: I’ll keep showing up, keep applying, keep interviewing and keep plodding along. The right job will happen — for me, and for many others who are in the same boat.
So here’s my call to action:
For job seekers: keep going. Even when it’s discouraging, even when the silence feels endless, even when the competition is overwhelming. Every interview builds confidence. Every rejection builds resilience. And every step moves you closer to the role that actually fits.
For companies and leaders: take a hard look at how you hire, how you retain and how you value your people. Growth isn’t just numbers — it’s the people behind them. Reevaluate your goals, rethink your layoff strategies and invest in the talent that makes your organization stronger.
We’re all navigating this landscape together. And with a little more intention — on both sides — we can make it better.
Lisa Czarkowski lives in Penacook.