In the midst of the pandemic, the question “What companies are you looking to join?” became a standard inquiry from coaches and resume writers. It was a seemingly simple question with profound implications, offering insights into a job seeker’s industry preferences, product interests, and more. For coaches and writers, it provided a roadmap for tailoring their guidance to ensure candidates were well-positioned for success.

However, as the pandemic transitioned into a recession, and industries once considered recession-proof began shedding jobs, the simplicity of this question evolved. Even before my departure from Amazon, the dynamics of job seeking had changed significantly.

The jobs that were thought to be secure turned out to be the ones letting go of the most people. Industries that faced severe layoffs during the pandemic were now perceived as stable. Witnessing this transformation in real-time, the once straightforward question of “What companies do you want to work for?” became a complex decision-making process.

Consider this scenario: If asked about your ideal companies, do you reveal them, even if they are currently undergoing layoffs, in the hope that they’ll recover in time for you to secure a job? Or do you withhold those names? If you choose the latter, what companies take their place? Are these substitutes viable long-term choices? Can they meet your requirements, and will you find satisfaction working there?

Then there’s the crucial aspect of company culture. Large corporations once considered bastions of job security, included diversity, equity, and inclusion roles in their mass layoffs. This move undid years of hard work and progress, pushing organizations back to a pre-George Floyd era. Not every company has individuals like LaTonya Davis Len T. or Crystle Johnson to maintain a strong commitment to diversity and inclusion.

So, how does one distinguish one company’s culture from another’s? The question becomes even more pressing as we navigate an employment landscape that demands a nuanced approach. The hashtag#jobsearch cannot be approached in the same way as it was four years ago. While we should have considered these factors earlier, the current reality necessitates a more deliberate and thoughtful approach.

In light of these complexities, my response to the question of “What are your target companies?” has evolved. Instead of listing a set of ideal companies, I respond with a touch of humor, saying, “Apple. Because I want a discount on the new M3 MBP Max, and I love their products. After that, I won’t know until I talk to them.”

The job search landscape has undergone a profound shift, and as job seekers, coaches, and resume writers, we must adapt to this new reality. The questions we ask and the considerations we take into account must be informed by the challenges and nuances of the present moment. Only then can we navigate the ever-changing terrain of the job market successfully.