Lead with truth: what happened, what changed, why it’s stable now, and what support existsbacked by proof.

Post-layoff, candidates fear instability and bait-and-switch. Rebuild trust by being direct: acknowledge the layoff, clarify the business changes, and explain why the plan is different now (runway, profitability path, customer stability, leadership changes). Avoid hype; use proof: operating metrics you can share, hiring plans grounded in reality, and clear role scope. Internally, support alumni and remaining employees: your actions become your proof. Choosability returns when the story is credible and consistent across recruiters, managers, and public signals.