Emily had always been a high-performing senior-level director. Over her 15-year career, she had built a reputation for being a thoughtful leader, adept at navigating complex business challenges and building strong teams. Her dedication was unquestionable, but as 2025 approached, a troubling undercurrent began to take shape in her organization. In the wake of recent economic shifts, Emily began noticing subtle changes. The organization’s leadership had become increasingly focused on trimming costs, yet unlike previous downturns, there was no formal announcement of layoffs. Instead, Emily saw promotions slow to a trickle, flexible scheduling options quietly revoked, and compensation increases either postponed or eliminated altogether. Even worse, some of her peers were reassigned to roles that didn’t match their skills or career aspirations, a clear signal that something more insidious was at play.
Experts had warned of this trend. A recent Korn Ferry report described it as the era of “quiet firing”—a covert strategy by organizations to shed talent without the backlash that typically accompanied large-scale layoffs. As Mark Arian, CEO of Korn Ferry consulting, had pointed out, “It shocks me that CEOs are reluctant to get rid of heads right now,” yet companies were increasingly finding creative ways to make people leave on their own.
Emily tried to push through, determined not to be one of the silent casualties of this strategy. However, the stress of unclear expectations, diminished support, and a shrinking team took its toll. Her workload doubled, and despite her best efforts, her performance reviews grew more critical. The writing was on the wall: she was being managed out without being explicitly told to leave. It was a slow, painful process, but eventually, Emily resigned, feeling defeated and devalued.
The aftermath was harsh. Emily had expected to find a new job quickly, but the market was saturated with other executives facing the same predicament. Weeks turned into months, and as her savings dwindled, the strain began to affect every aspect of her life. Her social circle shrank as she withdrew from friends, embarrassed by her situation.
Her confidence waned, and she began to question whether her skills were still relevant in a rapidly changing business landscape.
Just when things seemed darkest, Emily came across a LinkedIn article about ExecuNet’s unique approach to executive job searching. Intrigued, she decided to reach out. That’s when she was introduced to Bob, a top ExecuNet career coach who specialized in helping executives navigate career transitions.
Bob listened intently to Emily’s story.
He assured her that what she had experienced wasn’t a reflection of her worth but rather a byproduct of a broader trend affecting many capable executives.
He explained how companies were quietly restructuring their workforces to avoid bad press while still reducing payroll costs. Armed with this insight, Bob helped Emily see her experience in a new light—not as a personal failure but as a systemic shift that required a new strategy.
Over the next few weeks, Bob guided Emily through a tailored program. They started by redefining her personal brand, highlighting the leadership qualities and results that had made her successful. They worked on building a compelling LinkedIn profile and created a strategy for networking with intention, focusing on the hidden job market where many executive roles are filled before ever being advertised.
Bob also introduced Emily to ExecuNet’s wide community of executive-level peers, providing her with a supportive network of professionals who understood the unique challenges of senior-level job searches. Emily began to regain her confidence.
One of the most pivotal moments came when Bob’s ExecuNet colleague, Harriette, coached Emily on how to approach consulting opportunities while continuing her corporate job search. This dual strategy not only provided immediate income but also expanded Emily’s professional network. Before long, she secured a consulting gig with a mid-sized tech company undergoing a transformation, leveraging her deep expertise in organizational change.
A few months later, Emily landed a permanent role as a vice president at a rapidly growing firm—a position that offered both financial stability and the professional respect she deserved. More importantly, she had rediscovered her sense of purpose and self-worth.
Reflecting on her journey, Emily realized that while the experience of being quietly fired had been painful, it had ultimately led her to something better. With the support of ExecuNet, she not only reclaimed her career but also emerged stronger, wiser, and more resilient.
“Being pushed out of your job is hard,” she said, “but sometimes, it’s the push you need to find something even better.”
