The job market in 2025 has been… let’s just say, interesting. Layoffs have been widespread, hiring is inconsistent, and the rules of job searching seem to be changing by the day. So what happens when a seasoned talent acquisition leader suddenly finds himself on the other side of the process?
To find out, we sat down with Jay Olson, Director of Global Talent Acquisition at Medtronic, for a candid conversation about job searching, hiring, and how both candidates and employers can adapt. Jay shared his personal experience navigating a tough job market, what he learned about networking, and what candidates really need to know about getting hired today.
Q&A with Jay Olson, Director of Global Talent Acquisition at Medtronic
Q: You joined Medtronic after a long job search. What was that like being on the other side of hiring?
Jay: It sucked. Being in the job market right now is incredibly tough, even for seasoned professionals. There are so many talented people looking, not because of performance, but because of cuts and restructures. When we posted a recent TA role, we had over 400 applicants in just three days. Standing out is the new challenge – it’s not just about being qualified anymore.
Q: What surprised you most about the experience?
Jay: I had spent years focusing on delivering a great candidate experience. But as a job seeker, I saw how far the bar has dropped. You meet all the criteria, apply, and then get ghosted or hit with a generic rejection. It was humbling. I also realized my network outside of my past companies wasn’t as strong as I thought – a big wake-up call.
Q: How did that change your approach?
Jay: I stopped focusing on applying and started focusing on connecting. I got strategic. I learned it’s not about who you know – it’s about who knows you. I spent months grabbing coffee with people, rebuilding and expanding my network. And I approached every meeting with the mindset of “Not Attached To Outcome.” That helped me focus on the relationship, not just the result.
Q: What advice would you give someone trying to stand out in this kind of market?
Jay: Get clear on your story. Know your value, and make sure others do too. Referrals matter – a lot. Resumes and cover letters still play a role, but the real game changer is connecting with the right people. Also, understand the tech. AI helps with efficiency, but it’s not rejecting people outright. Humans still make the calls.
Q: What about the employer side – what needs to change there?
Jay: Hiring has gotten bloated. Too many steps. Too many people involved. It’s exhausting for candidates and inefficient for companies. We need to simplify, communicate better, and treat every applicant like a human – because they are. Candidate experience matters, and how we treat people now will shape our employer brands for years to come.
Q: Any last words of advice for job seekers?
Jay: Keep going. It’s not if you’ll get hired – it’s when. Network with intention. Ask for help. And give help when you can. You never know which conversation will lead to your next opportunity.
This Q&A has been edited for clarity and length. You can watch the full interview on-demand here.
Human-First Hiring, Even When It’s Hard
Hiring might be on pause for many teams, but leadership doesn’t stop. At Celarity, we help companies find ways to stay ready – from building talent pipelines to identifying flexible, short-term support. Whether you’re navigating headcount freezes or planning for what’s next, we’re here to help you keep moving forward.
