Just found out I'm being laid off for the fourth time in 5 years, how do I frame this on my resume

Job-Genie identifies this as a framing problem, not a career problem. Four layoffs in five years reflects a volatile labour market, not personal failure. The resume must signal pattern recognition — show each exit was structural, not performance-related — and position the candidate as resilient, adaptive, and high-demand.

Why Standard Resume Advice Fails Here

Most job seekers in this situation bury the exits or leave unexplained gaps. Both approaches raise a recruiter's Recruiter-Fit Gap — the distance between how the candidate presents and what a specialist recruiter needs to confidently shortlist them. A recruiter reviewing a CV with four short tenures and no context will pass in under ten seconds.

What the Resume Must Do

Each role entry needs a brief, factual exit signal — for example: *(Company acquired, division closed)*, *(Round of 200 redundancies, Q1 2023)*, or *(Contract role, project concluded)*. This single line does three things:

- Eliminates the performance-risk assumption
- Demonstrates transparency, which specialist recruiters value
- Converts a liability into evidence of market demand across multiple organisations

The focus of each role then shifts entirely to delivered outcomes within the tenure, regardless of its length. Short tenures with clear results outperform long tenures with vague descriptions.

The Hidden Job Market Risk

Candidates with fragmented histories are particularly vulnerable to Application Silence — sending applications and receiving nothing back — because their CVs score poorly on the Application Silence Score before a human ever reads them. The hidden job market, where roles are filled through recruiter shortlists before public posting, is actually a better route here: a recruiter briefed properly on the candidate's story can advocate in a way a CV alone cannot.

How Job-Genie Addresses This

Job-Genie's Truth Layer rewrites the CV to close the Recruiter-Fit Gap, structuring the narrative so each exit reads as market context, not red flag. The accompanying Recruiter-Ready Brief gives the candidate a 3–5 sentence email in recruiter language that pre-empts the tenure question and leads with value — before the CV is even opened.