Dray Jankowski, a former program manager at CrowdStrike, experienced a sudden layoff driven by the company’s AI-related restructuring at age 30. The layoff came without warning—a mysterious calendar meeting followed by an email announcing a reduction in force as the cybersecurity giant adjusted to changes driven by artificial intelligence. Despite an impressive résumé including stints at Amazon, Raytheon, Microsoft, and Johnson & Johnson, Jankowski discovered just how brutal the modern job market had become.
In the first three months post-layoff, Jankowski manually applied to 52 jobs and found the process frustrating and draining. Traditional job search methods proved inefficient: LinkedIn Easy Apply felt like a “black hole,” company websites required creating new Workday accounts repeatedly, and most helpful resources were locked behind paywalls. Rather than staying quiet, he launched “The Reboot Era” podcast and YouTube channel to discuss layoffs openly and share experiences with others facing similar challenges.
The breakthrough came when Jankowski tested an AI-powered job application platform after initially being skeptical. Over approximately one month, the AI system submitted 812 applications on his behalf, targeting roles that matched his experience and salary requirements. The platform optimized applications for applicant tracking systems (ATS) and provided keyword recommendations for cover letters while allowing him to set his own parameters.
The results were transformative: Jankowski received five serious interview requests aligned with his career goals, pursued two opportunities, and landed an offer within two weeks. He now serves as senior director of product operations and program management at Wunderkind, a marketing technology company specializing in customer re-engagement.
Jankowski emphasizes that AI didn’t get him the job—it got him the interview. The technology handled repetitive application tasks, freeing him to focus on interview preparation, résumé refinement, and networking. However, he’s critical of the broader trend: companies use AI to automate workflows and lay off workers, then those same workers face AI screening systems with opaque criteria. Job seekers using AI risk rejection for sounding “too robotic,” while digital recruiters replace human interaction. Despite these concerns, Jankowski believes that when used correctly, AI can be a powerful tool that returns time and momentum to job seekers navigating an increasingly challenging market.
Key Quotes
I went to bed thinking everything was fine, and when I woke up, there was a mysterious meeting on my calendar for later that afternoon. That’s when I saw the email that said the company was doing a reduction in force as it adjusted to changes driven by AI.
Dray Jankowski describes the sudden and impersonal nature of his CrowdStrike layoff, which was explicitly attributed to AI-driven organizational changes, highlighting how AI is directly impacting employment even at major tech companies.
AI didn’t get me the job. It got me the interview. From there, it was on me to show up, connect, and prove I was the right person.
Jankowski clarifies the actual value proposition of AI in job searching—it handles the volume and optimization challenges of applications but cannot replace human connection and competence in the interview process.
If the applicant is using AI as well, they get rejected by the screener AI if they sound too robotic. Then, even when you do get the interview, many offers ask you to meet with a digital recruiter who’s not a real person and will ask automated questions.
This quote captures the catch-22 facing modern job seekers: they must use AI to compete but risk rejection for appearing too AI-generated, while also facing AI-powered screening at multiple stages of the hiring process.
It took me more than 800 applications to get one great offer, so it is reasonable if you need help. When used correctly, AI can be the tool that gives you your time and momentum back.
Jankowski’s conclusion acknowledges the harsh reality of today’s job market while positioning AI as a necessary equalizer rather than a shortcut, emphasizing the sheer volume required to secure quality opportunities.
Our Take
This case study perfectly illustrates the dual-edged nature of AI’s impact on employment. We’re witnessing a fundamental transformation where AI simultaneously destroys jobs and becomes essential for finding new ones. The irony is striking: CrowdStrike laid off workers due to AI-driven changes, forcing them into a job market increasingly dominated by AI gatekeepers. Jankowski’s experience reveals that volume has become critical—812 applications for one offer suggests the traditional advice of “quality over quantity” no longer applies when algorithms control access. The emergence of AI-powered application platforms represents a logical market response, but it raises concerns about an escalating technological arms race in recruitment. As both employers and job seekers deploy increasingly sophisticated AI, we risk creating a system that optimizes for algorithmic compatibility rather than human potential. The real question is whether this AI-mediated hiring process actually serves anyone’s interests beyond the platforms facilitating it.
Why This Matters
This story highlights the paradoxical role of AI in today’s employment landscape—simultaneously causing job displacement and serving as a critical tool for job seekers. As companies like CrowdStrike implement AI-driven restructuring, they’re creating a new class of displaced workers who must navigate an increasingly automated hiring process. The fact that it took 812 applications to secure one quality offer underscores the scale of inefficiency in modern recruitment.
The broader implications are significant: AI screening systems are creating barriers between qualified candidates and opportunities, while traditional application methods prove inadequate. This creates an arms race where job seekers must adopt AI tools simply to compete with AI gatekeepers. For businesses, this raises questions about whether current hiring practices are actually identifying the best talent or simply filtering for those who can game automated systems. The story also reveals a growing market opportunity for AI-powered job search platforms that can level the playing field. As AI continues reshaping both workforce composition and recruitment processes, workers will increasingly need technological assistance to navigate a system designed by and for algorithms.
Related Stories
- The Dangers of AI Labor Displacement
- The Future of Work in an AI World
- AI’s Role in Tech Hiring Freeze: White-Collar Job Market Slump
- Tailwind CEO Blames AI for 75% Engineering Layoffs, 80% Revenue Drop
- Business Leaders Share Top 3 AI Workforce Predictions for 2025
Source: https://www.businessinsider.com/laid-off-from-crowdstrike-used-ai-to-land-ideal-role-2026-1