AI Helped Me Send 800 Job Applications in a Month

The morning of the layoff started normally. Jankowski went to bed thinking everything was fine, only to discover a mysterious meeting scheduled for the afternoon. The email he saw explained the situation: the company was conducting a reduction in force to adjust to changes driven by AI. It wasn't about financial trouble; it was sudden, impersonal, and final.

Despite his shaken state, Jankowski had what many would consider a "great résumé." He had worked as a program manager at CrowdStrike, specifically with the team making motion sensors. His background also included consulting for major corporations like Microsoft and Johnson & Johnson. However, he soon discovered that even a strong background couldn't shield him from the frustrations of the modern job hunt.

"I still remember the morning I found out I was getting laid off from CrowdStrike. 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."

In the first three months after his layoff, Jankowski applied to 52 jobs manually. He hated every second of it. Initially, he wasn't in a rush; he had savings and it was summer. He took time to travel to Yellowstone, spend time with his mother and his two dogs, and casually apply to roles he actually liked.

He also decided to be vocal about his experience, launching a podcast called "The Reboot Era" to discuss layoffs openly. However, the process remained tedious. He found that most help was locked behind paywalls, and standard tools felt ineffective.

• LinkedIn "Easy Apply" felt like a black hole.
• Company websites required creating new Workday accounts constantly.
• Applicant tracking systems were difficult to optimize for.

The repetitive nature of the search was draining his energy, leaving little time for interview preparation or networking.

When an AI-powered application platform reached out to him after seeing his posts about layoffs, Jankowski was skeptical but willing to test it. He invited the platform onto his podcast with a catch: he wouldn't promote it unless he tested it himself and believed it worked.

At first, the results seemed underwhelming. The very first call he received was from a car wash near his house. However, a week later, the tide turned. He began receiving legitimate interview requests for corporate roles that matched his experience and salary range. Messages appeared on LinkedIn asking if he wanted to interview with companies he had never even heard of.

Over the course of approximately one month, the platform sent out 812 applications on his behalf. It provided guidance on keywords for cover letters and allowed him to set his own parameters. By automating the repetitive work, Jankowski freed up time to focus on refining his résumé, networking, and continuing his podcast.

The volume of applications yielded tangible results. In total, Jankowski received five serious interview requests that aligned with his goals. He moved forward with two of them. One opportunity didn't pan out, but the other moved quickly.

Within two weeks of the interview process, he had an offer. He landed his current role as senior director of product operations and program management at Wunderkind. Wunderkind is a marketing technology company that helps brands re-engage customers who leave websites without making a purchase.

"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."

For Jankowski, the tool served a specific purpose: it restored his momentum and gave him back his time.

Jankowski believes the job market is currently moving in a problematic direction. Companies are automating standard workflows, leading to layoffs. These displaced employees are then pushed back into the open market, where they face AI screening systems that evaluate them against opaque criteria.

If an applicant uses AI to write their materials, they risk sounding too robotic and getting rejected by the screening AI. Furthermore, many companies now use digital recruiters for initial interviews, adding another layer of automation to the process.

It took Jankowski more than 800 applications to secure one great offer. While the market is tough, he argues that when used correctly, AI can be the tool that gives job seekers their time and momentum back.

Dray Jankowski's story highlights the evolving relationship between technology and employment. While AI contributed to his initial layoff, he successfully harnessed it to navigate the hiring landscape and secure a better position.

His experience suggests that for job seekers overwhelmed by the volume of applications and the complexity of ATS systems, AI tools can offer a strategic advantage. However, the human element remains irreplaceable once the interview begins.

As the market continues to shift, the ability to leverage technology effectively may become a defining skill for career advancement.