Agile Unemployment: Normalizing the Way We Talk About Being Out of Work

Sabina Sulat
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It shouldn’t be awkward and uncomfortable to talk about being unemployed. Given that sooner or later most of us will experience being out of work, shouldn’t we start to have normal and healthy conversations about being unemployed? Agile Unemployment podcast host, employment expert, and author, Sabina Sulat creates a safe place to talk about all things unemployment. In each episode, Sabina will cover everything you need to know to not only survive, but thrive through being out of work.

  1. 5d ago

    Retiring Insubordination: A Term Whose Time Has Passed

    Episode Description In this episode of Agile Unemployment, Sabina Sulat examines the workplace term “insubordination” and why it often operates less like a clear behavior and more like a subjective label. Prompted by recent public commentary around Scott Pelley’s departure from CBS (while acknowledging we don’t know what happened inside the room), Sabina explores how “insubordination” can be used to control narratives in organizations that claim to value ethics and a speak-up culture. We unpack the speak-up paradox, the link between insubordination and psychological safety, the culture damage caused by misuse of the label, and practical options for speaking up with strategy and agency—plus how to talk about it in interviews if you’ve been tagged with the word. What We Cover Why this topic is back in the public conversation (and what we can and can’t know) “Insubordination” on paper vs. how it’s used in real workplaces The 3 things people confuse: principled dissent, interpersonal breakdown, and power/control Psychological safety and the role of standing up for others The “speak up” paradox: encouraged to speak until you do What kind of culture forms when “insubordination” becomes a catch-all label How misuse drives toxicity, fear, low insight, and low creativity Why the threat of “insubordination” often signals a failure of management and coaching What to do: options for speaking up with strategy (channel, framing, documentation, allies) When leaving is the most adult expression of agency Interviewing after a conflict: a clean narrative structure you can use Key Takeaways Insubordination is often less about what was said than what it threatened. A true speak-up culture requires governance, not slogans. Psychological safety isn’t comfort; it’s the ability to raise truth without retaliation. You can be principled and strategic: choose channel, frame in outcomes, document cleanly. If a culture punishes truth, you have options—and exiting isn’t failure. Practical Framework: “How to Speak Up Without Self-Sabotage” Try these options depending on your environment: Clarify the directive and success metric Separate facts, impact, recommendation, and what you need Choose the smallest effective audience first Document for clarity (not paranoia) Anchor to values and risk (fairness, compliance, customer impact) Build allies/sponsorship when the culture is political Know your line (preference vs integrity) Know when the cost is too high and plan a dignified exit Quote Pulls for Social “Discomfort gets mislabeled as misconduct.” “If you punish truth, you get silence. Silence becomes surprise. Surprise becomes crisis.” “Psychological safety isn’t comfort. It’s truth without retaliation.” “A label is not a verdict. Learn the system, then choose your move.” “Leaving isn’t failure. Sometimes leaving is agency.” Related Listening Sabina references the work of Jocelyn Davis and her book Insubordinate and encourages listeners to revisit prior episodes featuring Jocelyn for another lens on the fine line between being “insubordinate” and being principled. Hashtags / Tags #AgileUnemployment #WorkLiteracy #Agency #SpeakUpCulture #Leadership #PsychologicalSafety #CareerTransitions

    27 min

  2. May 20

    Rethinking Ready: What the Class of 2026 Needs to Know to Read the System They're Entering

    Rethinking Ready: What the Class of 2026 Needs to Know to Read the System They're Entering Agile Unemployment Podcast | Sabina Sulat Every May, new graduates get handed the same story: the market is brutal, the odds are against you, good luck. That is not this episode. The Class of 2026 doesn't have a job market problem. They have a Work Literacy problem. And those are not the same thing — and the difference is everything. In this episode, Sabina Sulat breaks down what's actually happening in entry-level hiring, why new graduates are struggling in ways that have nothing to do with the market, and what they — and the parents, mentors, and career professionals supporting them — need to know before day one. What You'll Hear in This Episode [3:30] Work Literacy — the framework What Work Literacy actually is, why every workplace runs two systems simultaneously (the formal and the informal), and why the ability to read both is the skill no one is teaching. [11:30] The real state of the market Why the "impossible" narrative doesn't match what employers and clients are actually reporting — and how confusing two distinct problems (market vs. preparation) is creating a false crisis. [19:30] The three markets you're confusing The job market, the hiring market, and the attention market are three different things operating simultaneously. Understanding the difference between them is what separates graduates who get traction from those who personalize what is actually procedural. [27:30] What entry-level hiring actually rewards The four things hiring managers are really evaluating at entry level — Signal, Slope, Stability, and Support — and why your job is not to be impressive. It's to be legible. [37:30] What institutions get right — and what they miss Career offices do valuable work. But there's a gap between helping students find jobs and preparing them to navigate work. Here's what falls through. [45:00] The culture shock of day one The transition from student to employee is a literal culture shock — and almost no one prepares people for it. The center of gravity shifts. The question changes. And if you don't have the map, you'll interpret a systems problem as a personal failure. [53:00] The parent and school playbook Five specific things educators, advisors, and parents can teach before graduation that would save new graduates years of anxiety and crisis learning. [62:00] A direct message to the Class of 2026 Five things to do right now: stop interpreting silence as rejection, build a pipeline not a prayer, find your signal tribe, understand what the interview is actually for, and know the informal system before you arrive. Key Concepts from This Episode Work Literacy — the ability to read the systems that shape every workplace, including the rules that were never written down, the evaluation criteria that were never shared, and the norms that will be held against you before you have any chance to learn them. The Three Markets — the job market (supply and demand for labor), the hiring market (how organizations actually execute hiring), and the attention market (how candidates get seen). New graduates conflate all three — and lose confidence when they shouldn't. Signal, Slope, Stability, Support — the four things entry-level hiring managers are actually evaluating. Knowing this reframes the entire job search. Agency — what you do with Work Literacy. The moment you stop moving through work by accident and start making informed choices. Mentioned in This Episode Generating EEx by Sabina Sulat — coming soon Agile Unemployment by Sabina Sulat — available now Connect + Go Deeper Podcast: Agile Unemployment on Podbean LinkedIn: Sabina Sulat Substack: Re:Working Website: reworking.co If this episode was useful, share it with a new graduate, a parent, or a career professional who needs the language for this conversation. #WorkLiteracy #AgileUnemployment #ClassOf2026 #JobSearch #CareerAdvice #EmployeeExperience #NewGrads #GeneratingEEx #Agency #ReWorking

    28 min

  3. Apr 22

    Reconvening Your Tribe: The People You Need to Get Through Unemployment

    Unemployment often shrinks your world at the exact moment you need visibility, truth, and support. This episode reframes connection as a career and nervous-system necessity, not a social performance. Sabina explains why the turning point for many job seekers is not a new résumé, but a conversation that delivers context and truth. You’ll learn what a real “tribe” does, how to build a signal network, and how to seek the rare balance of empathy and accountability. Key Concepts Covered 1) The cruel paradox of unemployment Unemployment isolates you, while job search requires connection Isolation increases emotional interpretation: silence becomes rejection, delays become verdicts Connection restores reality and steadiness 2) Network vs tribe vs signal network A network can be broad and busy A tribe creates orientation and reduces distortion A signal network is the group that moves truth, context, and timing through the system 3) The 5 roles your tribe provides Stabilizer: helps regulate you when you’re spinning Truth Teller: shares the hard truth with care and respect Translator: decodes the lane you’re targeting and what actually matters Connector: moves you from applicant to human through trust Mirror: reflects what’s real when fear is loud 4) The balance most people can’t find Support without truth can keep you comfortable but stuck Truth without support can become cruelty What job seekers need is the rare middle: support + truth and empathy + accountability 5) Reciprocity and contribution A tribe isn’t built through extraction Healthy ecosystems require contribution, consistency, and generosity Agency includes generosity to self and others Stories Shared in This Episode Sabina + Shauna (mentor story) During unemployment, Sabina’s mentor Shauna invited her for a weekend visit that changed her life. On the second morning, Shauna told Sabina she didn’t think she should go back to work and instead should build her own business. Sabina couldn’t receive it at the time, but that kitchen-table truth became a future anchor and a reminder that sometimes the right truth arrives before you’re ready to hear it. Client dinner party story A client feeling low wanted a task to regain control. Sabina advised self-care and being with people. The client reluctantly attended a dinner party that led to a conversation, an introduction, and an interview. The point wasn’t the dinner party; it was the ecosystem. Opportunity moves through humans, and connection can regulate your nervous system enough to keep making smart moves. This Week’s Assignment: Reconvene Your Signal Network Pick one person (or identify who you need) in each category: Stabilizer Truth Teller Translator Connector Mirror If you don’t have all five, start with one. Reach out not to ask for a job, but to re-enter reality.

    37 min

  4. Apr 14

    Reconnect: Why Connection Is the Real Infrastructure of Unemployment

    Reconnect: Why Connection Is the Real Infrastructure of Unemployment What We Cover in This Episode Unemployment doesn’t just disrupt income—it disrupts identity, routine, and community. And the longer it lasts, the more it pushes people inward. The paradox? The way out often requires moving outward—into conversations, relationships, and communities that restore truth, trust, and momentum. In this episode, we unpack connection as a Work Literacy skill and an agency practice—not a personality trait or a “networking hack.” Key Ideas Unemployment is isolating by design, while re-employment often depends on human connection. Many people say “the market is broken,” when what they really mean is: “I can’t access clarity.” Clarity rarely comes from job boards or the Apply button. It often comes through people: context, timing, truth. Connection isn’t only for getting hired. It’s for staying stable while you search. Agency isn’t pretending you’re okay. Agency is choosing actions that influence outcomes over time—even when you’re tired. Work Literacy helps you stop personalizing system friction: hiring is risk reduction, volume creates triage, silence is often process—not worth. The 3 Forms of Connection a Modern Job Search Requires Connection to self Values, strengths, skills, boundaries—what you want, what you offer, what you will not trade away. Connection to work Expectations, incentives, outcomes—how work works and how hiring actually functions. Connection to people Trust, visibility, context—how information and opportunity move through the ecosystem. Story From This Episode A client told Sabina, “I’m feeling low. What should I do?” He expected a task—a résumé tweak, an application push—something that felt controllable. Instead, Sabina advised self-care and being with people. He reluctantly went to a dinner party… which led to a real conversation… which led to an interview. Not because dinner parties are magic—but because opportunity moves through humans and connection restores perspective. Reconnect Challenge (This Week’s Reset) If you’re unemployed right now, try this for the next 7 days: Reconnect with one person who knows you well Reconnect with one person in the lane you’re moving toward Reconnect with one place that makes you feel like yourself again (You’re not “networking.” You’re rebuilding infrastructure.) Quotes to Pull for Social “Unemployment is isolating by design—while re-employment often requires connection.” “Connection isn’t a bonus layer. It’s infrastructure.” “When clarity is scarce, humans become the bridge.” “Agency isn’t pretending you’re okay. It’s choosing actions that influence outcomes over time.” “Your network should reflect where you’re headed, not only where you’ve been.” Listener Prompt Where are you most disconnected right now—self, work, or people—and what’s one small way you can reconnect this week without overextending? Tags #AgileUnemployment #Agency #WorkLiteracy #JobSearch #ReWorking

    27 min

  5. Apr 2

    Respond: The Hiring Update Candidates Need

    Welcome to the latest episode of the Agile Unemployment Podcast! What this episode covers: Why transparency and empathy are intertwined (empathy isn’t just tone—it’s orientation) Why “the truth” is the most elusive—and most needed—commodity in job search How silence fuels anxiety, self-blame, and “résumé theater” Why hiring teams default to opacity (and why it backfires) What practical transparency looks like without oversharing How transparency improves outcomes: trust, conversion, signal, and time-to-fill What job seekers can do to stay strategic in opaque systems Key lines from the episode “Silence is a communication choice. It communicates something—even if it’s not what you intended.” “Ambiguity is expensive.” “Transparency doesn’t require perfection. It requires orientation.” “If you know something that affects a candidate’s next move—say it.” Employer Transparency Checklist (quick version) Before you post: define success in outcomes; separate must-haves from wish lists; confirm realistic timelines. During the process: publish steps; share timeline ranges; communicate pauses; close loops. Decision quality: structured interviews; consistent criteria; proof opportunities that match the work. Internal discipline: one owner for comms; weekly funnel checkpoint; track time-in-stage + drop-offs. For job seekers: protect your agency in opaque systems Set your own follow-up and “redirect energy” deadlines Run parallel pipelines (don’t bet your month on one role) Ask direct questions early about timeline, steps, and ownership Build trust signals: clarity, proof, pathways Treat silence as data—not a verdict Take Back the Narrative Hiring doesn't have to be a gauntlet of uncertainty. By adding structure to the "in-between" moments, we move closer to a more human-centric world of work. Employers: Audit your funnel. If your process doesn't reflect your values, it's time to redesign the experience. Job Seekers: Treat your search like the professional operation it is. Use pipeline strategies to stay in the driver’s seat of your own career.

    35 min

  6. Feb 22

    Repeat: This Job Market Isn’t Broken — Your Model Might Be (and You Can Upgrade It): Market vs System vs Model — and the 5 levers that change outcomes

    Unemployment is brutally real — but “the market is brutal” is often the wrong diagnosis. In this episode, Sabina separates the market, the hiring system, and your job-search model—then gives you the levers to upgrade. Episode Summary  LinkedIn is full of competing messages about unemployment: “it’s brutal,” “it’s luck,” “apply more,” “stay positive,” “network.” For long-term job seekers, it can feel like whiplash. In this episode, Sabina (author of Agile Unemployment and founder of Re:Working) breaks down what’s actually happening: a decent market can exist alongside an overwhelmed hiring system, and an outdated job-search model gets punished in a fast, automated environment. You’ll learn why “validation” can’t become surrender, why silence is the most important feedback, and how to upgrade your approach using five practical levers: targeting, positioning, pathways, proof, and interview performance—ending with a 7-day Re: Working reset. What You’ll Learn  Why “the market is brutal” is often an incomplete (and unhelpful) diagnosis The difference between the job market, the hiring system, and your job-search model How high volume + ATS filtering changes what “works” Why hiring is risk reduction, not talent discovery How to stop spiraling by tracking your funnel like a system The 5 levers that consistently change outcomes Why “no feedback” is the most important feedback—and what to do next A 7-day reset to rebuild momentum without burning out Episode Outline + Timestamps  00:00–02:30 | Intro: the whiplash of unemployment advice “The market is brutal / it’s luck / it’s volume” Two traps: self-blame vs powerlessness Thesis: unemployment is brutal; the better diagnosis is system + outdated models 02:30–08:30 | Part 1: Validation without fatalism Unemployment as a stress event (healthcare, savings math, identity strain) “Validation is not surrender” Re:Working stance: empathy with accountability; agency is real 08:30–16:00 | Part 2: Market vs system vs model Market = environment; System = execution; Model = your behavior Paradox: decent market + overwhelmed system + outdated model = silence Work literacy = moving with intelligence instead of hope 16:00–25:00 | Part 3: Why old models fail now Old model: apply, tweak, wait, repeat Failure points: volume creates triage ATS isn’t neutral hiring = risk reduction identity language vs outcome language “network more” is too vague to execute 25:00–31:00 | Part 4: The upgrade—hope to diagnostics “The market doesn’t respond to motivation. It responds to method.” Funnel framing: inputs → process → outputs What you don’t measure, you interpret emotionally 31:00–43:30 | Part 5: The five levers Targeting: one primary + one adjacent role; write a “fit thesis” Positioning: résumé as argument; outcomes in top third Pathways/Access: stop relying on cold apps; 3 targeted messages/day Proof: one visible artifact/week; reduce risk Performance: interviews as risk audits; prepare “risk reducers” 43:30–47:00 | Part 6: The hard truth about 2+ years “It’s not you; it’s your model.” Hopeful reframing: if it’s the model, you have levers Personal note: the turning point is upgrading the system 47:00–50:00 | The 7-Day Re: Working Reset 90 min/day focused work 3 access messages/day 1 proof artifact/week track funnel 1 recovery ritual/day 50:00–52:00 | Close + CTA Key takeaways Share with someone who needs an upgrade, not a pep talk Reset the checklist in the show notes #AgileUnemployment #Reworking #WorkLiteracy #WorkAgency

    37 min

  7. Jan 20

    Reading Toxic Work Cultures Before You Say Yes with OD and Culture Expert Ryan McCrea

    Episode Overview In the last episode of Agile Unemployment, we focused on what happens after toxic work—and why recovery and restoring agency are essential before returning to a new role. This conversation shifts the lens to prevention. Sabina Sulat is joined by organizational development and workplace culture expert Ryan McCrea to explore how toxic work cultures reveal themselves before you accept a job—and why so many candidates miss the signs. Rather than focusing on obvious “bad boss” stereotypes, this episode looks at culture as a system: how power operates, how accountability is handled, and how organizations respond to questions, boundaries, and uncertainty during the hiring process. What You’ll Hear in This Episode Ryan and Sabina unpack why toxic cultures are rarely visible in polished interviews—and how they show up instead through patterns, language, and reactions. They discuss how candidates can read between the lines when: answers feel vague or overly rehearsed questions about feedback, turnover, or decision-making are met with defensiveness different interviewers tell subtly different stories “fast-paced,” “family,” or “high-performance” language masks pressure and control You’ll also hear how to assess culture without putting yourself at risk, why your discomfort during interviews is meaningful data, and how to evaluate opportunities from a place of clarity rather than urgency—especially after toxic work or unemployment. Why This Conversation Matters One of the lasting effects of toxic work is loss of agency—the ability to trust your judgment, advocate for yourself, and say no when something doesn’t feel right. Without intentional discernment, people often accept roles too quickly, explain away early warning signs, and unknowingly repeat the same patterns they worked hard to escape. This episode helps listeners slow down, sharpen their cultural radar, and protect their agency before saying yes.   Toxic work cultures don’t usually announce themselves. They reveal themselves in how questions are handled, how power is exercised, and how much truth a system can tolerate. Learning to recognize those signals before you accept a job is one of the most important career skills you can build.

    55 min

  8. Jan 13

    Refusing Harm from Toxic Workplaces by Restoring Agency

    Episode Overview Leaving a toxic workplace is often described as a relief—but for many people, it’s when the real impact finally begins. In this episode of Agile Unemployment, Sabina Sulat explores why people often feel worse after leaving toxic work, how prolonged exposure to unhealthy environments affects self-esteem and agency, and why simply “finding another job” can unintentionally repeat the same cycle. Drawing from real client patterns, personal experience, and a timely cultural moment, this episode reframes recovery as a critical—and strategic—part of returning to work healthy, confident, and able to advocate for yourself again. What This Episode Covers Why toxic workplaces are often hard to recognize while you’re in them How survival mode during unemployment masks the full impact of toxicity Why symptoms often surface after safety and stability return The difference between authority and agency—and how toxic work erodes the latter How fear of retaliation and reputation damage keeps people stuck Why under-negotiating, boundary collapse, and self-doubt often follow toxic jobs How unresolved workplace trauma shows up in the next role Why “just getting another job” can be a disservice without recovery Key Insight Toxic workplaces don’t just burn people out—they suppress agency. And if agency isn’t intentionally restored before re-entry, even a healthy workplace can feel unsafe, leading people to shrink, under-advocate, and repeat patterns they worked hard to escape. Recovery is not a delay. It’s preparation. The A.G.E.N.C.Y. Reset Framework A practical starting point for recovery after toxic work: A — Acknowledge Name what happened without minimizing it. G — Ground Regulate your nervous system before trying to “fix” anything. E — Examine beliefs Identify the false lessons toxicity taught you about your worth or leverage. N — Name boundaries Practice clear, professional limits before returning to work. C — Choose differently Notice when something feels familiar in the wrong way—and pause. Y — You lead yourself first Reclaim trust in your judgment and instincts. Who This Episode Is For Professionals recovering from toxic work environments Job seekers who feel stuck, exhausted, or unsure of themselves after leaving a role People returning to work after unemployment or layoffs Early-career professionals learning how to evaluate culture and protect their agency Anyone who wants to break the cycle between toxic work and burnout Why This Matters People shouldn’t have to recover from their jobs in order to succeed in them. This episode explains why recovery is not weakness—and how reclaiming agency is the key to returning to work healthy, confident, and able to take up space again. Listen & Share If this episode resonates, share it with someone who’s navigating a difficult transition—or questioning why leaving didn’t feel like freedom right away.   #Reworking2026 #agileunemployment

    28 min
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About

It shouldn’t be awkward and uncomfortable to talk about being unemployed. Given that sooner or later most of us will experience being out of work, shouldn’t we start to have normal and healthy conversations about being unemployed? Agile Unemployment podcast host, employment expert, and author, Sabina Sulat creates a safe place to talk about all things unemployment. In each episode, Sabina will cover everything you need to know to not only survive, but thrive through being out of work.

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