Organize each search around a specific hiring need. A useful review process connects the role requirements, company context, and questions about each person's experience without treating them as the same thing.
Keep a separate brief for each role
Write down responsibilities, level, essential skills, and working location before reading updates. For example, a backend engineering search and a sales leadership search should have separate briefs so a broad company announcement does not blur two different hiring decisions.
Record the decision, not just the link
For each profile you review, note which responsibilities appear relevant and what you still need to clarify. Record when you checked it. A profile link without those notes makes a hiring-manager handoff harder to assess and can lead to repeating the same review.
Use updates to prioritize review
Company news can help you decide where to look next, but it does not tell you who wants to change jobs. Review the scope of the announcement and the professional experience relevant to your brief. Leave a person's availability unknown unless they have shared it.
Example: a focused hiring-manager handoff
Hypothetical example: your team needs someone to own an API service. Your note explains the person's relevant backend experience, links to their professional profile, and asks whether their past ownership included reliability work. It does not label them available simply because their employer announced layoffs.
Use MovTide for company and people context
Review Layoffs for company-event context and relevant people. Compare roles and locations with the brief, then open LinkedIn to review the person's current experience. Decide whether the opportunity is relevant enough for an introduction.