OYFS
On Your Feet Soldier
No human disappears silently.
Ideas · Public roadmap
What OYFS could become
A living list of ideas for the network — what might come next, what's worth experimenting with, and what would make OYFS uniquely valuable to members navigating layoffs, automation, and industry change. Most of these aren't built yet. Some never will be. The list is open — send us yours.
Near
Mid-term
Long / Maybe
priority tags below
/ Pulse system
Deepening the daily check-in — the heart of the network.
Near
Pulse streaks · without shame
Celebrate consistency (7-day, 30-day, 100-day Pulses) without making people who pause feel they've failed. Missed days are normal; coming back is the win.
Near
Pulse types
Beyond status: small wins, fears, learnings, gratitude, asks. Different types surface differently and signal what the sender actually needs.
Mid-term
Quiet Pulse
Sent privately to your supporters only, not the public feed. For days when you're still here but don't want to be visible to strangers.
Mid-term
Pulse pause
Explicitly take a day, week, or month off without leaving the network. Pause is a signal, not a disappearance.
Long
Career biography
Your Pulse history woven into a long-form narrative of your recovery, on demand. The story of how you got back on your feet.
/ Matching & recovery
Connecting the right people to the right help, faster.
Near
Mentor matching
Auto-pair active searchers with hired-or-mentoring members in their industry. Match on signal, availability, and stated offer.
Near
Cohorts of 5–7
Small accountability groups going through job search together for 8 weeks. Daily Pulse, weekly synchronous call, shared wins.
Mid-term
Coffee chat sign-ups
Calendar slots that any member can book — 30 minutes with someone who's been where you are. No pitch, no recruiter intent.
Mid-term
Skill swap
"I'll teach you React if you teach me sales." Direct peer-to-peer skill exchange with built-in time-bank accounting.
Mid-term
Application accountability buddy
Pair with another searcher for a daily 5-min check-in: how many applications, how many replies, how you're feeling.
Long
Smart intros
"Your supporter Diego knows three people hiring in your space." Surfaced gently, never spammy.
/ Community programs
Synchronous gatherings that turn the network into a community.
Near
Recovery rooms
Weekly drop-in video rooms by industry or region. Cameras optional. Show up, see who's there, leave whenever.
Mid-term
Office hours
Hired members commit to 30 min/week of mentor slots. Active searchers book directly. No emails, no calendaring drama.
Mid-term
Layoff debriefs
Structured small-group sessions for people newly affected — process the event, name what you lost, plan the next step.
Long
Reverse interviews
Companies pitch themselves to a panel of OYFS members. Members ask hard questions about culture, layoff history, severance.
Long
Local meetups
Member-organized coffees, walks, and coworking days in any city with 10+ active members. The network becomes physical.
/ AI-assisted tools
Using AI to help humans displaced by AI — with full transparency and human override.
Near
Career narrative builder
Help members articulate "what happened, what I'm doing now, what I'm aiming at" in a way that's honest and lands well in conversations.
Mid-term
Resume reviewer
AI first pass with member-reviewer override. Catches obvious gaps and tone issues; humans give the qualitative feedback.
Mid-term
Interview rehearsal
Practice rounds with role-aware AI prompts. Recorded sessions a mentor can review later if you want.
Mid-term
Outreach drafts
AI-generated cold/warm outreach you control before sending. Never send without explicit review.
Long
Opportunity matcher
Member-controlled job matching with full transparency on why a match was suggested. No black-box ranking.
/ Hiring side
Bringing employers in — but only the ones who treat humans like humans.
Near
"Soldier verified" employers
Public badge for companies that hire from the network, publish layoff conduct policies, and meet community standards.
Mid-term
First-look job board
Roles posted to OYFS members 24 hours before going public. Companies pay nothing; the trade is access to a vetted human pool.
Mid-term
Hiring manager office hours
Short slots open to network members. Practical career questions, no expectation of a job offer.
Long
Anonymous reference network
Get honest, multi-source references on companies and managers from members who've worked there.
Long
Layoff transparency database
Member-contributed data on company layoffs — when, how much severance, communication quality, treatment of visa holders.
/ Wellbeing & support
The financial, mental, and emotional dimensions of recovery.
Near
Bad-day Pulses
When a Pulse signals a hard day, supporters get a small nudge to check in. Bad days get more support, not less visibility.
Near
Runway calculator
Plain-language tool for working out severance + savings + cost of living. Helps with the "how long do I have?" question.
Mid-term
Therapy directory
Curated list of affordable therapy options that take insurance, with peer reviews from members.
Mid-term
Mood Pulse
Anonymous, aggregate weekly emotional check-in. Members see the community is in this together; nothing personal is exposed.
Long
Crisis-aware support
Gentle, opt-in surfacing of crisis resources when language patterns suggest someone may need them. Not surveillance — a hand offered.
/ Identity & legacy
What members carry with them, even after they get hired.
Near
Recovery alumni status
Once hired, you become an alumnus — visible to active searchers as someone who's been through it.
Mid-term
"Pass it forward" graph
Visual record of who you've helped and who's helped you. The network as a constellation, not a leaderboard.
Mid-term
"I got my feet back" stories
Long-form recovery narratives from members willing to share. Read by people starting where the storyteller once was.
Long
Anniversary Pulses
Annual reflection prompts — what's changed in a year, what stayed, what you'd tell your past self.
Long
Roll call
Weekly post welcoming everyone who joined in the last seven days. New members aren't strangers — they're greeted by name.
/ Trust, safety & sustainability
Keeping the network safe, human, and durable — without selling it.
Near
Verified-human profiles
Lightweight checks (linked profile, ID, video intro) to keep LLM-generated profiles out. Members can earn a verified badge.
Mid-term
Recruiter tier
Paid, verified, rate-limited access for legitimate recruiters. Bad actors removed by community report + moderation review.
Mid-term
Tip-back support pool
Hired members can optionally contribute back. Pool funds infrastructure, mentor programs, and bursaries for active searchers.
Long
Member-elected moderation
Community guidelines enforced by elected panels of long-standing members. Transparent rationale on every removal.
Long
Open-source platform
Source available so the network can outlive any single maintainer. Other communities can fork it for their own contexts.
/ Send us yours
These are starting points. The most valuable ideas usually come from members who are actually in the search — not from someone designing a roadmap in the abstract. If you've got one, send it.