• Check if your company pays out unused PTO, sick days, etc as cash. If they do, do not use any of the applicable type(s) unless you are going to lose it.
• Have a LinkedIn, fill out all the fields, add 500+ random people in your field. Once you have done all this, you get ranked way higher in the algo for recruiters who are searching (you will be granted a visible "All-Star" status, so you will know when you've reached this). After that, go add every recruiter in your field/industry you can find (ideally 500+). Internal recruiters are better than external recruiters / headhunters, but don't neglect the headhunters, especially the "rockstar" ones from more prestigious staffing firms. Finally, add a bunch (500+) of people in your field (who you should now have mutuals with, via the recruiters). Always respond politely to all recruiters even if you're happily employed. Try to be friendly with them, not strictly professional. Build up a rolodex of recruiters. You now have a list of people you can ask for work if you do get laid off. Recruiter-sourced candidates have MUCH better odds of being hired than cold applicants, provided you're not a known name in your industry. If you do this, you'll be able to schedule 40+ interviews in about 3 days, which take place over the following week or two, if you really want to pack them together.
• Don't neglect contract work completely. Many companies have a surprisingly large hiring pipeline of contract -> FTE, provided you do a good job.
• How To Win Friends And Influence People by Dale Carnegie.
• Corporate Confidential by Cynthia Shapiro, if you're in an enterprise / corporate environment.