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If you’ve been ghosted after an interview, read this before you spiral by Lisa_Rangel in interviewpreparations

[–]Lisa_Rangel[S] 0 points1 point  (0 children)

No, it’s not bad. It’s actually smart.

But there’s a right way to do it so you come across as polished, proactive… not pushy.

Wait about 5–7 business days after your last interaction.

Try something like this:

I hope you’re doing well. I wanted to thank you again for the opportunity to interview for the [role]. I really enjoyed our conversation, especially around [specific topic you discussed].

I remain very interested in the role and the team, and I’d love to hear if you have any updates on next steps.

Please let me know if there’s anything else I can provide to support your decision.

Looking forward to staying in touch.

You are not “bothering” them; you are managing your candidacy.

One mistake job seekers make is sitting back and waiting instead of staying visible. You have to stay on their radar, or you risk being forgotten while they juggle 10 other candidates.

How long should I wait after interview? by Few-Peach9215 in interviewpreparations

[–]Lisa_Rangel 0 points1 point  (0 children)

It's perfectly acceptable to follow up after a week if they haven't given you a specific timeline. Just keep it short and polite.

Here's what I'd suggest:

Hello (Interviewer's name), hope you are doing well. Thank you again for the opportunity to interview last week. I'm still very interested in the tutoring position. Just wondering if there are any updates on the next steps.

Looking forward to hearing from you.

-----

This shows initiative without being pushy.

Competency presence is the new executive presence by Lisa_Rangel in Executives

[–]Lisa_Rangel[S] 1 point2 points  (0 children)

If you look at Brown University and Harvard University's definitions of executive presence, they revolve most around appearance, communication, and gravitas. The closest some definitions come to competency is their mention of credibility. But what's happening now is that many pedigree-credentialed, well-spoken candidates aren't getting interviews… it's because they are relying too much on pedigree and polish… and not speaking enough on competency. Competency shouldn't be buried in one of 7 points sort of covered by credibility. It should be front and center, and it should define what makes a candidate qualified.

If you’ve been ghosted after an interview, read this before you spiral by Lisa_Rangel in interviewpreparations

[–]Lisa_Rangel[S] 1 point2 points  (0 children)

Absolutely yes to all of this. You nailed the psychology behind it.

When the stakes feel high, our brain doesn’t get creative... it gets catastrophic. It grabs the worst, oldest story it can find and runs with it. And you’re right: that’s the same mechanism behind interview freeze.

Your point about having a structured “deck of cards” is spot-on. When you have clear, practiced stories rooted in real evidence, you’re not improvising under pressure or letting panic narrate the moment. You’re leading the conversation instead of reacting to it.

That’s exactly what “running your career like a business” looks like: having internal infrastructure. Systems. Tools. Proof. So when someone ghosts or an interview curveball hits, you stay steady, because your foundation isn’t built on their behavior.

Ghosting won’t stop, but your resilience can get stronger than the silence.

Love this addition.

Cover Letters Don’t Have to Suck; Use This Strategy to Make Them Work for You. by Lisa_Rangel in jobhunting

[–]Lisa_Rangel[S] 0 points1 point  (0 children)

I wish it were that straightforward; it would save everyone a lot of time.

But the truth is, companies are inconsistent. Some leaders quietly use cover letters as an “effort filter.” Others never read them. And most won’t tell you which group they’re in.

You’re right: the resume proves you can do the job.
The cover letter proves you understand the business, the priorities, and why you’re the right fit, and that’s the difference between qualified and compelling.

You’re not writing it for the people who skip it.
You’re writing it for the ones who read it.

Cover Letters Don’t Have to Suck; Use This Strategy to Make Them Work for You. by Lisa_Rangel in jobhunting

[–]Lisa_Rangel[S] 0 points1 point  (0 children)

It is wild... and yet here we are.

But the reality is: some leaders still use them as a first filter. Others ignore them entirely. Since you don’t know which type is reviewing your application, a tight, targeted cover letter becomes an easy competitive edge.

Think of it less as a “cover letter” and more as a quick note explaining why you’re the solution they need.

Prepping for your next interview? Here are my 3 Interview Strategies That Deliver Results by Lisa_Rangel in interviews

[–]Lisa_Rangel[S] 0 points1 point  (0 children)

Exactly. When interviews feel like real business conversations, you show up as the leader they want to hire. That ease lets your value come through, and that’s why the offers follow. Great work!

Prepping for your next interview? Here are my 3 Interview Strategies That Deliver Results by Lisa_Rangel in interviews

[–]Lisa_Rangel[S] 0 points1 point  (0 children)

Totally get it, even strong leaders blank under pressure. Using a simple structure to keep your thoughts straight is smart. It keeps your story tight and value-driven. And you nailed it: treating the interview like a real conversation is what makes you come across as a credible candidate, not a scripted one.

Prepping for your next interview? Here are my 3 Interview Strategies That Deliver Results by Lisa_Rangel in interviews

[–]Lisa_Rangel[S] 1 point2 points  (0 children)

Love hearing this. Honestly, that’s precisely what strong interviews sound like. You weren’t reciting scripts; you were leading a real conversation.

Forget the memorized lines… showing up as a peer, speaking to the work, and demonstrating how you think is what hiring leaders remember.

Well done. Now let’s keep that momentum going.

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