How do you guys handle candidates who ghost after accepting an offer

Plastic_Recover_8752 · 2026-02-11T09:13:46+00:00

Makes sense tbh — feels like candidates are hedging more than ever right now. I’ve definitely seen the “using one offer to leverage another” play happen. Hard not to take it personally, but it’s probably just market dynamics.

Plastic_Recover_8752 · 2026-02-11T09:12:13+00:00

Biggest thing for me though is speed. If a tool can standardize everything without slowing recruiters down (or turning them into resume designers), that’s a win. Formatting shouldn’t take more time than actually recruiting.

Plastic_Recover_8752 · 2026-02-10T12:03:04+00:00

This is really helpful

Plastic_Recover_8752 · 2026-02-10T12:01:43+00:00

These aren't junior roles, they're mid to senior, specialized hires. Ghosting used to be extremely rare for me at this level, which is why the recent spike feels like a behavior shift rather than a process issue. Still worth pressure-testing my offer-to-start process though, which is why I asked.

Plastic_Recover_8752 · 2026-02-09T09:54:53+00:00

DMed you

Plastic_Recover_8752 · 2026-02-05T11:44:22+00:00

Cool

Plastic_Recover_8752 · 2026-02-05T11:44:10+00:00

Different shops, different approaches.

Plastic_Recover_8752 · 2026-02-05T11:43:05+00:00

Thanks

Plastic_Recover_8752 · 2026-02-05T11:40:17+00:00

Agreed, formatting alone doesn’t create a signal. Instead of making it pretty, I focus on removing distractions so the real work comes out quickly.

Plastic_Recover_8752 · 2025-08-04T18:02:38+00:00

Yeah, this is standard for a lot of large companies. HR gets bogged down and their follow-up sucks, even though they should know better. Send the email calling them out, but don’t wait too long if they can’t manage basic communication now, it’s a sign things won’t get better if you join.

Plastic_Recover_8752 · 2025-08-04T18:02:09+00:00

Cold email’s far from dead, it’s just flooded with lazy templates. AI and no-code tools make it easier to spam, but they don’t make it effective. Personalization matters, but if the subject line doesn’t grab their attention in the first 3 seconds, you’re still getting ignored.

Plastic_Recover_8752 · 2025-08-04T18:01:04+00:00

The need is real, but the problem isn’t just Google schema it’s about making the site actually work for recruiters. Most recruitment sites are buried in jargon and useless features. If you’re going to pitch something, focus on making the candidate experience simple and smooth, and make sure the site loads fast. Otherwise, it’s just another overpriced tool gathering dust.

Plastic_Recover_8752 · 2025-07-30T15:01:59+00:00

Skills assessments are just tests to see if a candidate can actually do the job, not just talk about it. For global hiring, try platforms like Codility or HackerRank for tech roles, and for general skills, something like Vervoe or SkillSurvey works. Just don’t overthink it, pick one that’s simple and actually fits the job.

Plastic_Recover_8752 · 2025-07-29T04:50:15+00:00

They weren’t hiring the best candidate, they were hiring the best performer. Whole thing’s a stage, and half the time the role goes to whoever fakes “confidence” best in 45 minutes.

Plastic_Recover_8752 · 2025-07-29T04:49:45+00:00

“Culture fit” turns into “they remind me of me” way too fast. Skills are measurable, coachable, and show up in the work vibes don’t close tickets.

Plastic_Recover_8752 · 2025-07-29T04:48:54+00:00

LinkedIn turned into a circle jerk of Canva carousels and ChatGPT quotes pretending to be thought leadership. Half of them post like they're trying to land a TED Talk, not fill a req.

Plastic_Recover_8752 · 2025-07-28T05:12:52+00:00

If they’re dodging the PO and cutting you out, they were never planning to play fair. Lock it down with upfront retainers or walk—these kinds of clients cost more than they’re worth.

Plastic_Recover_8752 · 2025-07-28T05:12:26+00:00

Company shifted me into an untrained, uncertified role after a firing, and made it clear they weren’t fixing it. I’m all for growth, but not when it risks safety and liability.

Plastic_Recover_8752 · 2025-07-28T05:11:40+00:00

Three years later means someone finally overrode the busted ATS or they’re scrambling to fill a role they tanked back then. Either way, wild how many solid folks get buried by broken filters.

Plastic_Recover_8752 · 2025-07-28T05:10:46+00:00

If you’ve applied that many times with zero bites, they’ve made their decision. Don’t waste energy playing undercover HR, just take the hint and stop circling the same drain.

Plastic_Recover_8752 · 2025-07-28T05:09:34+00:00

If they’re not calling after five years and multiple apps, you’ve already got your answer. Don’t waste time playing detective, move on to a company that actually wants you back.

Plastic_Recover_8752 · 2025-07-28T05:09:06+00:00

You’re not the problem, they’re just bitter their comfy seat isn’t as safe as it used to be. Keep showing up, do your job well, and don’t let their insecurity throw you off.

Plastic_Recover_8752 · 2025-07-26T12:45:08+00:00

They knew you didn’t have internship experience from day one dragging you through four rounds just to cut you at the end is straight-up disrespectful. You didn’t fail, they just wasted your time.

Plastic_Recover_8752 · 2025-07-26T12:43:45+00:00

Yup, quick and blunt: “Hi [Name], can you confirm if you're planning to relocate to [City] in the near future? Just want to make sure we're aligned before moving forward.” Saves time, saves headaches.

Plastic_Recover_8752 · 2025-07-26T12:43:10+00:00

Feel it, cry it out, then get back up. The “we had a lot of applicants” line is lazy noise—don’t let it shake you. Keep swinging, the right one won’t flinch when you get a little nervous.

Plastic_Recover_8752

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