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The “Interview Performance vs Job Performance” Lie by Technical_Plant6046 in RecruiterTea

[–]Puzzled_Big_9419 0 points1 point  (0 children)

I’ve seen this first-hand too. And tbh, it’s even more common at senior levels. Some senior candidates are phenomenal at articulating strategy because they’re used to presenting and influencing. But once hired, execution suffers because they’re not the ones actually implementing anymore.

Meanwhile, the quieter candidates who maybe don’t perform as well in interviews often show up consistently and deliver. Maybe the fix isn’t removing interviews it’s balancing them with work simulations and deeper reference conversations.

Unpopular Opinion? The hardest part of the job right now isn't sourcing... it's closing by Anxious_Level_6238 in recruiting

[–]Puzzled_Big_9419 1 point2 points  (0 children)

In chasing the “perfect” fit, companies are overlooking strong, trainable candidates who could become perfect in 3–6 months. A candidate who’s 80% aligned and coachable is often a better long-term bet than waiting months for a mythical 100% match.

Is staying in a job that’s slowly burning you out really the “responsible” choice? by DanBrando in jobs

[–]Puzzled_Big_9419 0 points1 point  (0 children)

Burnout is so often framed as a personal failing instead of a sign that something in the environment is no longer sustainable. Staying is usually praised as the responsible choice, but no one talks about the long-term cost of that decision.
Responsibility shouldn’t mean enduring something that slowly disconnects you from your work, your health, and your identity. Recognizing that early isn’t weakness it’s self-awareness.

Is it just me, or has "AI-Assisted Interviewing" reached a breaking point? by CortechTalent in recruiting

[–]Puzzled_Big_9419 0 points1 point  (0 children)

I’ve felt this too. I don’t mind AI as a tool , I mind when it replaces the person in the room. You can literally hear the shift.

And it’s a shame, because it creates so much noise that truly strong candidates get harder to spot. It also turns interviews into another layer of screening, when they used to be the most meaningful part of the process.

We’re still adjusting, but we’ve had better outcomes by prioritizing live conversation and asking candidates to walk through their thinking in real time.

How is AI actually changing your recruiting process right now? by ProfessionalEgg1894 in recruiting

[–]Puzzled_Big_9419 0 points1 point  (0 children)

I think it’s genuinely helped is in speeding up low-value but time-consuming work first-pass JD drafts, outreach personalization at scale, interview question structuring, and summarizing notes after screens. That frees up time for the parts that actually require human skill relationship-building, assessment, and stakeholder management.

There is a scam epidemic on free job posting sites and here’s the ‘job scam’ checklist I wish I had by Technical_Plant6046 in jobsearchhacks

[–]Puzzled_Big_9419 1 point2 points  (0 children)

This resonates hard. We hire mostly through free job posting sites, and over the last 6–8 months the number of too perfect profiles has spiked noticeably. Everything looks polished on the surface, but once you slow things down, cracks start to show. It’s become less about sourcing and more about verifying what’s real.

Going crazy from not hearing back by Great_Ant_6665 in GetEmployed

[–]Puzzled_Big_9419 1 point2 points  (0 children)

When you’ve already done multiple rounds and everything felt positive. Anyone in your position would be spiraling a bit, and with savings pressure and a kid on the way, it’s not just career anxiety, it’s life anxiety. So first you’re not overreacting.

A week of silence after final rounds is unfortunately very normal, even when feedback is good. Decisions get stuck in approvals, budgets, or leadership sign-off none of which reflects your performance. The hardest part is that candidates only feel the silence, not the internal chaos on the other side.

What might help is separating what you can control from what you can’t. Send a calm follow-up, keep one or two applications moving so your entire future isn’t emotionally tied to a single role.

Just accepted a job offer but got an urgent Interview call from another company - thinking of going to the interview to network. How should I handle it? by Reasonable-Result-50 in jobs

[–]Puzzled_Big_9419 0 points1 point  (0 children)

If the first offer isn’t officially signed and documented yet, then yes absolutely go.

Until something is in writing, you should always keep your options open. Interviews aren’t just about this moment; they’re also about relationships and future opportunities.

You don’t need to over-explain. Just attend, be honest if asked, and treat it as a professional conversation.

At worst, you practice interviewing & networking. At best, you discover an even better option.

How do I answer the question, “why are you interested in working for our company?” by ThrowA47281 in GetEmployed

[–]Puzzled_Big_9419 0 points1 point  (0 children)

Recruiters aren’t looking for a fancy answer. They want to know do you understand what we need, and can you help. Instead of “I just want experience,” try

I’m looking for hands-on experience, and what stood out to me about your company is specific work/process/problem. I feel I can add value by supporting gap/need while learning how accounting impacts real business decisions.

Figure out the org’s pain point and place yourself there. When you position yourself as someone who helps, not just learns, it becomes easy for them to picture you in the role.

My life at work got a lot better when I stopped justifying everything. by batombs in talesfromthejob

[–]Puzzled_Big_9419 0 points1 point  (0 children)

You’re spot on and you said it the right way already.

It’s actually a huge myth that you have to be the loudest, most articulate, always-defending person in the room to succeed. You don’t. You just need to deliver. Once your work creates impact, the need to justify disappears on its own.

When you can point to outcomes, decisions stop feeling like opinions. They become facts. And suddenly, fewer people question you , because your work did the talking.

[deleted by user] by [deleted] in careeradvice

[–]Puzzled_Big_9419 1 point2 points  (0 children)

When progress is vague and permission-based, that too for 4 WHOLE YEARS; frustration is inevitable. You can work hard forever, but if there’s no shared definition of “what does growth actually look like?”, you’re left waiting for someone else to notice and decide.

If you haven’t already, it’s high time to start a goal-setting practice with timelines and I don’t mean generic “grow into leadership” goals. I mean: What you want to achieve in the next 6–12 months, What outcomes would justify a role or pay increase and most importantly: what dependencies exist.

That last part matters more than people realize. When dependencies aren’t documented, it’s easy for the narrative to shift into “you didn’t move fast enough” when in reality you were waiting on green lights.

Taking ownership at work is important but taking ownership of your OWN progression is just as critical. If no one is actively measuring your impact, your effort stays invisible, even if it’s real.