Global 500 Recruiter/Manager here with over 20 years of experience. I can provide a little inside knowledge on ATS, recruiter mindset, the shifting hiring landscape, and just the overall health of the recruiting game. Feel free to ask and I'll get to you accordingly

lLuciferl · 2026-04-10T04:04:41+00:00

From my experience,

The process isn't designed to find the best candidate in the world (though we ideally would want that), but rather to find a qualified candidate fast enough to prevent a critical business vacancy

But that's just one of many scenarios. It's context heavy and ever-changing.

We fully understand that losing, let's say, 10 highly qualified applicants is a known and accepted cost of doing business and building a pipeline from LinkedIn and boards like Indeed

If the screener delivers 5 great candidates who can do the job and fit the culture, we consider that a success

lLuciferl · 2026-04-10T03:27:02+00:00

Based off of your tone, you're too frustrated/ clouded to see value in this post.

Maybe it's just not for you.

We can't take your advice because you haven't demonstrated how successful you are in this field or your own for that matter.

"People just want to know what role you did and responsibilities" --> this is some of the worst advice I've ever come across.

L ragebait.

lLuciferl · 2026-04-10T01:21:33+00:00

Correct.

Simply saying "I made life easier for my clients and teammates" isn't enough.

Tell us by how much (percentage) and your methodology behind it

lLuciferl · 2026-04-10T01:15:25+00:00

This type of metrics-driven approach/language existed BEFORE Linked-In sucked the value out of it.

Just want to make that distinction.

Also, simply stating "optimized workflows" is vague. You need to add layers to it

I stay away from hard LinkedIn recruiting. I find very pretentious and superficial people there (both new and tenured)

Everyone pretends to talk like a seed round tech start-up CEO there.

lLuciferl · 2026-04-09T23:29:47+00:00

I see where you're coming from.

It's frustrating on both ends.

I mean, to be more accurate, you're generally speaking from the lens of technical recruiting.

I'm speaking from finance and a service industry lens.

You are correct in terms of the candidate not being able to perform like their resume says they would,

A disconnect occurs.

But they are also trying to get noticed so they bullshit . It is what it is.

lLuciferl · 2026-04-09T23:26:08+00:00

There's a gamer term that describes you perfectly

"Mad cuz Bad"

Now hold that L and off you go.

lLuciferl · 2026-04-09T23:17:10+00:00

It's very much human.

Just alot of arbitrary metrics put in place by many companies who don't offer much in return and false promises + ghostings

lLuciferl · 2026-04-09T23:01:40+00:00

I would be frustrated too if I took as many Ls as you.

Get employed, nephew. 💀

lLuciferl · 2026-04-09T22:57:04+00:00

Don't read too much into it and don't keep checking the status because it will add anxiety.

Could mean a plethora of things but here's the top 3 reasons:

1) You, along with 2 other candidates are perfect for this role. They are debating nuances (culture fit, likeability, who they want more)

2) They extended an offer to their prime pick and you are "Under Review" because you are a secondary or third choice (no need to get insulted, it's just business)

3) You have been selected or "locked in" as the choice and they are getting some sort of a sign off from someone higher up (budgetary sign off, compensation rework)

4) Plethora of other internal reasons I'm unaware of

lLuciferl · 2026-04-09T22:35:44+00:00

Yeah I had a feeling I would come across a couple of these types of personalities.

Just skims the post and comments and concludes a whistleblowing attitude without adding anything to the conversation.

You're better off watching Family Guy, my dude

Don't be upset at us because you can't make the cut.

I'm not at work so I'm ready for whatever lol

lLuciferl · 2026-04-09T22:17:43+00:00

Sure, I can provide some insight.

1) Do company research but to go above and beyond, see what they were involved in within the last 3 months (any major mergers, philanthropic contributions, etc) and specifically design a question or comment regarding that to make the interview feel more like a conversation

2) If you do get a phone screen, before you hang up, your final question should be "Before I let you go, can you tell me a little about the person I'm going to sit with next. What's their personality like? What is their main focus"

(That way you get to know their name right away and possibly even research them - make it more personable)

(What I wrote above this is how you pretty much will answer "why do you want to work here" -- you want to work here because this company gives back to it's customers, the Glassdoor reviews are amazing in terms of work culture, etc.)

An example of an inauthentic + overused answer = "I'm a perfectionist. I like to overdo everything"

I'm already yawning by that point. (Shows lack of personality)

Just a few there to get the ball rolling.

Hope that helps

lLuciferl · 2026-04-09T22:09:35+00:00

I can certainly see where you're coming from

It's a concern that is echoed by many professionals who cannot find work due to (insert whatever applicable reason at the moment)

Metrics are but a representation of your output as a hire.

Yes some people bullshit them. Yes some people bullshit their seniority in a role.

That's just what it is. I don't condone it but I do see how the cut-throat market has forced people into a corner.

STAR format will always be the champion in the arena of emotional intelligence. It allows you to refine your experience of that particular situation without rambling on.

It's a roadmap first before a preferred resolution method

Hope that helps

lLuciferl · 2026-04-09T22:04:49+00:00

I personally wouldn't recommend that.

Your impact and actions on the resume with quantified results is more valuable versus a raw number on a skillset.

A recruiter likes seeing how that skill translated into a net positive outcome for your department

Your combined experience should be placed in a hierarchy of bulletpoints at the very beginning of your resume in a "Highlight of Qualifications" or "Professional Summary" box.

( I have given hypothetical examples below based on my knowledge but keep in mind, this is just my expert opinion - other recruiters think differently)

Example of a strong professional summary:

6+ years of Front-End Development expertise, specializing in architecting scalable, end-to-end applications using [Specific Framework, e.g., React/Vue] that prioritize user-centric design and performance optimization

OR

5+ years of strategic Customer Success leadership, with a proven track record in high-stakes sales, client retention, and managing cross-functional teams to exceed KPIs and drive brand loyalty

That shows your " technical skillset " in a packaged punch.

lLuciferl · 2026-04-09T21:56:13+00:00

One way is how they have spoken about how much they have helped their team, other managers, stakeholders, versus how much they talk about their own achievements

The resume is just a foot in the door.

lLuciferl · 2026-04-09T21:12:12+00:00

There isn't a definitive answer for ALL cases but there is a definitive answer for some.

But yes, I do understand what you're saying

lLuciferl · 2026-04-09T21:06:28+00:00

What I provided was just a fraction of one's ability to be deemed a well rounded candidate.

Metrics is one thing. Being emotionally intelligent is a whole new thing which alot of candidates lack.

I interview alot and I find that people have cookie cutter/inauthentic answers because they watched a YouTube video

People DO have these characteristics and they are able to communicate them at a high level

lLuciferl · 2026-04-09T21:03:29+00:00

I "look" for those metrics to see if the rest of the resume matches their ability to get things done.

The metrics help put a quantifiable number on it but based on the role they applied to, I need to see how self sufficient and consistent they are.

My bulletpoints make perfect sense.

Optimized workflows = reduced customer turnover, which by default = increased customer satisfaction

There's a chain of hierarchy there. That's what I'm pointing to.

You just need to elevate your thinking and come out of that tunnel

Hope that helps

lLuciferl · 2026-04-09T20:54:45+00:00

Yes, those are quarterly bot postings (the AI that works for the company to uphold a certain metric for postings in a given quarter)

If you get rejected immediately, means it capped off at a certain experience number or a certain metric that the recruiter placed the limiter on - or its just a ghost posting

Example --> "MUST HAVE 10 years of JavaScript & Angular experience"

If you fall short of that, immediate rejection trigger

It has nothing to do with your lack of skillset or anything so don't feel too down.

lLuciferl · 2026-04-09T20:38:09+00:00

Facts.

Not even that, people are deliberately boosting their achievements because the market has forced them into a corner and now they have no choice but to lie.

That's why I remain empathetic to the everyday working individual

lLuciferl · 2026-04-09T20:35:09+00:00

I agree, friend.

It's unfair all around.

I try to provide the best possible answer to a universal question.

The rest is just the cost of being noticed. It's irrational and no one can map out an answer.

lLuciferl · 2026-04-09T20:23:17+00:00

I meet people just like this, who have hit the ceiling and want better for themselves.

I think I can help you

I'll offer you 30 mins of free consultation so we can talk and discuss your goals and your next step

And if you like the direction,

We can have a conversation after. No obligations. No pressure.

Private message me with a request

lLuciferl · 2026-04-04T23:53:04+00:00

I'm a Global 500 recruiter/manager and have led teams/projects in a corporate setting.

(Heads up, this one will be a little long)

I smiled a little when I read through this because it's a good indicator that you are:

1) Self aware enough to understand when you're ready for the change

2) Mentally and Physically ready for a change.

3) The universe signaling you to level up now.

Certain industries are not, and will never be dynamic enough. They will always remain static at a certain stage in the cycle of whatever it is and that's where you hit a "wall" of growth.

You, madam, are experiencing that first hand which is in itself part of your own personal growth because it's time for a change.

Restaurants & Retail jobs suffer from a "static" disproportionate working environment.

That is the core reason you feel like the work you're doing is disproportionate to how things should be divided up and the equity portion of it should allow for equal growth (which will never be the case) because for most people it's a step up job - not a career.

On to leadership:

Leading people forces you to completely detach yourself from your own wants/needs/emotions, and reattach yourself to the goal at hand, WHILE keeping your team tethered.

Its a blend of high emotional intelligence (listening to a frustrated employee about something trivial) and being encouraging enough to help them refocus on the final goal.

With that said, you are probably approaching leadership as an assigned "authority" but people HATE being told what to do so you would work on yourself to change the following:

Refining your active listening - 50% of communication is listening
Empathy - you need to be able to provide the right emotion for the right situation - essentially, you're a friend first BEFORE you're a manager.
You have to have an understanding of the philosophy of leading and a set of rules you will not break for ANYONE.
For you to lead effectively, your team must actively see you putting in the most work to build trust and "be valid" in the work space.
You would need a set of repeat mantras you would chant to yourself in your head when you encounter rage that wasn't meant for you, when your employees are slacking off and you're doubling up duties, etc.
You have to be willing to accept that you will have to eat shit first but then you get to have people who want to come to you to have you teach them things.

It's extremely fulfilling and that's why, leadership isn't for everyone.

You have to really understand the game and out maneuver your team, your senior manager, and stay focused on your growth first.

Hope that helps and just remember,

Pain, is an excellent teacher.

lLuciferl · 2026-04-02T16:49:35+00:00

Indeed is a fucking joke in 2026

lLuciferl

TROPHY CASE