Everyone's getting ghosted, the new normal in tech recruiting
Ghosting in tech hiring—especially after interviews or take‑home assignments—has become so common that many see it as an entrenched norm rather than an exception. Commenters argue that while rejecting applicants is inevitable, failing to send even a brief automated “no” is unprofessional, signals poor company culture, and may eventually hurt employers’ reputations. Explanations range from overloaded or low‑incentive recruiters to broader cultural desensitization, with some calling for naming and shaming serial offenders and others urging candidates to toughen up, follow up proactively, and not take silence personally.
What “ghosting” means here
- Commenters stress: ghosting is not ignoring an initial application.
- It is when there’s an established interaction (phone screen, interviews, take‑home, travel, explicit “next steps”) and then silence, despite expectations of follow‑up.
Prevalence and “new normal” debate
- Many say ghosting after interviews has been common for decades and across industries, not just tech.
- Others note a recent increase, especially in US tech after layoffs and a more “employer‑friendly” market.
- Some non‑US commenters report it has been the default for years in their countries.
Reasons offered for ghosting
- “No bandwidth” due to huge applicant pools and under‑resourced recruiting; founders and managers deprioritize communication.
- Incentives: recruiters are paid for hires, not for closing the loop; engineers get little credit for careful interviewing.
- Hedging: second‑choice candidates are kept “warm” while the favorite decides; then simply forgotten.
- Legal/PR caution: companies avoid specific feedback to limit liability or argument.
- Poor task management and general incompetence are also cited.
Why people see it as unprofessional and harmful
- Many call it indecent, disrespectful, and a clear negative signal about a company’s culture and communication.
- A trivial canned rejection via ATS is seen as the bare minimum.
- Lack of closure creates anxiety and complicates life planning; some report losing motivation on side projects.
- Ghosting damages employer brand; people remember and avoid those firms later, and some advocate “name and shame.”
Feedback vs simple “no”
- Several note most rejection feedback is vague (“another candidate was stronger,” “culture fit”) and not very useful.
- Specific, actionable feedback exists only in a minority of cases; some recruiters say candidates often argue with it.
- Many applicants say they’d still prefer even a generic “no” over silence.
Responses and coping strategies
- Advice to candidates: follow up, call recruiters, don’t wait passively, and don’t take silence personally.
- Some admit ghosting employers themselves, especially when they lose interest or accept another offer.
- A few argue for publicly tracking ghosting companies; others fear retaliation or lost opportunities.