This is during the three weeks the job posting is active. Our recruiter pointed out there was 1285 applications that the candidate had some kind of IT experience according to ATS.
Edit: Pay is disclosed in Job Listing.
Edit 2: Oh I 100% know I am getting clowned, but my CFO has other plans. If I could pay more I would….
Posted by StarSlayerX
40 Comments
This ending in a declined offer is hilarious.
Isn’t this technically “failing to hire an engineer”?
What’s the total cost of running this process end to end?
6 steps to receive an offer letter would make me decline as well.
3 rounds of interviews in addition to a phone screen is insane. I’d decline too.
Did you go back to the other 3rd round candidates for offers?
What is the reason for the decline? Pay?
Lol, $40k to rec 35 resumes?
I’ll be your recruiter.
That’s a lot for Super Mario Brothers
Yeah 4 interviews is definitely a good way to kill any chance of hiring a good employee
Maybe have less rounds? Unless recruiter busywork is more important than filling the position
This is only “competitive” if the role is fully (and I mean fully) remote.
What’s this mystery ATS score? You declining people in some automated keyword process? Also why so many rounds of interviews, maybe they already found a different job in all that time?
It’s funny you’re quoting ziprecruiter as your comp basis. But you conveniently failed to leave out that Total Compensation is upwards of $213k. Unless you’re giving RSUs or a large cash bonus(would be economically silly to do this instead of stock), you aren’t even close to salary commensurate with the market. Good luck with your hiring!
You’re seeing the problem that is plaguing today’s employment world.
Hundreds, if not thousands, of “candidates” applying for jobs they are absolutely not qualified for.
They list all these skills and experiences with tooling on their resume, all for them to say during the first technical interview that they have no knowledge of it but are willing to learn.
I just conducted 10 technical screenings over the past 2 weeks. 2 admitted they didn’t have the experience as stated on their resume, 3 couldn’t code better than a high schooler in a web dev class, and 3 were outright cheating with AI telling them partially correct answers. I only recommended 2 candidates for the in-person technical round.
I have no idea how many applicants applied for the positions, but I bet ballpark it was somewhere in the thousands. I’ve given my feedback to my manager that their candidate selection process is insufficient.
Talent acquisition is desperate for innovation. This isn’t working.
Are they a Cloud Engineer because the one you hired is virtual?
As a recruiter, just based on this information, my feedback is you have too many interview steps.
The overwhelming majority of my clients are Telephone interview, in person interview, offer. Any more than that and you are losing candidates.
So all those 1250 was individually screened before rejection? Or was automatically rejected?
What about 35 recommendations, why only 15 was screened?
How did it feel being the one doing the rejecting for once?
When people say the job market is difficult, this is one of the reasons. Everyone tries to hire the diamond in the rough with low compensation and are surprised they don’t get anyone.
That’s not beautiful. That’s fucking horrifying.
How are 1200 people applying to something that is so far being appropriate that they were out right denied? 2% of applicants are actually qualified? Seems like that might be a tad…restrictive
Phone screen plus 3 interviews is INSANE behavior
The amount of people bitching about 3 rounds of interviews is insane. That’s a comfortable number of interviews for a lead engineer role. How the fuck do you know if you want to hire someone in a single interview + maybe a phone screen.
This is just unironically the funniest post I’ve seen in a while. OP is volunteering the information that they have terrible benefits and are underpaying and somehow it’s a shock no one wants this job lol. The lack of self awareness is absolutely insane
3 rounds of interviews? I’m happy they declined the offer.
Chart is missing the huge number of people that did not apply because salary is too low
This is interesting. Remember it when companies tell you that no one wants to work anymore, they can’t find qualified people, and they need more H1-B visas.
Everyone take note of the fact that they just rejected everyone not recommended by a recruiter.
Ladies and gentlemen, a snapshot of why the job market is so fucked up.
lol, legit way too many interviews. I would have bounced after the phone screen when they said 3 interviews.
OP thank you so much for posting this and for all the replies despite getting clowned.
I know this will be one of those posts I’ll think of 7 years from now and have a little giggle remembering the series of actions your company has taken here.
I hope you find your guy though!
You are the problem with the job market.
I absolutely LOVE the declined offer. Know your worth 💯
That’s funny I’m a lead cloud engineer. Got a second round interview this Friday. It’s a 90 minute technical interview. The job is only offering 140 though, so I’m going to do the interview as practice (haven’t interviewed for a job in 4 years) but probably won’t take the job if offered.
Your recruiter should be fired. If your company can’t successfully hire someone after that many applications and interviews, it’s 100% the company’s fault – especially given how saturated with good talent the field is.
When only 4 made it to the 2nd round, I would have sent another 10-20 through the interview loop immediately.
OP rejecting so many resumes and then getting rejected is beautiful
Thank you for passing the 23 rounds of interviews –
The salary we are looking at is 33,000 per year ~
Actually read the other resumes. Recruiters use trash AI to screen out perfectly good candidates
Honestly as a previous recruiter, if they aren’t sussing out what type of pay the candidates are looking for – or the candidate is not open about this, there is no reason to go past the phone screening (or even first round interview) and wasting everyone’s time.
Benefits should be brought up to see what package they currently have, if they offer any details, and the recruiter should be comparing notes against what benefits the offer DOESN’T have to make that known to the candidate at this time, to see if they even want to proceed. There are a few more things I’d probably change within that low-converting recruitment pipeline. CFO must stand for Confused Fucking Onion there, because I bet due to his direct, everyone is confused and crying with how non-transparent the benefits and pay are.
However, this is just how I used to recruit – now I do software so ¯\_(ツ)_/¯