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Hello fishes! Can someone help me with the hiring process in Nike Netherlands? I have an interview coming up and I want to know the best way to prepare for it. Apparently there is going to be a case study and some behavioural questions. Anyone can help with me what to expect in the case study and the behavioural questions? Nike Nike, Inc.
Best ways to plan exit - any suggestions?
Hey all!
I wanna make a shift from my current role. Looking for a job that throws me into a challenging data science world. Please do response if you can help :)
Current Designation: Data Science Analyst
Experience: 14 months
Good in : Python, SQL, Power BI
NielsenIQ Accenture HCL Technologies Fractal BRIDGEi2i Analytics Solutions LatentView Analytics Mu Sigma Inc.
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Landing in Dallas at night

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Recruiter here. I totally understand how it can feel like you're forgotten after a role doesn't work out. In my experience, I try to stay connected with strong candidates for future opportunities. It's a good idea to reach out and express continued interest—that way, we know you're still available and motivated!
Bowl Leader
Thanks for responding and being in the bowl!
Bowl Leader
There are few if any recruiters left in this bowl. A lot of aggressive questions drove the OGs away a couple of years ago.
As a hiring manager, it depends. did I like you but not the right fit for the role - I’ll call you back. Did I pass for other reasons, I won’t forget that.
My situation is this... I reached out to a recruiter. I found a role in my experience that is aligned very well with my skills. We set a time to talk, and it went well. I'm by no means a jerk or a cocky person. I consider myself to be mannered, respectful.
So the recruiter reaches out to the company in question. One week goes by and I email the recruiter for an update. I get a response and thank her for keeping me updated. Another week goes by and I reach out again, the recruiter again updates me and suggests that while the role, meaning the client, replies, she can send my info to a freelance gig. I agree to it and she sends my info. A week goes by and I email her again to see if the Freelance gig has any updates. She replies that she will reach out to them.
I waited another week and email the recruiter again, and then I got ghosted. In all exchanged emails I am courteous and thank her for all her help.
I know the job market sucks and there is so many factors as to why a company will move fast or not. But it does feel like sometimes it's about, if you can get that placement for a person then don't bother with the rest.
Just my perception of course.
I’ve worked with three 3rd party recruiters at different points of my career, all in three different countries.
#1 was in the US 8 years ago. I landed the job but I didn’t manage to secure a visa. We don’t talk anymore
#2 was in Europe 4-5 years ago. I didn’t land the job but they reached out to me for a couple other jobs a month later when I had already started a different job, so we didn’t move forward. We’re currently in touch as I’m looking for gigs in their city.
#3 was in another European city 4 years ago. They had a super cool role that ultimately didn’t work out. I reached out 6 months later when they posted on LI about a couple other roles. One of them didn’t work out but the other one resulted in an offer, which I ended up not taking. Said recruiter did not take kindly to that and decided not to respond to me, so I know I burned that bridge lol
Recruiter here. Great Recruiters will stay in touch with great candidates, meaning it's all about building relationships. That said, there are A LOT of people in recruiting that don't understand. Staffing agencies are notorious for being metrics driven. Meaning, every Recruiter will have to speak to a certain number of new candidates every week and then contact a certain number of clients each week. This doesn't really allow for relationship building. My suggestion is that during your initial conversation with a Recruiter ask them how often you should follow up and what your expectation for the relationship should be.