Picture this: 1. A recruiter had a strong working relationship with the employer’s CTO, spanning around 10 years; 2. The CTO recently retired, and another manager—who may now hold more influence—has possibly stepped into a more prominent role; 3. The recruiter had prior negative interactions with this manager, which were reported to both HR and the former CTO. These issues included: a) Unfounded reasons for rejecting 3 qualified applicants; b) Frequent changes in hiring location preferences; c) Inappropriate comments to the recruiter about a candidate; d) Allegedly describing the job to a candidate during an interview in an unjustifiably negative or misleading manner; 4. Despite typically submitting only a small number of resumes per role, the recruiter consistently maintained a high success rate in placements; 5. In a recent engagement, the recruiter reconnected with a manager they had previously worked with—one with whom there were no prior issues; 6. Despite submitting two qualified candidates, HR abruptly terminated the contract and declined to progress either candidate to interview. No feedback was provided—an uncharacteristic departure from the employer’s prior approach, which consistently included constructive input and engagement throughout the candidate introduction process; 7. The employer states that they have no obligation or reason to provide feedback, engage in further communication, or follow up on the two candidates’ CVs, as stated in their detailed several page rebuttal to a one-page letter sent by the recruitment firm. On Mon, 28 Jul 2025 at 13:22, Don Tai <dontai.canada@gmail.com> wrote:

Feedback from the potential employer would be very helpful, but it rarely happens. Usually there is no reason given for a rejection, so the recruiter probably will not know why. Often the recruiter may not know the specifics of the job. Often the job description is not written by the actual manager looking for an employee, but by HR, so the job description may not be very accurate. This happens a lot, I found out.

I worked as a recruiter in the past. These are human relationships at work, disguised as a logical system.

On Mon, 28 Jul 2025 at 05:08, James Tobin via Talk <talk@lists.gtalug.org> wrote:

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Hi, if you were represented by a recruiter (headhunter, recruitment consultant, agent, or whatever they prefer to call themselves) for a potential job with an employer, would you *want* them to do everything possible to get feedback on your resume, skills, experience, overall application, and suitability directly from the employer after you'd been presented? ------------------------------------ Description: GTALUG Talk Unsubscribe via Talk-unsubscribe@lists.gtalug.org Start a new thread: talk@lists.gtalug.org This message archived at https://lists.gtalug.org/archives/list/talk@lists.gtalug.org/message/S23W2BF...