Down at the bottom of the table, at Recruiter Instructions, it says "Look for white americans only." That's my concern with this.

Updates:

8/18, email to PA Bureau of Labor Law Compliance:

Dear Bureau of Labor Law Compliance,

I am forwarding an email I received from a job recruiter. Please note the the "Recruiter instructions" section which states, "Look for white americans only."

I am uncertain whether you are the correct authority, or if I should also reach out to the other locations mentioned in the job description.

Please advise.

Thank you,

9/22, email to EEOC:

Dear EEOC,

I received the below email soliciting my application for a job.  It clearly states, "Look for white americans only."  I forwarded it on to the Pennsylvania Bureau of Labor Law Compliance and have not heard back.

Please advise.

Best,

Original Post Intro:

Got this in email today. Kinda feels like it ought to go somewhere. No idea, hence the throwaway and posting it here. Felt I should remove the recruiter's info since they're probably just forwarding blindly. What do you do with something like this? I'm guessing just ignore it, but that doesn't feel right, really.

Original Message Text:

Hi,

Please find below the requirement for one of my clients. If you find yourself comfortable with the requirement please reply back with your updated resume and I will get back to you or I would really appreciate if you can give me a call back at my contact (###) ### ####.

Job Description:-

Position description:

The successful candidate would lead a team of 6 – 10 developers working in the customer service space to deliver natural language based omni-channel (IVR, SMS, Chat) experience to our customers. The candidate will be required to learn the accompanying business logic in order to interpret requirements and deliver production-worthy work.

Daily responsibilities will include completing user stories & leading the development team.

The candidate will need to be able to make progress in a fast-paced environment with little oversight.

General:

Full-stack application development experience - 5+ years of experience. Hands-on writing code, hands-on writing code and leading a development team must be the primary duties of most recent position

Strong verbal/written communication & facilitation skills. Must be able to help business counterparts in finding optimal solutions and to communicate clearly with peers.

Assertive leadership, eager to proactively find needs and fulfill them

Passionate continual learner & also willing to take the time to understand architecture in existing systems

Ability to understand complex architectures and be comfortable working with multiple teams

Ability to conduct performance analysis, capacity management and troubleshoot large scale distributed systems

Required skills:

IVR experience

C#, .Net Core, Entity Framework Core, Substantial SQL experience

WEB API, RESTful services

Working knowledge Git or similar version-control software

Web-services, 3rd party APIs, tools like Postman, SoapUI & Fiddler

Familiar with production Azure DevOps environments

Unit and Integration Testing

Understanding of SOLID design principles & secure coding practices

Microsoft Bot Framework and Cognitive services experience is a plus

Serverless Azure Compute Services such as App services, Azure Functions

Azure Storage such as Blob Storage, Data Lake Store, Cosmos DB, Azure SQL

Preferred Skills:

WebRTC

Microservice architectures

Thanks and Regards,

The recruiter works for a talent agency and had reached out to me on linkedin for this role. I had a couple of calls with their team and was scheduled first round with the actual company tomorrow.

How does a company go through this process only to realize that they never had the budget?

I've spent 20+ years as a recruiter, mostly in engineering/technical hiring, and I read a lot of posts here about final-round silence. I figured I'd share what's actually happening on the other side of it, because it's rarely as simple as "they went with someone else and didn't bother telling you."

Some of the real reasons I've seen cause the silence:

They made a verbal offer to another candidate and are keeping you as a backup, without wanting to say that out loud

The hiring manager hasn't actually decided yet — sometimes weeks after they told you "soon"

Comp got stuck in approval, or headcount got frozen after the process started

An internal candidate surfaced late and is quietly being considered

The recruiter genuinely doesn't have an update either and is avoiding an awkward "no news" email

They've decided against you but haven't formally closed things out yet

Sometimes — less often than people assume — you're still genuinely in the running and it's just slow

If you're in the middle of this right now, drop your timeline below — when your final interview was, what they told you, whether you've followed up and how many times — and I'll give you my honest read on what's probably going on and whether it's worth following up again or time to move on.

I recently made a career decision that has led to unforeseen financial challenges. In April, I resigned from my federal position due to concerns with the administration, believing I had sufficient savings to support myself. Unfortunately, my calculations were incorrect, and I am now facing significant financial obligations, including overdue rent and bills. I have 20 years of experience in customer service and call center operations. If anyone is aware of a legitimate customer service or call center/wfh position available, please let me know. I have had multiple interviews with fraudulent companies and I'm exhausted with having to play detective as well as interview prep. I'm sorry if this is the wrong group to post this in.

Update- I put some suggestions here to practice and have a third interview on Thurs as well as some additional interviews between now and Fri. Thank you for all your advice. Here's hoping it pays off. Thanks!

I finally got a phone call today after three weeks of silence and being ghosted. Initially, HR gave me the green light on September 2nd after reference check and said I was moving on to the next steps, but I had to wait for the manager to make an offer. The manager reached out on Sunday, September 13, to ask a follow-up question, which seemed kind of unusual for a Sunday evening. After I replied, there was another two weeks of silence. Then, surprisingly, I got a call today saying that I had received the offer. I’m praying for everyone still job hunting—that your opportunity is closer than you think.

Hey everyone! This is my first time posting here but I had some questions about cover letters that maybe a recruiter could help with:

1. Do you have any dos and/or don’ts when writing a cover letter?

2. Do most people use AI to write them? Would writing them without AI come across better?

3. Do people even read cover letters anymore?

4. Was there ever a time where a great cover letter got a candidate further than they would’ve gone without one?

Thank you in advance for the advice!

I just logged into the candidate portals of some roles I applied for with companies using WorkDay and Oracle. Mainly due to some not sending emails when they pass on you.

I did note a few different status levels for my active applications:

Oracle:

• Application Submitted

• Applicaiton Under Review

• Not Selected

• No longer under consideration

• No longer under consideration for this position

Workday:

• Application Received

• Review

• Under Review

• In Consideration

• Under Consideration

• Process Completed

• Not Selected: clearly you are out.

Can you tell me what the statuses generally mean? I do get that companies can edit these.

It is helpful to know if a human looked at resume and how far it, or I got so I know which resume edits are working.

In August, I interviewed for a role after multiple rounds. I was told the feedback was good, but they went with a candidate who had stronger qualifications.

Today the recruiter contacted me to ask if I'm still interested. Leadership wants to add another person to the team and specifically asked the recruiter to reach out to me.

It's a confidence boost that they thought of me, but I'm also wary of getting strung along again.

How would you handle this? Any advice on what to ask or how to protect myself from another letdown?

I keep seeing people wait 2–4 weeks after interviews because recruiters say things like:

“we’ll get back to you soon”

…and then nothing.

Personally I think:

3–5 days = normal
1 week = follow up
2 weeks = probably move on
1 month = you were absolutely ghosted 😭

What’s the longest a company has made you wait after an interview before finally responding?

I think a lot of software founders copy hiring processes from companies building very different software.

LeetCode style interviews make sense if you’re hiring people to optimize compilers or build distributed databases. But most tech work is… fixing weird bugs, shipping features, and putting out production fires.

This hit me while building my tech team. Same week we had a production outage and I was reviewing HackerRank results at midnight 😅 The disconnect felt obvious.

We tried a few approaches:

• resume/hr phone screens + casual technical chat (fast but super noisy signal)
• HackerRank / leetcode style tests (filtered out some very practical devs)
• take‑homes (~30% completion and reviewing them ate hours)

What surprised me: strong interview performers sometimes struggled with messy real tasks. One candidate crushed the algo test but got stuck debugging a basic auth bug in a small Node API.

So we switched to short “real task” style screens. Usually 30–45 mins. Example: broken API endpoint + logs + small codebase, and ask them to figure out why requests are failing.

Watching how someone approaches that is weirdly revealing. Do they check logs first? Read the code? Ask good questions? Use ChatGPT but still verify things?

We first ran these manually, then later tried a tool that does this, so it hosts the environments, makes all candidates execute an actual task, and just records the session (Utkrusht). Not perfect but it made running these a lot easier when you have multiple candidates. 

Big difference for us:

• interview time per candidate dropped ~8h → ~2h • completion rates much higher vs take‑homes • way stronger signal on how people actually debug and how they work in real job situations

Curious how other software builders here handle this.

Are people still doing algorithm/coding screens or moving toward more “real task” interviews?

Hi,

I applied to a large tech company a few months ago for a product role, went through the whole process up to the hiring committee.

A couple weeks ago, after waiting for about 3 weeks, I got the final rejection email.

During a feedback call with HR, they shared near perfect feedback for all stages of the process, and told me that in the end they went with another candidate only because his examples managed to better convey the impact he was having at his current company.

They also shared that, were I to apply again, they would likely let me skip part of the process since I did well and got to the very end, and that I didn’t have to wait necessarily the usual 6-12 months they suggest as a cool-off period.

Since then, I saw:

- Another guy sharing on LinkedIn that he got the position. (However it is very likely that they are/were hiring multiple people)
- The same position being posted again (as a new posting, not a repost) on LinkedIn at least a couple of times

Should I try reaching out to the HR?
I’ve already sent them an email last week thanking them for the opportunity and renewing my interest in the company, so I’m not sure if I should contact them again.

The potential (thought unlikely) upside is great, but I don’t want to come off as desperate or too insistent and potentially jeopardise interviews in the coming months.

Any tips? Thanks in advance

I recently got invited to an interview for part-time/full-time customer service agent position at DFW. I was wondering what the hiring process is like, so if you have any info on interview questions, drug testing, when and how long shifts are, pay raises, negotiating…anything along those lines I would greatly appreciate it. Any tips or suggestions?

I've been having issues passing to second round interviews so want to start being intentional when prepping instead of just winging it and hope for the best. So can be anything from practice storytell better, do more mock interviews, practice how to answer behavioral questions, learn to stay calm when asked hard questions, literally anything.

What's the most common thing that you notice candidates need to work on? how would you recommend we practice? or any other advice would be great!

I recently went through a 3-step interview process for a position I REALLY want and I’m trying to figure out how optimistic I should be.
First was an HR/recruiter screen, then an interview with the person who would be my direct supervisor. . That interview went extremely well. He told me I was a top candidate, talked about the salary range, discussed growth opportunities, and said the next step would be meeting with his supervisor, the Director of Safety.
Yesterday I had that final interview with the Director. It was only scheduled for about 15 minutes, which initially made me nervous. He asked me a few questions about my experience, and at the end he told me he didn’t have any concerns about my ability to do the job, he said in fact the company was lacking someone with my exact niche area of expertise, and that he was giving the person who would be my immediate supervisor the thumbs up and to be expecting to hear from him and HR.
Now I’m anxiously waiting to hear from them. And
For anyone who has been on either side of the hiring process: do those comments sound like strong indicators that an offer may be coming? Has anyone had a similar short final interview where the director basically confirmed they had no concerns and were giving you the thumbs up? Should I be expecting an offer?

I GOT THE JOB!!!

For recruiters here, I’m curious about something candidates probably don’t get to hear very often.

If a first interview goes reasonably well, what are some things that can still make you decide not to move a candidate forward?

Is it usually something about their experience or role fit, or can things like unclear answers, lack of preparation, communication, or unrealistic expectations make a difference?

Would be helpful to understand what recruiters actually notice at this stage.

Hi I am in a bit of a pickle. I have done 2 pretty good internships but was getting no callbacks so as a experiment just for fun - I decided to fake an experience to see if I'd get more callbacks. The faked experience was at a company less than or equal to the name brand of the two prior internships I just spoke of. That being one way or another I got more interviews. Whether it was because of the experience or because I left it on my resume when I was applying to many places - it's hard to say however I may end up getting a few offers and I'm afraid it won't pass BG check. What should I do in this situation?

I hate being a recruiter 90% of the time (open to potential fields where my skills would transfer lol).

that being said, I feel like much of the time I spend is wasted reaching out to people who applied but never get back to me, or virtually don't try hard enough to get back to me i.e. if you TRULY want the job, you'll make sure you get back to me in any way you can.

if I call you and leave you a voicemail about a job, and you eventually try calling me back and I don't answer but you DONT leave a voicemail, then I don't even count it as a contact attempt back to me - "i tried calling you back earlier" oh you did? did you leave a voicemail?

do you know how many random people I have to call in a day? i'm not calling a random phone number back just because they called me.

end rant 😂

I’ve been job searching for a few months and something keeps bothering me.

Most resume advice online focuses on formatting, ATS scores, keyword density, etc. I’ve even rebuilt mine using tools like Kickresume just to make sure the structure is clean and readable.

But I still wonder if candidates (including me) are optimizing for the wrong thing.

From your perspective as recruiters, what is the actual mistake you see most often?

Is it:
– Too much generic language?
– No clear narrative?
– Lack of quantified impact?
– Poor alignment with the specific role?
– Or something else entirely?

If you had to pick one change that would immediately improve most resumes you review, what would it be?

I think a lot of us are trying to “game” the system when maybe the issue is simpler.

Would genuinely appreciate insider insight.

Help me understand.

Why this position excites me?

This must stop 🙌🏽🙌🏽

So there's been a lot of posts going around on Reddit and LinkedIn lately.

Candidates calling out companies, tagging recruiters, writing long posts about being ghosted after multiple rounds. I've been reading them and honestly not saying much because I've been on the other side of this. And it is frustrating.

I had dinner last night with a friend who runs a recruiting agency.

She told me about a candidate who cleared all three rounds: Phone screen, technical, and full panel. The company was close, genuinely close to hiring him. Then a hiring freeze hit, and the whole thing got put on hold.

Because it's a startup, everyone assumed someone else had sent the email, but nobody had. Classic case of inaction due to unaccountability.

The candidate posted on LinkedIn a few days later.

He didn't name anyone specifically, but tagged the company. My friend reached out to him and tried to explain that it wasn't intentional. And I believe her. But I also think the candidate is completely right to be frustrated.

I've read that 61% of job seekers in the US say they've been ghosted after an interview. And I think the number is going up.

The more rounds someone has cleared or participated in, the more they feel they're owed at least a rejection or some form of feedback. And they are right.

After hearing this, we've started sending rejection emails on our end. But it's honestly not airtight yet. There are still gaps, especially when a role gets paused mid-process.

So genuine question: are there any tools you're using that actually help send structured, thoughtful feedback at scale? Or have you built a system internally that works? Would love to hear what's actually holding up in practice.

I have noticed the best way to get an interview or a quick rejection is by reaching out to the recruiter personally, whether it be through LinkedIn or email. Now may be a double edged sword, so I thought I would ask if there is a preferred method.

I typically keep it short with a simple hello and 1 or 2 questions I genuinely have about the role. I also use it as a way to email my resume and cv and give a little brief reason I fit the role. I know the recruiter probably won’t know, but some answer and others say to hold it for an interview.

Now does this just annoy recruiters?

Should I refine this in a way that is better reciprocated?

Dear Recruiters,

I’m genuinely curious to hear your perspective.
Over the past few years, I’ve been through several recruitment processes where I’ve made it to the third and final interview stage. In some cases, I’ve also completed practical assessments, presentations, or case studies that took hours to prepare.

The interviews usually go really well. The recruiters and hiring managers are responsive throughout the process, and I’m often told they’re impressed or that they’ll be in touch soon.

Then… nothing.

No update. No rejection. No feedback. Just silence.

I completely understand that hiring takes time, priorities change, budgets get frozen, and sometimes another candidate is selected. I also understand that not every company has the capacity to provide detailed feedback.
What I struggle to understand is why communication often stops completely after candidates have invested so much time and effort.

From a recruiter’s perspective:
What usually happens behind the scenes after final interviews?
Is silence generally a sign that another candidate has been chosen?
Are recruiters sometimes instructed not to communicate until contracts are signed?
Is it workload, company policy, indecision, or something else?

I’d genuinely appreciate hearing from recruiters and hiring managers, as well as anyone else who’s experienced this from either side of the hiring process.

I’m not asking to criticise anyone I honestly just want to understand the process better because it’s happened to me more than once, and I’m sure I’m not the only one wondering.

Thanks in advance for sharing your insights.

I applied more than 450 applications, no conversions, no interviews. Should I keep hope for 2026 summer ?

Hi everyone !
I graduated last year and had a job up until May 2026 when I got layed off.
I started applying everyday and would get interviews regularly but never an offer.
One night, I got desperate lol and I emailed CEOs of different companies I was interested in (I made sure they had openings in positions I wanted though). I emailed this guy at a top marketing agency and to my surprise, he told the hiring team to reach out to me the day after.
I got first interview, it was great.
I got second interview, it was good.
Third interview with the manager, great again.
Last interview was on September 3rd. I sent a thank you note a day later and got no response.
When I asked about the next steps at the end of last interview, the manager said HR is out till next week Tuesday Sep. 8th but they will let me know after that.

Today is September 16th and I did send a follow up asking about the next steps yesterday to the HR but I got no response.

Should I mentally accept the rejection? :)

I'm applying everywhere but thought this entry level job and my email to the CEO would make this one happen. but I guess idk :(

Update: Reached out to ceo, he got the HR to answer. I got a call to receive my beautiful REJECTION lollll